Workforce enterprise presentation. Russian labor resources


Human Resources- a socio-economic category that characterizes the potential labor reserves that society has on this stage of its development. Labor resources - a socio-economic category that characterizes the potential labor reserves that society has at a given stage of its development.


The personnel of the enterprise, its structure and methods of determination Personnel is the full staff of employees of the organization (with the exception of management), performing various production and economic functions. The staff is the full staff of employees of the organization (with the exception of management), performing various production and economic functions. Part of the staff, which is officially listed in its states, is called personnel. Part of the staff, which is officially listed in its states, is called personnel. Personnel characteristics


The personnel of the enterprise, its structure and methods for determining quantitative: quantitative: payroll (number of employees hired by the enterprise according to documents) payroll (number of employees hired by the enterprise according to documents) attendance (estimated number of employees on the payroll who should appear on the given day for work to complete the production task) headcount (the estimated number of employees on the payroll who must come to work on this day to complete the production task) average headcount (the sum of the number of employees on the payroll for each calendar day of the month (including holidays and weekends) is divided by number calendar days month) average number of employees (the sum of the number of employees on the payroll for each calendar day of the month (including holidays and weekends) is divided by the number of calendar days of the month) structural (composition and quantitative ratio certain categories and groups of employees of the enterprise) structural (composition and quantitative ratio of certain categories and groups of employees of the enterprise) Personnel characteristics


The personnel of the enterprise, its structure and methods of determination Industrial - production personnel (directly involved in the production process, and also manages it) - personnel of the main activities. Industrial - production personnel (directly involved in the production process, as well as manages it) - personnel of the main activities. Non-industrial personnel (not directly related to the production of products: employees of the housing and communal services, cultural and community and medical institutions, etc., who are on the balance sheet of the enterprise) Non-industrial personnel (not directly related to the production of products: employees of the housing and communal services , cultural and community and medical and sanitary institutions, etc., which are on the balance sheet of the enterprise) Division of personnel by function


The personnel of the enterprise, its structure and methods of determination Structural scheme of the PPP (statistical structure of personnel) Personnel by the nature of labor functions Categories Workers Basic (employed in technological processes aimed at creating a “core” product for this organization) Auxiliary (working in auxiliary units of repair, tool, transport, warehouse) MOS (junior service personnel) - (janitors, couriers, drivers of personal cars of management and buses transporting employees) Employees Managers (administration) Specialists (economists, sociologists, psychologists, engineering and technical workers) Other employees (cashiers, clerks, commandants)


The personnel of the enterprise, its structure and methods of determination Profession is a special type of labor activity that requires certain theoretical knowledge and practical skills Specialty is a type of activity within the profession that has specific features and requires additional special knowledge and skills from employees. Qualification level The degree of mastery by employees of a particular profession or specialty, which is reflected in the qualification (tariff) categories and categories adapt to changing conditions) The nature of work ( analytical framework personnel)


The personnel of the enterprise, its structure and methods of determination Depending on the period: permanent permanent temporary temporary seasonal seasonal Separation in international practice of management employees (top, middle and lower managers), engineering and technical personnel and office workers ("white collars"); management employees (top, middle and lower managers), engineering and technical staff and office workers (“white collars”); workers engaged in physical labor ("blue collar"); workers engaged in physical labor ("blue collar"); social infrastructure workers ("gray collars"). social infrastructure workers ("gray collars"). Personnel classification




The personnel of the enterprise, its structure and methods of determination The useful (effective) working time of one worker is determined on the basis of: the calendar working time fund, which corresponds to the number of calendar days in a year; calendar fund of working time, which corresponds to the number of calendar days in a year; nominal working time fund, which is less than the calendar one by the number of days off and public holidays per year; nominal working time fund, which is less than the calendar one by the number of days off and holidays in a year; useful (effective) working time fund, which is less than the nominal one by the amount of planned absences from work (vacation, illness, etc.). useful (effective) working time fund, which is less than the nominal one by the amount of planned absences from work (vacation, illness, etc.). Method for determining the need for the labor intensity of work where Q is the volume (number) of units of production; Н Вр - the norm of time per unit of production (hour); F Ef - useful (effective) time of work of one worker per year (hour); K VN - the coefficient of compliance with the norms.


The personnel of the enterprise, its structure and methods of determination The personnel of the enterprise, its structure and methods of determination The procedure for determining the useful time fund of one employee including: holidays30 absenteeism 0.7 downtime 0.5 4. Number of actual working days 241.8 = .2 5. Average planned working day (nominal), h7.67 6. Losses due to shortening of the working day, h0.05 7. Average actual length of the working day (actual), h 7.62 = 7.67 - 0.05 8. Useful working time fund, h1842.5 = 7.62х241.8


The personnel of the enterprise, its structure and methods of determination Turnover by admission - represents the number of persons enrolled after graduating from educational institutions, according to an organized recruitment, in the order of transfer from other organizations, in the direction of employment authorities, at the invitation of herself and so on. Admission turnover - represents the number of persons enrolled after graduating from educational institutions, according to an organized recruitment, in the order of transfer from other organizations, in the direction of employment authorities, at the invitation of herself, and so on. Disposal turnover - characterized by the number of persons who left the organization for a given period, grouped by reasons for dismissal. Depending on these reasons, it is necessary and unnecessary (fluidity). Disposal turnover - characterized by the number of persons who left the organization for a given period, grouped by reasons for dismissal. Depending on these reasons, it is necessary and unnecessary (fluidity). Required retirement turnover - has objective reasons: the state of health of employees, family circumstances, legal requirements (for example, on military service), natural (age), and therefore inevitable. Required retirement turnover - has objective reasons: the state of health of employees, family circumstances, legal requirements (for example, on military service), natural (age), and therefore inevitable. The movement of personnel in the organization


N vyb - the number of employees who left for the period; N vyb - the number of employees who left for the period; H cn - the average number of employees for the period. H cn - the average number of employees for the period. Retirement rate K VC: Recruitment rate K PC: where N pr - the number of employees hired for the period. where N pr - the number of employees accepted for the period.


Personnel turnover coefficient K ObK: where N uv - the number of employees dismissed for the period for absenteeism, according to own will, for violations labor discipline. where N uv - the number of employees dismissed during the period for absenteeism, at their own request, for violations of labor discipline. Staff turnover rate K TK:


The personnel of the enterprise, its structure and methods of determination Personnel turnover is the ratio of the number of employees dismissed of their own free will and due to violations of labor discipline for a certain period of time to their average number for the same period, expressed as a percentage. Measures taken to reduce staff turnover: improve conditions labor and its payment; improving working conditions and wages; the fullest use of the abilities of employees; the fullest use of the abilities of employees; improving communications and training; improving communications and training; implementation of an effective policy of social (corporate) benefits; implementation of an effective policy of social (corporate) benefits; constant analysis and adjustment of personnel policy and wages; constant analysis and adjustment of personnel policy and wages; increasing the degree of attractiveness of labor, activities performed, etc. increasing the degree of attractiveness of labor, activities performed, etc. Personnel turnover


In agricultural production, the seasonality of labor is the main reason for the dissatisfaction of agricultural workers with the results of their work and leads to staff turnover. Seasonality leads to a shortage of a significant amount of gross output, uneven expenditure of labor and its payment during the year. Staff turnover


Labor productivity Labor productivity Labor productivity or the efficiency of labor costs in material production is determined by the quantity of products produced per unit of working time, or labor costs per unit of output Labor productivity indicators: production output; product development; labor intensity of manufacturing products labor intensity of manufacturing products Labor productivity


Production output per unit of working time (per employee) where Q is the volume of production for a certain period (month, quarter, year); T - the cost of working time for the production of these products; H sp - the average number of PPP in the same period. Labor intensity is the reciprocal of output. Distinguish labor input normalized, actual and planned Definition production and labor intensity


Labor productivity Types of labor productivity meters: natural (determination of the amount of work performed (output) per unit of time per employee); natural (determination of the amount of work performed (output) per unit of time per employee); cost (accounting for a variety of work or production various kinds products. It is expressed in the cost of work performed or products sold for a certain period of time per employee); cost (accounting for a variety of works or the production of various types of products. It is expressed in the cost of work performed or products sold for a certain period of time per employee); labor (expressed in normalized working hours and determined by the ratio of the volume of work performed in standard hours to the time actually worked) labor (expressed in normalized working hours and determined by the ratio of the volume of work performed in standard hours to the time actually worked) Assessment of labor productivity


Labor productivity Natural indicator of labor productivity where П Тр – labor productivity; Q - the volume of manufactured products, work performed (in physical terms); r - average number of employees for a certain period of time




Labor productivity Labor indicator of labor productivity where П Тр – labor productivity; Q - the volume of manufactured products, work performed (in physical terms); r - average number of employees for a certain period of time


Labor productivity change in the technical level of production; change in the technical level of production; improvement of management, organization of production and labor; improvement of management, organization of production and labor; change in the volume and structure of production; change in the volume and structure of production; other factors other factors Factors of change in labor productivity


Labor productivity Reducing the labor intensity of manufacturing products (technological, industrial and complete); Reducing the complexity of manufacturing products (technological, industrial and complete); Improving the use of working time (introduction scientific organization labor, strengthening labor discipline, reducing staff turnover); Improving the use of working time (introducing a scientific organization of labor, strengthening labor discipline, reducing staff turnover); Reserves for improving the structure, increasing the competence of personnel and better using the labor force (mechanization and more efficient use of the labor of auxiliary workers, relative release employees, reducing the share of administrative and management personnel, improving the psychological climate in work collective). Reserves for improving the structure, increasing the competence of personnel and better using the labor force (mechanization and more efficient use of the labor of auxiliary workers, the relative release of workers, reducing the proportion of administrative and managerial personnel, improving the psychological climate in the workforce). Intra-production reserves for growth labor productivity


INDICATORS OF THE EFFICIENCY OF THE USE OF LABOR RESOURCES IN THE AGRICULTURAL SECTOR OF THE ECONOMY: The coefficient of participation of labor resources in social production The coefficient of participation of labor resources in social production use of labor resources The coefficient of seasonality of the use of labor resources


The coefficient of participation of labor resources in social production Tf labor resources involved in production, people; Tf labor resources involved in production, people; Тн Availability of labor resources, pers. Тн Availability of labor resources, pers. Coefficient of use of working time during the year RF work time actually worked, R in the possible annual fund of working time, h.


Coefficient of use of the working time of the day Vf actually worked time of the day, h; Vf actually worked time of the day, h; At r the established working hours of the day, h. At r the established working hours of the day, h. W m the maximum or minimum employment of employees per month, h; W average monthly employment of employees, h. Seasonal coefficient of use of labor resources


State regulation labor relations at the enterprise Main forms and directions state regulation development of an appropriate legislative and regulatory framework and control over compliance with the law; development of an appropriate legislative and regulatory framework and control over compliance with the law; direct participation of the state in the management of labor relations in public sector; direct participation of the state in the management of labor relations in the public sector; withdrawal of part of the enterprise's income through the system of taxation and mandatory payments to the budget, its redistribution and impact on the formation of the labor market and the corresponding human resources


State regulation of labor relations at the enterprise Legislative and regulatory framework of labor law Russian Federation Federal Laws of the Russian Federation; Federal Laws of the Russian Federation; By-laws of executive authorities; By-laws of executive authorities; Local regulatory legal acts(collective and employment contracts) Local regulatory acts (collective and labor contracts)


State regulation of labor relations at the enterprise State regulation of labor relations at the enterprise Constitutionally fixed labor rights Freedom of labor; Freedom of labor; The right to work in conditions that meet safety and hygiene requirements; The right to work in conditions that meet safety and hygiene requirements; The right to remuneration for work in the amount of not less than minimum wage labor established federal law; The right to remuneration for work in the amount not lower than the minimum wage established by federal law; The right of employees to individual and collective labor disputes using the methods of their resolution established by federal law; The right of employees to individual and collective labor disputes using the methods of their resolution established by federal law; The right to rest. The right to rest.

people and work

8th grade


Population

144 million people

Younger than working age

able-bodied

Over working age

(over 55.60 years old)

27 million people

(16-55.60 years old)

25 million people

90 million people

Disabled

Able-bodied

3 million people

87 million people


  • Part of the country's population able to work on the farm

90 million people

Employed in private farming

Working pensioners

students

(14 - 16 years old)

69 million people

10 million people

8 million people

3 million people

Employed population

Unemployed

63 million people

6 million people


  • Persons employed in the economy and the unemployed

Unemployed - these are the people:

  • Unemployed
  • Job seekers
  • Ready to start work within a certain time

Causes of unemployment

  • SOCIO-ECONOMIC CRISIS:

reduction in production


6% - average for the Russian Federation


  • Central Russia, North of Western Siberia, Volga region, South of the Urals

  • Moscow - 0.8
  • Yaroslavl region - 1.7
  • Samara region - 1.7
  • Lipetsk region - 0.8
  • Moscow region - 3.3

  • Northwest, South of Western Siberia, Eastern Siberia

  • North Caucasus, South of Eastern Siberia, Kola Peninsula

  • Republic of Ingushetia - 23.9
  • Kabardino-Balkarian Republic - 9.1
  • Republic of Tyva - 9.0
  • Chechen Republic - 74.2

  • Emigration: USA, Greece, Cyprus, UK, Germany
  • Immigration: Ukraine, Turkey, China, Moldova, Vietnam, Bulgaria, Georgia

Gained work skills

education

Competitive

workforce capacity

Ability to learn new things

Communication skills, the ability to deal with people


  • Labor market
  • Labor market
  • Labor market- the sphere of formation of supply and demand for labor.
  • Through the labor market sale of labor for a certain period.
  • Feature of the labor market and its mechanism: the object of sale on it is the right to use work force , knowledge , qualifications and ability to work .

Labor market

Labor market - is the ratio of demand for labor and its supply

The price of labor is wage. On the labor market, one side (sellers) is represented by persons looking for suitable work, the other (buyers) - by employers - entrepreneurs or their representatives


Low pay

High pay

Employer:

Employer:

you can dial

more

manage

how can

Workers

number of employees

Employee:

Employee: I want to get a high paying job

no big

work

for low

Many workers

Few workers

seats, high

seats, low

demand for labor

demand for labor

Few willing

High labor supply

work, small

offer

work force

Unemployment

Shortage of workers


  • Knowledge
  • Skills
  • Making independent decisions
  • Knowledge of foreign language
  • Competitiveness
  • Mastering new types of profession
  • experience
  • Discipline
  • organization
  • Communicative culture

Unemployment

Unemployment- this is a socio-economic phenomenon, consisting in the fact that some part of the economically active population of the country for some time or permanently does not have work and earnings


Distribution of the number of unemployed by age groups

  • Geography of unemployment
  • Geography of unemployment

Economy of High Unemployment Areas where agriculture occupies a large share, the level of urbanization is below the Russian average, the rate of creation of new jobs is less than the rate of growth of the working-age population.

Low unemployment observed in areas of new development (for example, in the Far North of Russia). Since the majority of the population of these areas is mainly newcomers, they return to their homeland without finding work.

  • The geography of unemployment in Russia depends on:
  • demographic situation and, on the structure of the economy.
  • Areas with high natural population growth tend to have high unemployment rates.
  • The main reason is that every year large contingents of young people enter working age, while a much smaller number of people retire from it. The economy of these regions - a large share is occupied by agriculture, the level of urbanization is below the national average, the rate of creation of new jobs is less than the rate of growth of the able-bodied population.
  • Regions of high natural growth are at the same time regions with a less developed economic structure.

  • Natural population growth;
  • Fewer people retire than the number of young people entering working age;
  • population migration;
  • The rate of job creation;
  • New requirements for labor resources;
  • The largest decline in production;
  • level of urbanization;
  • Labor resources from outside;
  • Low pay
  • Decline in production

  • Requirements for a modern worker in the market conditions

Living conditions and requirements for workers are changing so rapidly that education once received can no longer ensure competitiveness in the labor market for the rest of your life. Therefore, a modern worker must also be able to acquire new knowledge and skills, that is, engage in self-education.

The best way to “learn to learn” is to try to master as many knowledge and skills as possible, to master new professions and activities. How more species activities a person has mastered, the more confident, “stable” he feels in the labor market.






Personnel or labor resources of an enterprise is a set of employees of various professional and qualification groups employed at an enterprise and included in its payroll. The payroll includes all employees hired for permanent, temporary and seasonal work related to both its main and non-main activities.


The labor resources (personnel) of an enterprise are the main resource of each enterprise, the quality and efficiency of the use of which determine the results of the enterprise's activities and its competitiveness. The personnel of the enterprise - the main composition of qualified employees of the enterprise, firm, organization; it is a collection individuals connected by a contract of employment with the enterprise as a legal entity.




1. Depending on participation in the production process, all personnel of the enterprise are divided into two categories: Industrial and production personnel make up the bulk of the workforce of the enterprise. This category includes workers directly related to production and its maintenance - these are workers in the main, auxiliary, auxiliary, side shops and service facilities. This includes design workers, technological organizations and laboratories, which are on the balance sheet of the enterprise.


Non-industrial personnel are personnel employed in non-production units. It mainly includes employees housing and communal economy, trade and Catering, children's, educational, cultural and medical institutions, which are on the balance sheet of the enterprise.


2. Depending on the functions performed, production personnel are divided into two main categories: workers and employees. 1. Workers - workers directly involved in the creation material assets and the provision of production, transport and other services (workers of the main and auxiliary production, students, security personnel, junior service personnel).


2. Employees - employees involved in the preparation and execution of documentation, accounting and control, housekeeping Employees - includes the following categories of employees: Managers - these include employees holding positions of heads of enterprises, their structural divisions and their deputies, directors, chiefs, managers, managers, chief specialists ( Chief Accountant, chief mechanic, etc.). Specialists - employees engaged in engineering, technical, economic work(engineers, raters, economists, accountants, legal advisers, etc.).


Ratio various categories workers in their total number characterizes the structure of personnel (personnel) of the enterprise, workshop, site. The structure of personnel can also be determined by such characteristics as age, gender, level of education, work experience, qualifications, degree of compliance with standards, etc.




Personnel composition the enterprise and its changes have certain quantitative, qualitative and structural characteristics, which can be measured with a lesser or greater degree of reliability and reflected by the following absolute and relative indicators: 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;


The rate of growth (increase) in the number of employees of the enterprise for a certain period; average category of workers of the enterprise; 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 for the admission and dismissal of employees; capital-labor ratio of workers and (or) workers at the enterprise and others.


There are attendance, payroll and average payroll compositions. The turnout number shows the number of employees who came to work on a certain date. Payroll - all permanent and temporary employees registered at the enterprise, both currently performing work and those who are in regular holidays, business trips, performing public duties, not showing up for work due to illness or any other reasons. The headcount is given as of a certain date according to the list, taking into account the employees hired and retired on this date.






In addition to the number of employees, the quantitative characteristic of the labor potential of the enterprise and its internal divisions can also be represented by the fund of time worked out by the employees of the enterprise, which can be determined by multiplying average headcount employees for the average duration of the working period in days or hours:






A profession is a type of labor activity that requires certain knowledge and practical skills to perform a certain type of work. Within the profession, specialties are distinguished - a type of activity that has specific features and requires additional knowledge and skills to perform work at a particular production site (for example, profession: locksmith, specialty: toolmaker, fitter, assembler, etc.; economists (profession) are subdivided marketers, financiers, etc.).


Workers of each profession and specialty differ in the level of qualification. Qualification is a set of knowledge and practical skills that allow you to perform work of a certain complexity, and is reflected in qualification (tariff) categories, categories. Tariff categories and categories are also indicators characterizing the level of complexity of work. According to the level of qualification, workers are divided into: unskilled, low-skilled, skilled, highly skilled.








Labor productivity in an organization is influenced by the following factors: 1. Organizational and economic: increasing the concentration of production, deepening specialization and strengthening cooperation in production processes, improving the organization of labor and production, improving labor rationing, eliminating downtime for organizational reasons, reducing the number of maintenance personnel.


2. Technical and economic factors: improvement of engineering and technology, increase in the level of mechanization and automation of production, elimination of downtime for technical reasons, improvement of the quality of work of repair shops. 3. Socio-economic factors: improvement of material and moral incentives for labor, observance of labor discipline, training and retraining of personnel, advanced training of workers, improvement of working conditions, life and rest of workers. 4. Natural factors: climatic conditions, soil fertility, production location, productive potential of farm animals and plants.




To quantify the output and the time required for its production, various indicators are used, which are divided into natural, cost, labor. Natural indicators reflect the production marketable products in pieces, meters or conditionally natural units per one average worker (worker), or for a certain period. In-kind indicators are used mainly in those enterprises where the range of products produced is insignificant.




Labor productivity indicators include the labor intensity of products, which reflects the cost of working time for the production of a unit of output. The labor intensity of products is understood as the sum of all labor costs for the production of a unit of output per this enterprise: Tr = T / Q




With the cost method of measuring labor productivity, the amount of work is taken in monetary terms. Example: a team of workers consisting of five people completed the amount of work in the amount of 120 million rubles per shift, the labor productivity of each (production) per shift will be: 120: 5 \u003d 24 (million rubles), respectively, per hour of work: 24: 8 = 3 (million rubles).


cost method measurement allows you to compare the productivity of workers of different professions, qualifications, for example, a confectioner and a baker, a turner and a driver. But the disadvantage of this method is the influence of the price factor of market conditions and inflation.


The natural method of measuring labor productivity is used in the case of production (output) homogeneous products. The volume of work is determined using natural meters, such as: tons, pieces, meters, liters, etc. Example. If 10 shop workers produced 800 parts in a week, then the output of each will be: 800 in a week: 10 = 80 (parts); per day 80: 5 = 16 (details).


The natural method is characterized by simplicity and clarity of calculations. However, the use of the method is limited: it cannot be used when calculating labor productivity in those areas where various products are produced or produced, such as tractors and cultivators.


A variation of the natural method is the conditionally natural method, when the amount of work is taken into account in conventional units of homogeneous products. So, wagons of different capacity are transferred to two-axle, tin cans different capacity in conditional banks. Recalculation into conventional meters is carried out using conversion units (coefficients).


Example: At a dairy plant, 15 workers produced 10 tons of sour cream, 5 tons of cream, 25 tons of milk and 2 tons of butter during a shift. To calculate the average labor productivity, conversion factors for dairy products are used: 1 ton of sour cream is equal to 8.5 tons of milk, 1 ton of cream is 5.7 tons of milk, 1 ton of animal butter is 23 tons of milk. Then the average productivity of 15 workers per shift will be: (10x8.5 + 5x5.7 + 25x1 + 2x23) / 15 = 12.3 (tons of dairy products).


The conditionally natural method is convenient for use, since the production (sale) of many different goods (services) can be brought into a comparable form with the help of conversion factors. For example, the cost of selling flour, bread and pasta can be expressed through conversion factors into the cost of selling one conventional kilogram of bakery products.


When measuring labor productivity by the labor method, the time standards for the production of a unit of output or the sale of a unit of goods are used: Fri = (Volume of production in units of work time) / (Actual work time), where Fri is labor productivity measured by the labor method.


Example: In a workshop, two workers per shift (8 hours) produced 20 parts A, for which the time norm is 30 minutes per unit, and 40 parts B, for which the time norm is 15 minutes. Then the labor productivity (output) of one worker of the workshop per minute will be: Fri \u003d (30 x x15) / 2 x8 x 60 \u003d 1.25 (details).


advantage labor method is the possibility of its application to all types of works and services. But for the wide use of the method, time standards are needed for each type of work, which are not always available. This method cannot be used to calculate the productivity of workers on time wages for whom time standards do not apply.


Labor productivity is influenced by the complexity of work. Labor intensity is an indicator that characterizes the cost of living labor, expressed in working time, for the production of products (services). Labor intensity is measured, as a rule, in standard hours (actual hours) of work spent on the production of a unit of work. The indicator is the inverse of labor productivity and is calculated by the formula T = Pv / Kp where T is labor intensity; Rv working hours; Kp the number of products produced.


Example: During the month, 10 units of product A were produced, the labor intensity of which is 20 hours, 20 units of product B, with a labor intensity of 30 hours, and 30 units of product C, with a labor intensity of 15 hours. The average labor intensity of products for the month will be: (10x x x15 ) / () = 20.8 (h per unit of production).




Example: If the labor intensity of producing a tractor is 10 times higher than the labor intensity of producing a cultivator, then you can compare the labor productivity of workers who made two tractors per shift with the labor productivity of workers who made 18 cultivators per shift. 1. Let's determine the labor productivity of workers who manufactured tractors using the labor intensity of the production of cultivators: 2 X 10 \u003d 20 (cultivators). 2. Let's compare the labor productivity of workers who made tractors and cultivators: 20: 18 X 100% = 111.1%.


So, using the conditional labor intensity of products (works), it is possible to estimate the labor productivity of workers employed different types activities. In the above example, the labor productivity of workers in the production of tractors is 11.1% higher than the labor productivity of workers engaged in the production of cultivators.


The use of the indicator of labor intensity allows you to perform more accurate and comparable calculations of labor productivity. Between indicators of labor productivity and labor intensity there is Feedback: the lower the labor intensity, the higher the labor productivity and, accordingly, the greater the volume of work performed.



slide 2

1. The economic nature of labor resources.

Labor resources are a form of expression of human resources, which are one of the types of resources of the economy along with material resources. The peculiarity of human resources lies in the fact that they are both resources for the development of the economy, and people, consumers. wealth and services. However, depending on the social, psychological qualities of people, gender, age, education, health, marital status, their material and moral needs are different. The concept of "labor resources" is a market category, has a wide informative content and makes it possible to use it as effective tool state regulation of the labor market. Labor resources - this is the part of the working-age population that has the physical and mental abilities and knowledge necessary to carry out useful activities.

slide 3

The entire population, depending on age, is divided into (before 01/01/2012): Persons younger than working age (children under 16 years old inclusive); Persons of working age (in Ukraine: women - from 16 to 54 years old, men - from 16 to 59 years old inclusive); Persons older than working age, upon reaching which an old-age pension is established (in Ukraine: women - from 55, men - from 60).

slide 4

The Ukrainian Rada has approved raising the retirement age for women to 60 The Ukrainian Parliament adopted a pension reform in general, which provides for a gradual increase in the retirement age for women from 55 to 60 years. The law came into force on January 1, 2012. In particular, the pension reform provides for a gradual increase in the retirement age for women from 55 to 60 years. Thus, over the next ten years, the retirement age for women will increase by six months every year. In addition, the retirement age for male civil servants is being raised from 60 to 62 years. The adoption of this reform is necessary to continue Ukraine's cooperation with the International Monetary Fund.

slide 5

Depending on the ability to work, able-bodied and disabled persons are distinguished. Disabled persons of working age are disabled people of the 1st and 2nd groups, and able-bodied persons of disabled age are teenagers and working old-age pensioners. The labor force includes: the population of working age, except for non-working disabled people of the 1st and 2nd groups and non-working persons who receive a pension on preferential terms (women who have given birth to five or more children and are raising them up to eight years old, as well as persons who retired early due to hard and harmful conditions labor); working persons of retirement age; employed persons under the age of 16. According to Ukrainian legislation, students of general education schools, vocational and secondary specialized educational institutions can be hired in their free time for part-time work if they reach the age of 15 with the consent of one of the parents or the person who replaces them, provided doing light work.

slide 6

The entire population is divided into economically active and economically inactive. The economically active population is the part of the population that offers its ability to work for the production of goods and the provision of a variety of services. Quantitatively, this group of the population consists of the employed and the unemployed, who currently do not have a job, but wish to get one. The economically active population includes persons aged 15-70 years. They perform work for wages for hire on a full or part-time basis, work individually (independently) or for individual employers, at their own (family) enterprise. The economically inactive population is that part of the population that is not part of the labor force. These include: pupils, students, cadets who study at a day hospital in educational institutions; persons who receive a retirement pension or on preferential terms; persons who receive a disability pension; persons engaged in housekeeping, looking after children, sick relatives; persons who cannot find work have stopped looking for it, having exhausted all possibilities, but they are able and willing to work; other persons who do not need to work regardless of the source of income.

Slide 7

2. Phases of reproduction and the system of balances of labor resources.

The use of labor resources in the labor process provides for their reproduction, which is interconnected with the reproduction public product. The process of reproduction of labor resources is divided into separate phases, namely: the phase of formation, the phase of distribution and redistribution, the phase of use. The formation phase is characterized by: - ​​natural reproduction, that is, the birth of people, and their achievement of working age; - the restoration of the ability to work in existing workers. For this they necessary products food, clothing, housing, as well as the entire infrastructure of modern human existence (transport, communications, etc.); - obtaining by people of education, specialty and certain labor qualifications. The phase of distribution and redistribution of labor resources is characterized by their distribution by type of work, type of activity, as well as by organizations, enterprises, districts, regions of the country. The distribution of labor resources is also carried out in accordance with gender, age, level of education and health. The use phase is the use of the economically active population in enterprises, organizations and the economy as a whole. In this phase, the main problem is to ensure employment of the population and to efficient use workers. The demographic factors in the formation of the labor resources of the region are the intensity of population reproduction, which depends on the birth rate, since the higher this level, the faster the labor resources grow, as well as on migration processes, that is, depending on the ratio of the number of entering and leaving, labor increases or decreases. resources. The influence of demographic factors on the use of labor resources is manifested, first of all, through the age structure of the population, which varies in different regions and, in this regard, there is a different distribution of people of working age into working and non-working parts.

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The formation and use of labor resources in the regions are influenced by such important socio-economic factors as the peculiarities of the structure of production, as well as the economic situation (growth, stabilization or decline in production). These factors determine the number of employed, adolescents and pensioners, the number of unemployed, the distribution of workers by industry, profession, and professional training of the workforce. All phases are organically interconnected. There are extensive and intensive types of labor force reproduction. Extensive reproduction means an increase in the number of labor resources in certain regions and in the country as a whole without changing their qualitative characteristics. Intensive reproduction of labor resources is associated with a change in their quality. This is the growth of the educational level of workers, their qualifications, physical and mental abilities, etc. Extensive and intensive types of reproduction of labor resources mutually complement each other.

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The main source of replenishment of labor resources is young people who enter the working age. The number of this category depends on the mode of its reproduction (extended reproduction - the excess of the number of births over the number of deaths per 1000 people of the population; simple reproduction - the absence of population growth, that is, the number of births is equal to the number of deaths per 1000 people of the population; narrowed reproduction - not only there is no natural increase, but its absolute decrease occurs - depopulation), which is associated with a decrease in the level of marriage and birth rate in the country, as well as the magnitude of infant mortality. The current demographic situation is characterized by a tendency to reduce the population of Ukraine, its economically active part.

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The population of Ukraine in November decreased by 10.74 thousand people The population of Ukraine as of December 1, 2011 amounted to 45 million 644 thousand 419 people. Based on these data, it should be noted that in November 2011 the country's population decreased by 10 thousand 744 people.

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The population of Ukraine as of November 1, 2011 amounted to 45 million 655 thousand 163 people. As a result of October, the population of Ukraine decreased by 10 thousand 118 people. As of December 1, 2011, among the regions, the largest population is in Donetsk (4 million 405 thousand 768) and Dnepropetrovsk (3 million 321 thousand 366) regions. The smallest - in the city of Sevastopol (381 thousand 107) and the Chernivtsi region (905 thousand 225). According to statistics, as of December 1, 31 million 384 thousand 743 people of the urban population and 14 million 259 thousand 676 people of the rural population lived in Ukraine. It should be noted that as of January 1, 2011, the population of Ukraine amounted to 45 million 778.5 thousand people. Thus, the overall decline in the population in January-November 2011 reached 134 thousand 115 people, which was 0.1% compared to the corresponding period in 2010. According to the expectations of the State Statistics Service, the population of Ukraine in 2011 will be 45 million 630, 2 thousand people. Compared to 2010, the population will decrease by 0.3%. The urban population will be 31 million 373.9 thousand people, the rural population - 14 million 256.3 thousand people. The average population in 2011 will be 45 million 704.4 thousand people.

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According to the UN forecast, while maintaining the dynamics of population decline until 2030, the number of Ukrainians will decrease to 39 million. As noted in the UN demographic report, Ukraine has the world's lowest natural population growth. The Government of Ukraine plans to conduct a population census in 2012. According to the UN rules, a population census is carried out every 10 years. The first all-Ukrainian census was conducted in 2001, so the next one was planned for 2011. However, due to lack of funds, it was postponed, at first for an indefinite period, and only recently the government approved a new date for the 2012 census on October 31, according to a UN report , the 7 billionth inhabitant of the planet was born on Earth. Only 12 years have passed since reaching the milestone of 6 billion people (the bar of 6 billion was reached in 1999). Every year, the population of our planet increases by 80 million people, which roughly corresponds to the population of Germany. According to the UN report, the poorest countries in Africa and Asia account for the bulk of the growth, with such dynamics in the near future they will inevitably face the problem of lack of water, food and jobs for their citizens. According to a UN report, Europe's population will peak at 740 million by 2025 and then begin to decline.

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The formation of market relations is characterized by a natural shift of employment from the manufacturing sector to the service sector. Of great importance for the rational formation and distribution of labor resources is the development of a system of their balances. The system of balances of labor resources includes: a consolidated balance of jobs and labor resources (reporting and planned); balance of calculation of additional need for workers, professionals, specialists and technical employees and sources of their provision; balance calculation of the need for the training of skilled workers; balance calculation of attracting young people to study and its distribution upon completion of studies; balance calculations of the need for professionals, specialists; intersectoral balance of labor costs; work time balance. The system of balances and balance calculations is being developed for individual regions and for the state as a whole. At the same time, it is necessary to take into account: the conjuncture of the labor market, the dynamics and structure of jobs in the planning period; change in the demographic structure of the population, direction and scale of migration processes; the dynamics of the number and structure of employment of the population of working age; efficiency of use of labor resources; sources and scales of the formation of the professional qualification structure of employees; the rate of increase in labor productivity and the like.

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The balance of labor resources is a system of interrelated indicators that characterize the formation and distribution of labor resources. It consists of two parts: resource (labor resources) and distribution (distribution of labor resources). AT modern conditions formation of market relations, there is a discrepancy between the availability of resources and the need for them. The efficiency of using labor resources as an economic resource largely depends on the composition of labor resources by gender, age, education, professionalism, health status, etc. Labor resources, which are considered taking into account these parameters, represent labor potential. Labor potential is a set of quantitative and qualitative characteristics, abilities and capabilities of the able-bodied population, which are realized within and under the influence of existing system relations. The natural basis of these characteristics of the labor potential is the population, which is assessed depending on the demographic reproduction, life potential and health of different categories and age groups, migratory movements.

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The labor potential of an employee is his possible labor capacity, his resource opportunities in the labor sphere. During practical activities potential opportunities are not always fully exploited. At the enterprise, labor potential is the total working capacity of its team, resource opportunities in the field of work of all employees of the enterprise, based on their age, physical capabilities, knowledge and professional qualifications. Thus, labor potential expresses, on the one hand, the possibility of participation of an employee or all members of the enterprise team in socially useful activities as a specific production resource, and on the other hand, a characteristic of the qualities of workers that reflect the level of development of their abilities, suitability and readiness to perform work of a certain type and quality, attitude to work, opportunities and readiness to work with full dedication of strength and ability.

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The following parameters of the labor potential of the enterprise team are distinguished: 1) parameters of the production components of the labor potential: the number of personnel; the amount of working time that can be worked out at a normal level of labor intensity; professional qualification structure; raising and updating the professional level; creative activity. 2) parameters that characterize the socio-demographic components of the labor potential: gender and age structure; the level of education; family structure; state of health, etc. . Qualitative characteristics include evaluation of: - the physical and psychological potential of employees (the ability and inclination of the employee to work, health status, physical development, etc.); - the volume of general and special knowledge, labor skills and abilities that determine the ability to work of a certain quality (educational, qualification levels, etc.); - qualities of team members as subjects economic activity(responsibility, participation in the economic activity of the enterprise, etc.).

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rate some quality characteristics can be done using quantitative indicators. For example, to assess the state of health, indicators of the frequency and severity of diseases per 100 employees are used, to assess the level of qualification - an indicator of the average category of workers, the level of professional training - an indicator of the proportion of people who have graduated from vocational schools, the number of months of professional training. The labor potential of an enterprise is a variable value. Its quantitative and qualitative characteristics change under the influence of both objective factors and managerial decisions.

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3. The social essence of employment. Unemployment problems.

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    The use of labor resources is characterized by the indicator of employment. Employment of the population is the activity of a part of the population aimed at creating a social product (national income). This is precisely its economic essence. Employment of the population is the most generalized characteristic of the economy. It reflects the achieved level of economic development, the contribution of human labor to the achievement of production. Employment combines production and consumption, and its structure determines the nature of their relationship. social entity employment reflects a person's need for self-expression, as well as for the satisfaction of material and spiritual needs through the income that a person receives for his work. The demographic essence of employment reflects the interdependence of employment with the sex and age characteristics of the population, its structure, and the like. principles of employment in market conditions are: the right of citizens to dispose of their ability to productive and creative work. the responsibility of the state for creating conditions for the realization of the right of citizens to work, promoting the disclosure of the interests and needs of a person by providing freedom and voluntariness in choosing a sphere of socially useful activity.

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    In accordance with the International Classifier of Employment Status, six groups of the employed population are distinguished: employees; employers; persons who work at their own expense; members of production cooperatives; family members who help with work; workers who are not classified by status. According to the Law of Ukraine "On Employment of the Population", the employed population includes citizens of our country who legally reside on its territory, namely: 1. employed on a full or part-time basis (week) at enterprises, institutions, organizations regardless of the form of ownership, in international and foreign organizations in Ukraine and abroad; 2. citizens who independently provide themselves with work, including entrepreneurs, self-employed labor activity, creative activities, members of cooperatives, farmers and members of their families who are involved in production; 3. elected, appointed or approved to a paid position in public authorities, administration or public associations; 4. citizens who serve in the Armed Forces, border, internal, railway troops, national security and internal affairs agencies; 5. persons who pass vocational training, retraining and advanced training with a break from work; students in daytime general education schools, secondary specialized and higher educational institutions; 6. engaged in raising children, looking after the sick, the disabled and elderly citizens; 7. working citizens of other states who are temporarily in Ukraine and perform functions not related to the activities of embassies and missions.

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    The unemployed population is able-bodied citizens of working age who do not have a permanent or temporary work, are not looking for jobs unregistered in public service employment and have income outside of work. The temporarily unemployed population is able-bodied citizens of working age who do not have a suitable job, registered with the state employment service as those who are looking for work. It is legally established that a job is considered suitable if it meets the education, profession (specialty), qualifications of the employee and is provided in the same area where he lives. Wage must correspond to the level that a person had at a previous job, taking into account its average level, which has developed in the industry of the corresponding region over the past three months. important problem economics, the key task of the socio-economic policy of the state is to achieve full and effective employment. In modern economic theory In practice, full employment is understood as such a state of the economy in which everyone who wants to work has a job with pay at the level of real wages that exists at a given time.

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    Full employment can be achieved at any level of involvement in paid work, if the number of jobs meets the needs of the population. However, not every workplace can satisfy the need for it. This is evidenced by the presence of vacant (unoccupied) jobs along with the presence of the unemployed. Therefore, we should talk about economically viable jobs, that is, productive jobs that enable a person to realize his personal interest, to achieve high level productivity and have a decent salary, which guarantees the normal reproduction of the worker and his family. Therefore, full employment means matching the demand for economically viable jobs with the supply of labor. This balance makes it possible to high results on the scale of the entire economy, since they are based on scientific and technological achievements, high labor productivity.

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    Realization of the interests of society as a whole and each person in particular will be facilitated by: Continuous improvement of jobs, Creation of new jobs that meet modern requirements, Removal of production process old, not corresponding to the economic feasibility of jobs. In this interpretation, full employment can be called productive. Consequently, the further development of the economy should come from the interests of both the economy itself and the person (humanization of the economy). In a socially oriented economy, full employment can be effective if it provides a decent income, health, and an increase in the educational and professional level of each member of society based on the growth of social labor productivity.

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    A quantitative assessment of effective employment can be characterized using a system of indicators: 1. The level of employment of the population in professional work. The coefficient of employment of the population by professional labor is determined by dividing those employed in professional labor by the total population. This indicator reflects the dependence of employment on demographic factors (birth rate, death rate and population growth). This coefficient is one of the characteristics of the well-being of society. 2. The level of employment of the able-bodied population in the public economy. This indicator is related to the dynamics of the working-age population, depending on changes in demographic and socio-economic factors. It is calculated similarly to the first indicator, that is, as the ratio of the population employed in professional labor to the size of the entire working-age population (labor resources).

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    3. The level of distribution of the labor resources of the society in the spheres of socially useful activity. Employment rates in studies, in the household and in other types of socially useful activities are determined similarly to the previous ones in order to establish the necessary proportions in the distribution of labor resources. 4. The level of the rational structure of the distribution of workers across industries and sectors of the economy. This indicator characterizes rational employment and has independent significance. Rational employment is the proportion of the distribution of labor potential by type of occupation, industry, sector of the economy. 5. The level of professional and qualification structure of employees. This indicator characterizes the correspondence of the professional and qualification structure of the working population to the structure of jobs.

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    Distinguish between primary and secondary employment. Primary employment characterizes employment at the main place of work. If, in addition to the main job or study, there is still additional employment, it is called secondary employment. Types of employment characterize the distribution of the active part of labor resources by areas of labor use, professions, specialties. When determining the types of employment, the following are taken into account: the nature of the activity; social belonging; industry affiliation; territorial affiliation; level of urbanization; professional qualification level; gender; age level; type of property. Employment by the nature of activity is: - work in organizations of different forms of ownership and management; - work abroad and at joint ventures; - Military service; - study in daytime educational institutions; - housekeeping; - individual labor activity; - raising children in the family; - looking after the sick, the disabled and the elderly; - other types of activity established by the legislation.

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    Employment by social class: workers; professionals, specialists, technical employees; leaders; farmers; entrepreneurs. Employment by industry: in the sphere of material production; in the non-manufacturing sector; in selected large industries(industry, agriculture, construction, transport and communications, etc.). Employment by territorial affiliation: in certain regions; in economic regions. Employment by level of urbanization: in urban areas; in the countryside. Employment by type of ownership: state; private; collective; mixed. Employment for personal use of working time: full; incomplete; obvious incomplete; hidden incomplete; partial.

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    Full employment is an activity during a full working day (week, season, year), which provides income in the normal size for a given region. Underemployment characterizes the employment of a particular person or for part-time work or with incomplete pay or insufficient efficiency. Underemployment can be overt or covert. Explicit underemployment is predetermined by social reasons, in particular, the need to get an education, a profession, improve qualifications, and the like. Hidden underemployment reflects the imbalance between the labor force and other factors of production. It is associated, in particular, with a decrease in production volumes, the reconstruction of an enterprise and is manifested in low incomes of the population, incomplete use of professional competence or low labor productivity.

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    Part-time work is voluntary part-time work. In addition to these types of employment, there are also so-called non-traditional, which include: seasonal, temporary employment, part-time employment. Today in Ukraine, these types of employment cover a large part of the population. Part-time employment is part-time work due to the inability to provide the employee with work for the full working time or at the request of the employee in accordance with his social needs, as well as in connection with the modernization or reconstruction of production. Temporary employment is work on temporary contracts. Temporary employees are employees who are hired under contracts for a fixed period.

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    Seasonal employment is employment that is associated with the specifics of production. Work is provided for a certain period on a full-time basis and is formalized by an appropriate contract. Under the conditions of the transitional economy in Ukraine, an unregulated form of employment is quite common, which functions both as a primary and as a secondary employment of citizens. Unregulated employment is the activity of the able-bodied population of working age, which is excluded from the sphere of social and labor norms and relations and is not taken into account by state statistics. The expansion of unregulated employment is accompanied by a further depreciation of the labor force, a decrease in motivation to work, primarily in the public sector, and rising inflation and prices. Income from such activities is not taxed, so the state incurs certain losses.

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    3. The social essence of employment. Unemployment issues

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