Industrial and production personnel– these are personnel who are directly engaged (key workers) or indirectly (managerial personnel) in performing industrial and production functions of the enterprise. This category is applicable to designate employees of an enterprise engaged in the industrial production sector.

Industrial production personnel (IPP) are divided into the following groups:

• workers - performing various technological processes;
• employees - processing various information;
• junior service personnel (MSP) – maintaining cleanliness and order in production;
• security;
• apprentices are a reserve of qualified labor.

In turn, employees are divided into three categories according to the functions they perform:

• managers;
• specialists;
• technical performers.

The functions of managers are making decisions and ensuring their implementation. The functions of specialists (engineers, economists, etc.) are to prepare information (design, technological, planning, accounting), on the basis of which managers make decisions. Technical performers provide the necessary conditions for the work of managers and specialists.

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See what “Industrial and production personnel” is in other dictionaries:

Personnel of the main activity, which includes workers: 1) main and auxiliary workshops, incl. workers of power, tool, compressor, steam and water supply, etc.; 2) auxiliary industries: logging, peat mining,... ...

In the USSR, employees of the payroll of industrial enterprises and other sectors of the national economy who are directly involved in the production process or engaged in servicing the production activities of the enterprise (see Payroll ... ...

Personnel of the main activity, which includes workers: 1) main and auxiliary shops, including power, tool, compressor, steam and water supply, etc.; 2) auxiliary industries: logging, peat mining, quarries,... ... Dictionary of business terms

- (see INDUSTRIAL PRODUCTION PERSONNEL) ... Encyclopedic Dictionary of Economics and Law

- (from the Latin persona person) the totality of all employees of an enterprise engaged in labor activities, as well as those on the balance sheet (part of the staff), but temporarily not working due to various reasons (vacation, ... ... Wikipedia

Great Accounting Dictionary

PERSONNEL OF INDUSTRIAL ENTERPRISES- all employees included in the payroll, both included and not included in their average payroll. P.P.P. divided into industrial production and non-industrial personnel. To industrial production personnel... ... Large economic dictionary

Labor productivity- (Labor productivity) Determination of labor productivity, labor productivity indicators, labor efficiency Information on the determination of labor productivity, labor productivity indicators, labor efficiency Contents Contents ... Investor Encyclopedia

VI. National economy = General characteristics. The RSFSR has exceptionally rich raw materials and fuel and energy resources and diverse natural conditions. Within its borders there are almost 3/4 of hydropower reserves and more than 9/10... ... Great Soviet Encyclopedia

PPP- “simple preparation products” in the name of the enterprise, a domestic manufacturer of instant noodles organization of IFR praxis finger poses IFR “Flight Operations Rules” IFR ... Dictionary of abbreviations and abbreviations

MODULE 5.1. COMPOSITION AND STRUCTURE OF PERSONNEL

In ensuring production efficiency, the personnel structure of the enterprise is important.

Enterprise personnel(personnel, labor collective) is the totality of workers included in its payroll.

In world practice, the classification most often used is one in which employees are divided into managers and performers. Managers are organizers of production at various levels.

In Russia, the personnel of industrial enterprises is divided primarily into industrial and non-industrial personnel. Industrial production personnel include workers who are directly related to production and its maintenance: workers in production workshops and areas, factory laboratories, and management personnel. Non-industrial personnel include workers employed in non-productive areas: housing and communal services, kindergartens, canteens owned by the enterprise, etc.

According to the nature of the functions performed, in accordance with the All-Russian Classification of Worker Professions, Employee Positions and Tariff Grades (OKPDTR), industrial production personnel (PPP) are divided into four categories: workers, managers, specialists and technical performers (employees).

TO workers include persons directly involved in the process of creating wealth, as well as those engaged in repairs, moving goods, transporting passengers, providing material services, etc.

Workers, in turn, are divided into main And auxiliary. The main ones include workers who are directly related to the production of products, and the auxiliary ones are those who are involved in servicing production.

TO managers include employees holding positions of managers of enterprises and their structural divisions.

Managers heading teams of production divisions, enterprises, industries and their deputies are classified as linear. Managers heading teams of functional services and their deputies are classified as functional.

According to the level occupied in the general management system, all managers are divided into low-level, middle and senior managers.

TO lower level managers include foremen, senior foremen, foremen, heads of small workshops, as well as heads of departments within functional departments and services.

Middle managers These are directors of enterprises, general directors of associations, heads of large workshops.

Senior executives– these are heads of financial and industrial groups, general directors of large associations, heads of functional departments of ministries, departments and their deputies.

TO specialists include workers involved in intellectual work (accountants, economists, engineers).

Employees– these are workers who prepare and process documentation, accounting and control, and housekeeping services. These include purchasing agents, typists, cashiers, clerks, timekeepers, forwarders...

Depending on the nature of work activity, enterprise personnel are divided into professions, specialties and skill levels.

Profession– a type of activity that requires certain knowledge and labor skills, which are acquired through general or special education and practical experience.

Speciality– a type of activity within a particular profession that has specific characteristics and requires additional special knowledge and skills from workers. For example: economist-planner, economist-accountant, economist-financier, economist-labor worker within the profession of economist. Or: fitter, fitter, plumber within the working profession of a mechanic.

Qualification determines the level of knowledge and labor skills of an employee in his specialty, which is displayed in qualification (tariff) categories and categories.

Test control

Personnel or personnel of an enterprise is a collection of employees of various professional and qualification groups employed at the enterprise and included in its payroll. The payroll includes all employees hired for work related to both the main and non-core activities.

The personnel composition or personnel of an enterprise and its changes have certain quantitative, qualitative and structural characteristics that can be reflected by absolute and relative indicators:

list and attendance number of employees of the enterprise and (or) its internal divisions, individual categories and groups as of a certain date;

the average number of employees of the enterprise and (or) its internal divisions for a certain period;

the share of employees of individual divisions (groups, categories) in the total number of employees of the enterprise; growth rate (increase) in the number of employees of the enterprise for a certain period;

average category of enterprise workers;

the share of employees with higher or secondary specialized education in the total number of employees and (or) employees of the enterprise;

average work experience in the specialty of managers and specialists of the enterprise;

staff turnover due to hiring and dismissal of employees;

* capital-labor ratio of employees and (or) workers at the enterprise, etc.

The combination of these and a number of other indicators can give an idea of ​​the quantitative, qualitative and structural state of the enterprise’s personnel and trends in their changes in order to increase the efficiency of the use of labor resources.

The quantitative characteristics of the enterprise’s personnel are, first of all, measured by such indicators as: payroll; turnout; average number of employees.

The payroll number of employees of an enterprise is the number of employees on the payroll as of a certain date or date, taking into account the employees hired and retired for that day. The roster includes:

actually working;

those who are idle and absent for any reason (business trips, additional annual leave);

those who did not appear with the permission of the administration;

performing state and public duties;

those involved in agricultural work (if their wages are maintained);

those who did not show up due to illness;

on maternity leave;

unpaid additional parental leave;

vocational school students who are on the balance sheet of the enterprise;

working part-time or weekly;

homeworkers.

The employee payroll indicator is determined daily according to time sheet data.

Turnout is the number of employees on the payroll who showed up for work. The difference between turnout and payroll composition characterizes the number of full-day downtime (vacation, illness, business trips, etc.).

To calculate the number of employees for a certain period, the average number on the payroll is used. It is used to calculate labor productivity, average wages, turnover rates, staff turnover and a number of other indicators.

The average number of employees per month is determined by summing the number of employees on the payroll for each calendar day of the month, including holidays and weekends, and dividing the resulting amount by the number of calendar days of the month. The average number of employees for a quarter (year) is determined by summing the average number of employees for all months of operation of the enterprise in the quarter (year) and dividing the resulting amount by 3 (12).

To correctly determine the average number of employees, it is necessary to keep daily records of employees on the payroll, taking into account orders (instructions) on the hiring, transfer of employees to another job and termination of the employment contract.

In addition to the number of employees, the quantitative characteristics of the enterprise’s personnel can also be represented by the labor resource fund (Fr.t.) in man-days or man-hours, which can be determined by multiplying the average number of employees (Csr.sp.) by the average duration of the working period in days or hours (Tr.v.):

Fr.t.= Chsr.sp.* Tr.v. (1).

The qualitative characteristics of the enterprise’s personnel are determined by the degree of professional and qualification suitability of its employees to fulfill the goals of the enterprise and the work they perform.

It is quite difficult to assess the qualitative characteristics of an enterprise’s personnel. However, at present there is a certain range of parameters that allow us to determine the quality of work:

economic (complexity of work, employee qualifications, industry affiliation, working conditions, length of service);

personal (discipline, skills, conscientiousness, efficiency, creative activity);

organizational and technical (attractiveness of work, saturation of equipment, level of technological organization of production, rational organization of labor);

socio-cultural (collectivism, social activity, general cultural and moral development).

The structural characteristics of the enterprise's personnel are determined by the composition and quantitative ratio of individual categories and groups of enterprise employees.

Depending on their participation in the production process, all personnel of the enterprise are divided into two categories:

* industrial production personnel;

* non-industrial personnel.

Non-industrial personnel include workers who are not directly related to production and its maintenance. Basically, these are workers employed in housing, communal and subsidiary farms, health centers, dispensaries, educational institutions, etc., i.e. employees of all institutions owned by the enterprise and on its balance sheet.

managers;

specialists;

employees;

* workers (including junior service personnel).

Managers include employees holding positions of managers of the enterprise and their structural divisions, as well as their deputies in the following positions: directors, chiefs, managers, managers at the enterprise, in structural units and divisions; chief specialists (chief accountant, chief engineer, chief mechanic, chief technologist, chief economist, etc.).

Specialists at the enterprise include employees engaged in engineering, technical, economic, accounting, legal and other similar activities, i.e. accountants, psychologists, sociologists, artists, commodity experts, technologists, etc.

The group of “employees” usually includes such categories of workers as managers, specialists and employees themselves. The assignment of enterprise employees to one group or another is determined by the all-Russian classifier of professions and positions of employees.

The actual employees include workers involved in the preparation and execution of documentation, accounting and control, business services and office work (supply agents, cashiers, controllers, clerks, accountants, draftsmen, secretaries - typists, forwarders, etc.).

In addition to the generally accepted classification of industrial production personnel (IPP), there are classifications within each category. For example, production managers, depending on the teams they lead, are usually divided into linear and functional. Linear managers include managers heading teams of production divisions, enterprises, associations, industries, and their deputies; functional - managers heading teams of functional services (departments, departments) and their deputies.

According to the level occupied in the general system of national economic management, all managers are divided into: lower-, middle- and senior-level managers.

Lower-level managers usually include foremen, foremen, heads of small workshops, as well as heads of departments within functional departments and services.

Middle-level managers are considered to be directors of enterprises, general directors of various associations and their deputies, and heads of large workshops.

Senior executives usually include heads of financial industrial groups, general directors of large associations, heads of functional departments of ministries, departments and their deputies.

Workers, in turn, are divided into main and auxiliary.

The main ones include workers who are directly related to the production of products, and the auxiliary ones include workers involved in servicing production. This division is purely arbitrary, and in practice it is sometimes difficult to distinguish between them.

Number of core workers Co.r. determined by the formula:

where Rv.r. - average number of auxiliary workers at the enterprise, in workshops, on site, people;

pp. - average number of all workers at the enterprise, in the workshop, on the site, people.

The determining factor in the development of production is the personnel of the enterprise who directly perform certain functions of economic activity.

TICKET No. 18. Trends in changes in the structure of industrial production personnel. Determining the number of personnel by category.

The personnel of the enterprise directly related to the production process and its maintenance are industrial production personnel. It includes all employees of the main, auxiliary, auxiliary and service departments; scientific research, design organizations and laboratories on the balance sheet of the enterprise; plant management with all departments and services, as well as services involved in major and current repairs of equipment and vehicles of the enterprise.

Industrial production personnel, depending on the nature of the functions they perform, are classified into the following categories:

Managers;

Specialists;

Employees;

Workers (including junior service personnel)

Rational use of enterprise personnel is an indispensable condition for ensuring the uninterrupted production process and the successful implementation of production plans. For analysis purposes, all personnel should be divided into industrial and non-industrial. Industrial production personnel (IPP) include persons engaged in labor operations related to the main activities of the enterprise, and non-industrial personnel include employees of cultural institutions, catering, medicine, etc., owned by the enterprise.

PPP workers are divided into workers and employees. The employees include managers, specialists and other employees (for example, office accounting personnel, etc.). Workers are divided into main and auxiliary.

During the analysis of the supply of labor resources, a comparison is made of the actual number of personnel with the previous period and the planned number of the reporting period for all classification groups. The analysis process examines the relationship between groups and trends in this ratio.

The number of employees is determined based on the organizational structure of the enterprise and the rational number necessary to ensure management functions.

The reduction of auxiliary workers can be achieved through the concentration and specialization of auxiliary work: setting up and repairing equipment, increasing the level of mechanization and improving the work of these workers.

An analysis of the professional and qualification level of workers is carried out by comparing the available number by specialty and category with that required to perform each type of work for sections, teams and the enterprise as a whole. At the same time, a surplus or shortage of workers in each profession is revealed.

If the actual average wage grade of workers is lower than the planned or average wage grade of work, then this may lead to a decrease in the quality of the products produced, and, therefore, it is necessary to provide for the improvement of personnel qualifications. If the average category of workers is higher than the average tariff category of work, then workers need to make additional payments for using them in less skilled jobs.

During the analysis of the qualifications of management personnel, they check the compliance of the level of education of each employee with the position held, and study issues related to the selection of personnel, their training and advanced training.

The qualification level of workers depends largely on age, work experience, education, etc. Therefore, in the process of analysis, changes in the composition of workers by age, work experience, and education are studied.

Production personnel include workers involved in the production process (performance of work, provision of services), managing this process and servicing it.

According to the functions performed, production personnel are divided into six categories: workers, students, engineering and technical workers (E&T), office workers, junior service personnel, and security workers.

Apprentices are workers with whom an apprenticeship agreement has been concluded for the purpose of acquiring a profession.

Junior service personnel - workers engaged in performing service functions that are not directly related to the production process (cleaners of non-production premises, couriers, cloakroom attendants, drivers of passenger cars).

Non-production personnel include employees of non-industrial organizations on the balance sheet of the enterprise (personnel of non-core activities) in housing, medical and preventive centers, preschool institutions, etc.

Classification according to professional qualification criteria.

A profession is understood as a type of work activity that requires certain knowledge and practical skills, for example: mechanic, turner, milling machine operator, mechanic, technologist, designer, programmer, accountant, economist, commodity expert, etc.

Within a profession, specialties are distinguished as a type of activity that requires additional knowledge and skills to perform work “in a specific area of ​​production, for example: the profession is a turner, and the specialty is a lathe-borer, a turner-carousel operator.

Workers in each profession and specialty differ in their level of qualifications. Qualification is the degree of professional preparedness of workers and employees to perform a specific type of work. The components of qualification are the employee’s theoretical knowledge, his practical skills, and professional skills.

First of all, the qualifications of workers are determined by the categories assigned to them or the categories of work that they perform. According to the level of qualification, workers are divided into unskilled, semi-skilled, skilled and highly skilled.

Upon completion of vocational training in production, the worker is assigned a qualification (grade, class, category) for the profession in accordance with the tariff and qualification reference book. Qualification category is a value that reflects the level of professional training of an employee. In accordance with the qualification obtained (rank, class, category), the employee is provided with work, and as qualifications improve, a higher rank is assigned.

One of the main elements of personnel development is its training. Personnel training is a purposeful, systematic, systematically carried out process of mastering knowledge, skills, abilities and methods of communication under the guidance of experienced teachers, specialists, and managers. The classification of enterprise training functions is presented in Appendix A.

In modern organizations, professional training is a complex continuous process that includes several stages.

Taking into account the enterprise development strategy and training needs, long-term and current annual personnel training plans are developed. At the same time, it is based on the principles of continuous training for each employee throughout his entire production activity at the company in order to achieve career success.

Table 1 presents four groups of professional qualities of students and the characteristics necessary for each quality.

Table 1 - Professional qualities of successful activities

Enterprise personnel - the main (regular) composition of the enterprise's employees. Depending on the functions they perform enterprise personnel are divided into the following categories: primary and auxiliary workers; managers; specialists; employees. The listed workers form (at production enterprises) industrial production personnel (PPP).

The personnel of industrial enterprises is divided into industrial and non-industrial personnel. TO industrial production personnel include persons engaged in labor operations related to the main activities of the enterprise non-industrial Personnel include persons whose work activity is related to the performance of work related to other sectors of the economy. Industrial production personnel are divided into workers and employees, which include managers, specialists and other employees

Personnel numbers indicators. Indicators of turnover and staff turnover. Labor productivity as an indicator of the efficiency of use of labor resources, production and labor intensity of products

There is a sum of 3 indicators: - employees of all enterprises and organizations of all forms of ownership, whose activities are legally formalized; persons engaged in self-employment; unpaid workers in family businesses.

Staff turnover- movement of labor caused by employee dissatisfaction with the workplace or dissatisfaction of the organization with a specific employee.

Fluidity may be :- Intra-organizational- related to labor movements within the organization; -External- between organizations, industries and sectors of the economy. Distinguish natural and excessive staff turnover. PERSONNEL TURNOVER RATIO - the ratio of the number of dismissed employees of an enterprise who left during a given period for reasons of turnover (at their own request, for absenteeism, for violation of safety regulations, unauthorized departure, etc. reasons not caused by production or national needs) to the average number of employees for the same period.

Natural fluidity(3-5% per year) contributes to the timely renewal of the team and does not require special measures on the part of management and human resources. Excessive fluidity causes significant economic losses, and also creates organizational, personnel, technological, and psychological difficulties. Labor productivity characterizes the efficiency, effectiveness of labor costs and is determined by the amount of products produced per unit of working time, or labor costs per unit of products produced or work performed. At enterprises, labor productivity is defined as the cost-effectiveness of only living labor and is calculated through indicators of output and labor intensity of products, between which the relationship is inversely proportional. Output- the amount of products produced per unit of working time, or per one average employee. T ore intensity- labor costs and working time to produce a unit of product. Labor intensity is inversely proportional to labor productivity, output per worker.