Journal of Economics

1. Personnel of the company and its structure.

Now allocate such categories of staff:

1. working
2. employees
3. Specialists
4. leaders.

In specific enterprises in working secrete key workers and support workers. A variety of job functions that run the workers demands for planning the need for them to make the grouping of workers by occupation, specialties and skill levels.

Profession defines the type of activity, which is typically a combination of knowledge and skills acquired through specialized training or practice.

Proper distribution of workers by occupation and the actual employment should be in making decisions in the field of personnel management. Such a distribution should be of professions working. Either on the basis of professions and positions of employees. Within each profession, the company may be busy workers of different qualifications.

Qualification – requires the ability to do the job the employee a certain complexity.

For workers the skills determined wage categories.

For professional or technical skill level is determined by the performers on the basis of special education or work experience. This level is in the process of work is adjusted periodically based on periodic appraisals of staff.

The study involves analysis of the structure of the personnel structure of the personnel on treating symptoms, the study staff on various demographic characteristics.

2. Basis for the organization of labor.

At the same time taken to provide technical and socio-economic aspects in the organization of labor.

1. Work organization includes:
2. Division of labor and cooperation
3. Setting of labor quotas
4. Organization and maintenance jobs
5. Organization of recruitment and staff development
6. Improvement of working conditions
7. Efficient use of time
8. Streamlining work processes
9. Strengthening of labor discipline.

The organization of labor is closely related to the organization of production and management.

Modern experience shows that the highest results were achieved by those businesses that are considering the organization of labor as a social – technical system, which consists of:

1) Technical Subsystem, where the main attention is paid to enhancing the role of labor organization in a more efficient use of technology.

2) Social subsystem, designed to ensure effective use of technology through effective personnel management.

Rationing of Labour – is a form of management in the enterprise, aimed at establishing the cost and outcome of labor, and the necessary relationships between the number of employees and equipment.

It uses the following rules:

1) Target time
2) Production rates
3) service standards
4) Standard size
5) The normalized reference
6) rate control.

Time norms and performance standards used to regulate the cost of labor under piecework pay.

Normalized task used in the hourly wage.

3. Basis of the organization wages.

Tariff type – involves the development of aggregate documents governing the condition of the employee receiving the tariff part of wages.

In the tariff system includes:

1) wage-rate schedule. They establish a system of discharges for various industries and are the basis for determining the level of complexity of work and skills of workers. In each specialty in the directory represented by:

• description of work performed
• that the worker should know
• examples of work.

2) Tariff grid represent the scale of the coefficients determining the ratio of the wage workers of different categories depending on their qualifications. The 1-th digit is assigned to a tariff rate of 1. On the basis of the tariff coefficients, and taking into account the level of wages at the plant designed tariff rates.

Are traditional 6.8-bit grid. However, their range reaches 1:18.

3) Regional rates.

4) Additional payments and allowances for professional excellence.

In actual production conditions at a bargain salary organized or time-based forms.