"HR officer. Labor law for a personnel officer", 2012, N 6
INCREASING LABOR PRODUCTIVITY: ACTIONS BY THE STATE AND THE EMPLOYER
The article deals with the issues of creating conditions for the optimal implementation of all socio-economic factors for increasing labor efficiency, and above all - productivity, standardization and organization of labor in combination with decent salary.
Factors for improving labor efficiency
The country is today at the stage of innovative development of the economy, where the core is a person - a producer and consumer of material goods. It is not the entire population that develops the economy and creates competitive products and services, but only its economically active part of the population. Not only its own well-being, but also the well-being of the disabled part of the population depends on how effectively this part of the population works.
In the light of attitudes of this kind, productive and efficient labor should become a decisive condition for the effectiveness of the economic transformations being carried out.
This requires a general reorientation of labor motivation towards the market nature of labor relations. The solution to this problem is possible through the optimal implementation of all socio-economic factors for increasing labor efficiency, and above all - productivity, standardization and organization of labor, combined with decent wages. status function wages lies in the fact that the employee perceives it as a social assessment of the significance of his work. This assessment is most important for those employees who see in their labor activity the main sphere for the realization of their personal potentialities and, accordingly, the sphere of self-affirmation. As a rule, these are the most active, productive and creative workers. Productivity, organization and labor rationing in the recent past were classified as priority areas in the country's economy. Unfortunately, today these factors are ignored, which create conditions not only for economic development and prevent an increase in unemployment, but also help to solve major social problems.
The assumption that the orientation economic interests producers for profit, as well as the calculation of the market automatism of the action of cost regulators, will ensure a reduction in production costs. As practice has shown, the interests of producers are still focused on making a profit not by reducing production costs and increasing production volumes, but by raising prices for it, which has already led to inflationary processes and may still lead.
The policy of efficient and productive labor as the basis for the material well-being of all citizens must be combined with social protection for those who, for objective reasons, do not have the ability to self-sufficiency. In this regard, the state should take active measures aimed at increasing the efficiency of labor, the competitiveness of domestic products, the development of the personality of the worker and the solution of pressing social problems.
Ways to increase labor productivity
Among such measures in the field of labor productivity, in our opinion, the following should be included.
1. Modification of corporate income tax, because the current taxation procedure does not carry any anti-inflationary or stimulating burden, but performs fiscal functions. Changes in taxation relate to the size of the tax rate, the procedure for its collection, leaving the principle itself unshakable.
It seems that in order to give taxation a stimulating function, it is necessary to differentiate tax rates in relation to two components of profit, namely: to apply relatively low rates to the amount of profit received in the production sector as a result of reducing production costs, increasing efficiency and labor productivity, and increased progressive rates tax to that part of the profit of the enterprise, which is formed due to the growth in prices for the final products of the commodity producer in the event that this growth is of an arbitrary nature and stimulates the development of inflationary processes. In modern methodology, there are developments that make it possible to implement this principle at the methodological level.
2. The state should actively encourage major innovations. And for this, it is necessary to provide for large volumes of investments. A gradual increase in investment activity and, on this basis, the development of innovative processes will lead to a slowdown in the released labor force, and hence a reduction in unemployment.
At the level of a single enterprise, in the formation of a real competitive environment among commodity producers, it is necessary to identify the need for the application of new methods of labor productivity management. Numerous in-house programs could play a role in resolving this issue, for example, "Integrated Cost Reduction System", "Planning for Improved Performance", "Planning for Efficiency Growth", etc. Despite the variety of names, all of them are ultimately aimed at increasing labor productivity .
The indifference of Russian producers to this problem is explained by the existence of ways to achieve economic and financial well-being methods not related to increasing intra-production efficiency. However, this only means "deferred demand", which will come into force on the condition that market relations form a system of economic interests, in which the viability of the enterprise will be determined by the efficiency of its production.
At the state level, it is required to define indicators for measuring labor productivity in order to ensure the possibility of monitoring the results of labor in social production. The diversity and complexity of the problem of increasing labor productivity require a comprehensive and coordinated approach on the part of the state to its solution.
The most effective mechanism for government action in resolving issues of promoting labor productivity could be a federal targeted program to promote labor productivity. Based federal program in the future, programs and specific measures can be developed in industries, regions, firms and enterprises.
The purpose of such a program is to activate the human factor, put it at the center of the reproduction process and create the necessary conditions for the development of the real sector of the economy and the growth of the welfare of the population.
Scientific organization of labor and quality of working life
One of the main factors in the growth of labor productivity is the organization of labor, the attitude towards which is always determined by the development of the economy at one stage or another.
It is known that in the Soviet economy of the 1920s. the organization of labor was aimed, first of all, at training workers in rational methods and methods of labor (mainly manual). Then other approaches to the organization of labor appeared, in which the priority was either to use the labor potential of workers on the basis of identifying a leader and disseminating his experience (the Stakhanov movement), or to reduce labor costs by selecting the best working methods (Kovalev's method). In the 1960s work on the organization of labor was carried out within the framework of the NOT, it was during this period that many methodological and normative materials on the scientific organization of labor.
However, the system of scientific organization of labor, which for more than 40 years was part of economic activity state and enterprises, had significant shortcomings.
1. The very term "scientific organization of labor" was in no way compatible with real practical work in this area. For in practice, there was actually no scientific character in the organization of labor, although it was originally laid down in the definition that the scientific organization of labor is based on the achievements of science and best practices. In practice, the second part of the definition mainly prevailed, therefore, the meaning of the work being carried out was partially distorted.
2. Compulsory nature of the implementation of NOT measures for enterprises without taking into account the production characteristics of enterprises, which gave this work a formal character.
The main drawback of the NOT system was that, in accordance with it, attention was focused on a person mainly as an employee, but not as an individual, without taking into account his individual characteristics and needs.
Then, as you know, a certain step was taken to eliminate, as it seemed, such a situation by passing to collective forms of organization and payment of labor. But this was not enough to improve the organization of labor. It was necessary to combine the interests of man, his all-round development with the requirement of continuous improvement of production.
How can such a combination be achieved and is it possible to solve this problem based on the traditional approach to the organization of labor within the framework of the main directions of NOT? On the one hand, it would be an unforgivable mistake to abandon everything positive that has already been achieved in this area. On the other hand, in industrial developed countries there is no such concept as "scientific organization of labor" (after all, the scientific nature of the organization of labor should be ensured not by its proclamation, but by real content), but there is the concept of "quality of working life." It includes: the relationship of people, the humanization of labor, the enrichment of the content of labor, industrial democracy. True, organizational and technical aspects are not mentioned here with the degree of specificity that is inherent in the scientific organization of labor in our country. In this regard, the only sensible solution suggests itself: to unite HOT with the quality of working life and make them the basis of a new ideology of labor organization.
What is the main thing in this ideology?
The first is giving priority to everything that is connected with a person and his activity, in particular the content and working conditions; observance of democracy (admission to participation in production management).
The second is an orientation towards economic and social criteria for choosing the means of labor and production, their renewal, and the use of high-performance environmentally friendly technology.
The third is to ensure optimal interaction between people in the process of joint labor and the use of means of production and other resources.
If in Soviet times science created a solid theoretical and methodological basis for the introduction of NOT, now the volume of research in the field of labor organization has significantly decreased, and their renewal at the state level is necessary, especially now. At the first stage of such research, it is necessary to develop a concept for the development of labor organization, in which it is necessary to determine the essence, content of labor organization, as well as the role of the state in resolving these issues, including in the legislative plan.
Since the primary and main link in production in market economy Since, as before, a working person is considered, then the results of the work of the entire enterprise depend on the efficiency of the functioning of everyone at his workplace. We have previously been engaged in the organization of labor at each workplace. But on present stage this issue should be considered not only technocratically (although this is also very important), the main thing is not to forget the social aspects, that is, take into account the mode of work, working conditions and labor protection, creating an aesthetic appeal of the workplace, etc.
In general, a marketing approach should be applied to the organization of labor. This means - to provide a systematic principle in the management of the organization of labor. After all, not only the products and services themselves are sold, but also the effect of their use. Not brought to the fore specifications products, and the benefits that consumers receive - increasing productivity, increasing the quality of products, improving working conditions, reducing the consumption of raw materials, energy materials, etc. This makes manufacturers think not so much in technological categories, but in categories of the market, demand, orienting release of products to meet the requirements of consumers.
Features of the development of labor rationing
Based on a new approach to the organization of labor, one of its most important components should be considered labor rationing. The regulation of labor in a market economy is an element of economic, technical and social development enterprises of any legal form and any form of ownership.
The peculiarities of the development of labor rationing in a market economy naturally leave a significant imprint on the solution of these issues at the state level.
Despite the legislatively established decentralization of labor rationing, the transfer of functions in this area to the enterprise, the state cannot completely relieve itself of responsibility for the state and solution of labor rationing issues. One of the main functions of the state in the field of regulation is to improve legislative regulation these questions.
Unfortunately, there are still unresolved issues that relate to the functions of the state at the state level. So far, economic, technical and psychophysiological requirements for the norms have not been legally fixed. This is very important, because under market conditions, as already mentioned, the possibility of intensifying exploitation (and this is already happening) is not ruled out by employers overestimating production targets. Legislative consolidation of the requirements for compliance with established production standards makes it possible to ensure the social protection of workers from excessive intensification of labor. Based on this legislative norm, the state, together with the trade union, should guard the interests of the worker, avoiding overloads that are harmful to health. Unfortunately, these requirements are absent in the current Labor Code of the Russian Federation.
The current Labor Code of the Russian Federation contains very important requirements related to the provision of normal conditions for employees to meet production standards. These conditions include, in particular:
Good condition of premises, structures, machines, technological equipment and equipment;
Timely provision of technical and other documentation necessary for work;
Proper quality of materials, tools, other means and items necessary for the performance of work, their timely provision to the employee;
Working conditions that meet the requirements of labor protection and production safety.
But, unfortunately, in the current Labor Code of the Russian Federation there is no main duty employer to employees, namely, the obligation of the employer to familiarize employees with the standards by which he will work, and with the working conditions at the workplace where the newly hired employee will work.
It is important to note that the solution of all the issues raised should not be based only on the law, but equally they should be resolved at the level of the social partnership system, since it covers all subjects of labor relations.
1 -1
Each enterprise is trying to make the work of personnel more successful, develop high abilities and improve motivation to fulfill the tasks set for this organization. Consequently, this should lead to an increase in productivity and to an increase in
value of the human resources of the organization.
The first step that needs to be taken in order to make the work of an employee more productive is professional orientation and social adaptation in the team. When a new employee arrives, he brings with him experience and views that may or may not fit into the core of the enterprise team. If the head of the enterprise does not participate in the adaptation of the team, then the latter may be disappointed because of the unfulfillment of their hopes, may consider that the behavior should be guided by the experience gained in the previous job, or come to other wrong conclusions about their work.
The next step after the adaptation of the employee in the team is to determine the degree of labor efficiency. This is the purpose of performance evaluation, which is seen as a continuation of the control function. The control process involves the establishment of standards and the measurement of results in order to identify deviations from the established norms and, if necessary, take corrective measures. In the same way, performance appraisal requires the management of the enterprise to collect information on how effectively each employee performs his duties. Then he must communicate this information to his subordinates so that they can correct the shortcomings of their work, if any. Performance appraisal also helps the manager identify outstanding employees and move them to more attractive positions.
Performance appraisal has several purposes, such as:
1. Administrative
2. Information
3. Motivational
Each enterprise must perform such an assessment of the work of its personnel in order to make decisions on dismissal, promotion, promotion and the collection of a fine of an employee. Moving up the career ladder of an employee helps the company fill empty vacancies with employees who have already proven themselves in business. Unfortunately, there are cases when an employee performed well in a previous position, but does not have the potential to effective work in a new position.
The informational, administrative and motivational functions of performance appraisal are interconnected, information leading to an administrative decision on promotion should positively motivate a person to do a good job.
Development labor resources enterprises (firms) - represents the personnel policy and strategy of the enterprise in the field of personnel development and its optimal use, taking into account both work with the already formed staff and the implementation of forecasts to meet the demand for labor. These activities are primarily aimed at the qualitative development of the potential of employees, increasing labor productivity.
Growth factors and reserves for increasing labor productivity:
Factors that increase labor productivity growth can be divided into three groups:
1. Logistics. This group is associated with the use of new technology, the use of new technologies, materials and types of raw materials.
2. Socio-psychological. This group of factors implies the socio-demographic composition of the team, its level of training, the moral and psychological climate in the team, labor discipline, etc. Social and natural conditions of labor.
3. Organizational and economic. This group of factors is determined by the level of organization of management, production and labor.
Thus, the above factors have an impact on the increase or decrease in labor productivity. Determining the impact of each of them is a prerequisite for planning activities and ways to increase the production of the enterprise.
Chapter 2
Increasing efficiency in the enterprise.
2.1 Development of a personnel motivation system, organization of feedback and teamwork
Many leaders understand that there is a need to encourage people to work for the organization. However, at the same time, they believe that simply material rewards are enough for this. The true motives that make one give maximum effort to work are difficult to determine, they are extremely complex. But, having mastered modern methods of stimulating labor, the manager will be able to significantly expand his capabilities in attracting an educated, well-to-do employee to perform the tasks facing the organization. .
An example of calculating something (or assessing or analyzing) labor resources
Labor productivity is measured by the amount of product created by an employee per unit of time (year, month, shift, hour).
Labor productivity- this is an indicator of the efficiency of the work of employees of the enterprise, the productivity of their production activities.
Types of performance:
In order to qualitatively manage the effectiveness of employees, it is necessary to be able to correctly evaluate and measure it on an enterprise-wide scale. Allocate 7 various criteria the effectiveness of the production organization system:
The increase in labor productivity at the enterprise is achieved by the following methods:
Replacing labor with capital. The implementation of this method is carried out by technical re-equipment of production, the introduction of new efficient equipment and technologies.
labor intensification. This method is implemented through the application of a number of administrative measures in the enterprise, which are aimed at accelerating the performance of employees of the enterprise of their work.
Improving the efficiency of labor organization. This method involves identifying and eliminating all factors that lead to production losses, determining the most rational ways to increase work efficiency, as well as developing optimal methods for organizing production processes at the enterprise.
You can find the practical experience of Russian and world enterprises in improving labor productivity in Almanac "Production Management"
In enterprises, the increase in labor productivity is defined as:
The formula for calculating output and labor intensity
where B - output;
O is the volume of the product in certain units;
T - labor costs for the production of a unit of product;
Tp - the complexity of the production of the product.
The factors influencing the growth of labor productivity can be grouped into 3 groups:
All of the above factors have an impact on the increase or vice versa decrease in labor productivity. Determining the impact of each of them is a prerequisite for planning activities and ways to increase the production of the enterprise.
Reserves for increasing labor productivity are untapped labor cost savings opportunities.
At a particular enterprise, work aimed at increasing labor productivity can be carried out through:
In any production and in every organization there are those who work and, in fact, the fruit of their work is the final product. It can be a product, product, service or scientific discovery.
In order for the enterprise to be successful and not work at a loss, it is important for management not to forget that the increase in labor productivity should occur regularly. It is important to be able to control the success of each employee and the team as a whole, improve conditions and find means to help achieve the planned goal. Without this, any company will quickly go bankrupt, as it will not be able to ensure its existence or make a profit.
Before looking for ways to increase labor productivity, it is important to understand what constitutes this indicator. As a rule, the following data are subject to evaluation:
Output is the ratio of the amount of final product, goods or services to the time spent by the worker on its production.
Labor intensity is a concept that comes from the opposite. How much effort and resources an employee takes to qualitatively fulfill his work norm - this is what determines this indicator.
The increase in labor productivity at the enterprise is measured using three methods: natural, cost and labor.
So that employees do not perform unnecessary actions, do not spend an amount of time disproportionate to the results, management should pay attention to the main components of this process.
Constant control is the most important condition for a successful business. Therefore, a good leader will regularly monitor the success of his employees, based on the following criteria:
Ways to increase labor productivity may be different, but they lead to the same goal - to the prosperity of the organization and bringing it to a leading position.
One of the main actions of the company is to reduce labor intensity. It usually occurs due to the automation of technological processes, modernization of equipment and work algorithms.
Working time is a great value. An important phenomenon is the reasonable use of every hour that an employee spends at the enterprise, and the improvement of the management system.
An important means of growth production indicators there will be staff development, competent distribution jobs between managers and ordinary workers.
Ways to increase labor productivity at the enterprise must be started to be used, making sure of their effectiveness and reliability. However, there are sure means to help get everyone working:
There is no general, universal recipe for all enterprises and organizations. A good leader understands that he will have to overcome difficulties already at the first stage. It is difficult to create a productivity improvement system, especially where the result for employees is not produced kilograms or liters, but intellectual values, certain services or management itself. That's why this system should be the fruit of a collective conscious agreement of leaders. Constantly monitoring, adjusting, and comparing performance is the recipe for improved performance.
Modern economy dictates its own rules, which include the mandatory requirement to constantly improve the productivity of employees. Without high performance in this area to engage in any business with high profits will not work. But what can be done to improve productivity?
Before discussing improving the performance of the company's employees, it would not be superfluous to recall the types of productivity. So, it is divided into several subtypes:
So, let's discuss each variety.
Actual, contrary to popular belief, this is not the labor productivity that is fixed at some enterprise at the current time. This is the performance of the work in relation to the number of goods or services that were produced / provided by the company.
Cash- shows what real productivity can be achieved if all costs and downtime are completely eliminated. It should be noted that this species in practice, it is practically unrealizable, but it can be considered a kind of standard to which it is necessary to strive, and with which the actual results of labor productivity in production should be compared.
Potentially possible in general, very similar to the previous one. It also considers the possible productivity that can be achieved with the complete elimination of all negative factors, the complete renewal and replacement of all factors and means of production.
In order to correctly identify the real value of the efficiency of the work of workers, you need to know about its most important indicators. There are seven criteria in total:
Production factors influencing the production processMany experts agree that two main factors have the strongest impact on performance:
It should be noted here that there are other rules automatically associated with the first two recommendations:
Domestic business is especially distinguished by the latter criterion, and not for the better. For some reason, the leaders of many enterprises consider the threat of dismissal to be the best “motivation”. It should be remembered that the modern market of specialties is already playing "all the way". Simply put, a worker in a sought-after specialty (technician, engineer, IT specialist) will always find a job, but it will be very difficult for the company's management to provide the company with an adequate replacement.
So the best motivation, as required by capitalism, is financial. There is a bonus for the quality of work - there is a return of the employee and his desire to increase the pace of production. Constant penal measures to increase labor productivity, if they help, do not last long. Soon, a massive “turnover” of personnel inevitably begins, due to which many companies eventually find themselves, if not on the verge of bankruptcy, then close to it.
In addition, the separation of work processes and activities has always been important for the correct and efficient operation. For example, you should separate plans for sales and actual receipt of money for the same reporting period. For example, an employee could sell 100 machines, but full payment for them will come only after six months or a year, since they were bought on lease or on similar terms. When labor motivation is used, based on profit in a short period of time, it turns out to be ineffective.
Savings in working time are indicated by a reduction in labor costs per unit of output with an overall increase in the amount of goods produced / services provided. The most important thing in this case is to minimize labor costs, but not to the detriment of the quality of products. In the same connection, the management of the enterprise should always remember that it is better to hire one highly skilled worker with a decent salary than to hire ten low-paid employees who together will produce less products. These are the simplest methods of increasing labor productivity, which for some reason are ignored.
From this follows one important rule- a constant desire to improve the quality of the product being created while (if possible) maintaining the current volume of output or increasing it. The modern economy in this area dictates special rules - the desire for maximum mechanization of production, the introduction of as many automated lines as possible into the production process with a reduction in the number of live employees.
Reducing working hours is also a positive indicator of increased productivity. This is achieved by compacting the workflow, introducing new production methods and processing raw materials, which saves employees time and allows them to focus on the workflow. At the same time, productive, consistent productivity growth can also be achieved, which in other conditions can be difficult or even impossible to achieve.
There are two groups of factors that directly affect the productivity of work and the quality of products manufactured by an employee: external and internal. External should include:
The following can be attributed to internal factors for increasing labor productivity:
Suppose that the situation with labor productivity at the enterprise leaves much to be desired. The situation can be reversed by a stand that visualizes the management of this process. Here, in the form of graphs, the efficiency and all violations present at each site are displayed. It is important to identify those correlations that affect the performance of each shift.
All this should be displayed in parallel with graphs that indicate the amount of resources consumed and labor costs. Easiest in green show standards that fit into the norm or “interrupt” it, and in red, respectively, those that do not meet the norm. So you can quickly understand at what stage the error creeps into the workflow. It is important that the immediate supervisor of the workers discuss these issues with them before each shift. In some cases, this approach allows solving the problem on the spot, as well as determining the reserves for increasing labor productivity (determines free time, gaps between the processes of product release).
Note that information stands can and should contain other sections, the main of which will be those that display information about the most distinguished employees. A simple psychological technique is to immediately enter the results into a table at the end of the shift, and voice these numbers when a new batch of workers is hired. They will certainly have a desire, if not to overfulfill, then at least to keep up with their comrades. Simply put, stands bring an element of competition into the production process, increase management efficiency.
Of course, before taking measures aimed at increasing labor productivity, it is necessary to assess this very productivity as accurately as possible. To do this, science advises using two indicators:
It is known that these indicators have an inverse relationship with respect to each other. Yield can be defined as the ratio of costs to output. The following factors can act as indicators of the volume of production:
Costs can be understood as the amount of labor costs, and full costs. But still the most indicative in this regard is the complexity. The increase in labor productivity at the enterprise is inversely proportional to the labor intensity. The higher it is, the less output one worker or the whole enterprise can ultimately make. Thus, it is always necessary to strive for its maximum reduction.
For some reason, some enterprise managers believe that labor intensity can be “beaten” by compacting working hours and absolutely not investing in mechanization and technical development of production. This approach is flawed and leads only to increased staff turnover. Mechanization ways to increase labor productivity have many advantages:
And now we will finally talk about methods for increasing labor productivity, starting from all the facts described above.
The following techniques and methods are scientifically substantiated, thanks to which the productivity of the workflow can be seriously increased:
All the ways we have described to increase productivity are simple, but they are often forgotten. This affects the volume of profits and leads to the departure of the most valuable production personnel.
We discussed the main methods of increasing labor productivity. And now we need to talk a little about the production reserves that will help solve this problem with maximum benefit.
As it is easy to understand, this term refers to all the funds available on the balance sheet of the enterprise (machines, machine tools, computers), the efficiency of which can be improved. This type of reserves is divided into two types: current and prospective. Accordingly, “current” means those capacities that the enterprise already has. To “activate” the promising ones, it will be necessary to partially reconfigure production, introduce new technologies. However, in some cases it is enough to optimize the program on the machine so that the machine runs faster.
What is a personnel reserve? This is the most valuable thing any company has - the people who work there. As in the previous case, reserves of this type are divided into current and prospective. Accordingly, the current ones are the personnel that the company currently has. By “promising”, here we mean not only those people who have not yet been hired, but also those who, being sent to advanced training courses (for example), can bring the company even more profit.
In addition, the personnel reserve is a material stimulation of the work of employees, their timely promotion, awarding the titles of “honorary employee”, etc. It is no exaggeration to say that these simple measures can otherwise increase productivity by 60-73%! Everything is simple here. A motivated and loyal person will invest all his strength and skills in the development of his native enterprise, which can be unrealistic to achieve in other ways.
