Conditions for performing work activities. The concept of work activity

The basis of human life is purposeful professional activity. It is at work that a person spends most of his time. Some people do this for their own satisfaction and pleasure, others do it to provide financial support for themselves and their family.

Theory: basic terms, definition of “labor”

Labor - direction human activity, the signs of which are expediency and creation.

The nature of work is quality characteristics labor activity, which combine several types of labor into a group according to certain characteristics.

Forms of labor activity - a set of types of labor operations, the implementation of which requires energy costs, the use of mechanized or automated equipment and machines.

Labor classification and labor characteristics

In fact, there are a huge number of labor classifications. This is explained by the fact that labor is a complex multidimensional socio-economic phenomenon.

Depending on the content, work is divided into:

Depending on the nature, the following types of work are distinguished:

Concrete and abstract labor activity. Concrete labor is the work of an individual worker who transforms an object of nature in order to give it utility and create consumer value. Allows you to determine labor productivity at the enterprise level, compare individual industries and Abstract labor - commensurate concrete labor, where the qualitative diversity of the set functional types work activity fades into the background. Creates the value of marketable products.
Independent and team work. Types of independent labor include absolutely all types of labor activity carried out by a specific individual worker or a specific enterprise. Collective work is the work of a group of workers, personnel of an enterprise, or a separate department.
Private and public work activities. Social labor always consists of private labor, since the latter is characterized by a social character.
Hired and self-employed types of labor. Hired labor activity is carried out on the basis of a contract between the employer and employee. Self-employed labor involves self-creation enterprises and the organization of the production process, when the owner of the production provides himself with a workplace.

Depending on the results of work activity, it happens:

Alive and past work. Living labor is the work of a person that he carries out in this moment time. The results of past labor activity are reflected in objects and means of labor that were previously created by other workers and represent products for production purposes.
Productive and unproductive labor. The main difference is the form of the good created. As a result of productive labor activity, natural and material benefits are created, and as a result of unproductive labor, social and spiritual benefits are created that are valuable and useful to the public.

Depending on the means of labor used in work activities, the following are distinguished:

Depending on working conditions, it happens:

Stationary and mobile work. Includes all types of labor that are determined by the specifics technological process and types of goods produced.
Light, medium and heavy work activities. Depends on the level of physical activity that the employee receives when performing certain functions.
Free labor and regulated. It depends on the specific working conditions and the style of enterprise management.

Depending on the methods used to attract people, the following are distinguished:

Basic forms of labor

Features of mental work

Mental work is an activity that requires the reception and processing of information data, the implementation of which occurs due to the activation of the thinking process. Mental work activity is characterized by strong tension in the activity of the central nervous system. It is also possible that physical activity is necessary for the successful implementation of mental work.

Workers Who are they?

Mental workers include managers, operators, creative professionals, medical workers, and students.

Managerial work is performed by heads of organizations, enterprises, and teachers. Feature: minimum amount of time for processing information.

Creative professions include actors, painters, writers, composers, and designers. Creative work is the most complex type of mental work.

Medical personnel are also considered intellectual, but only those specialties that involve constant contact with people - patients, and the performance of work requires increased responsibility, where decisions must be made as soon as possible, and there is a shortage of time factor.

The scientific work of school and university students requires the activation of memory, attention and perception.

Physical labor activity

Physical labor is carried out through certain physical activities. Feature- interaction of a human worker with the means of labor. During physical labor activity, a person is part of the technological process and the performer of certain functions in the labor process.

Mental and physical work activity: physiological differences

Mental and physical work activities are interconnected and interdependent. Any mental work requires certain energy costs, just as physical work is impossible without activating the information component. For example, all types of manual labor require a person to activate both mental processes and physical activity. The difference is that during physical labor activity, energy consumption dominates, and during intellectual work, the work of the brain dominates.

Mental activity activates a larger number of nervous elements than physical activity, since mental work is complex, skilled, extensive and multifaceted.

Physical fatigue is more noticeable from physical activity than from mental labor. In addition, when fatigue sets in, physical work can be stopped, but mental activity cannot be stopped.

Physical labor professions

Today, physical labor is more in demand, and it is much easier for skilled workers to find employment than for “intellectuals.” The labor shortage results in relatively high rates for work that requires physical effort. In addition, if heavy physical work is performed in conditions unfavorable to human health, increased pay is provided at the legislative level.

Doing light physical labor: production workers, managers of the automated process, service personnel, seamstresses, agronomists, veterinarians, nurses, orderlies, sellers of industrial goods, physical education instructors, sports section coaches, etc.

Professions with moderate physical activity include: machine operator in the woodworking and metalworking industries, mechanic, service technician, surgeon, chemist, textile worker, driver, worker Food Industry, service personnel in the public utility sector and in the field of public catering, seller of industrial goods, railway worker, hoisting transport operator.

Professions with heavy physical activity include: builder, almost all types of agricultural labor, machine operator, surface miner, oil, gas, pulp and paper, woodworking industry worker, metallurgist, foundry worker, etc.

Professions with physical labor of increased severity include: underground miner, steelmaker, wood cutter, bricklayer, concrete worker, excavator, loader of non-mechanized labor, worker in the production of building materials (non-mechanized labor).

Functions of labor

Labor performs the following functions:

participates in the reproduction of goods (is one of production factors), aimed at satisfying human needs;
creates social wealth;
contributes to the development of society;
determines the development of scientific and technological progress and culture;
participates in the formation of a person;
acts as a way of self-realization and self-expression of the individual.

The role of work in human life

“Labor made a man out of a monkey” is a familiar phrase, isn’t it? It is in this phrase that there is a deep meaning that reflects the greatest role of work in the life of each of us.

Labor activity allows a person to become a person, and a person to be realized. Labor is the guarantor of development, acquisition of new knowledge, skills and experience.

What happens next? A person improves himself, acquires knowledge, experience, based on which he creates new goods, services, cultural values, provoking scientific and technological progress, causing new needs and fully satisfying them.

Labor activity can, first of all, be divided into physical and mental labor.

Physical work- the performance of energy functions by a person in the “man - tool” system requires significant muscle activity; physical work is divided into two types: dynamic and astatic. Dynamic work is associated with the movement of the human body, his arms, legs, fingers in space; static - with the impact of load on the upper limbs, core and leg muscles when holding a load, while doing work, standing or sitting. Dynamic physical work, in which more than 2/3 of a person’s muscles are involved in the process of work, is called general, with the participation of 2/3 to 1/3 of a person’s muscles in the work (muscles of only the body, legs, arms) - regional, with local dynamic Less than 1/3 of the muscles are involved in physical work (typing on a computer).

Physical labor is characterized primarily by increased muscular load on the musculoskeletal system and its functional systems- cardiovascular, neuromuscular, respiratory, etc. Physical labor develops the muscular system, stimulates metabolic processes in the body, but at the same time can have negative consequences, for example, diseases of the musculoskeletal system, especially if it is not performed correctly organized or excessively intense for the body.

Mental work is associated with the reception and processing of information and requires attention, memory, activation of thinking processes, and is associated with increased emotional stress. Mental work is characterized by a decrease in motor activity - hypokinesia. Hypokinesia may be a condition for the formation of cardiovascular disorders in humans. Prolonged mental stress causes bad influence on mental activity - attention, memory, perception functions deteriorate environment. A person’s well-being and, ultimately, his state of health largely depend on proper organization mental work and on the parameters of the environment in which human mental activity is carried out.

IN modern types In labor activity, purely physical labor is rare. Modern classification labor activity identifies forms of labor that require significant muscle activity; mechanized forms of labor; labor in semi-automatic and automatic production; labor on the assembly line, labor associated with remote control, and intellectual (mental) work.

Human life activity is associated with energy expenditure: the more intense the activity, the greater the energy expenditure. Thus, when performing work that requires significant muscle activity, energy costs amount to 20...25 MJ per day or more.

Mechanized labor requires less energy and muscle stress. However, mechanized labor is characterized by greater speed and monotony of human movements. Monotonous work leads to rapid fatigue and decreased attention.

Work on a conveyor belt is characterized by even greater speed and monotony of movements. A person working on an assembly line performs one or more operations; Since he works in a chain of people performing other operations, the execution time of operations is strictly regulated. This requires a lot of nervous tension and, combined with the high speed of work and its monotony, leads to rapid nervous exhaustion and fatigue.

In semi-automatic and automatic production, energy costs and labor intensity are less than in conveyor production. The work consists of periodically servicing mechanisms or performing simple operations - feeding the material being processed, turning the mechanisms on or off.

The forms of intellectual (mental) labor are varied: operator, managerial, creative, the work of teachers, doctors, students. The work of an operator is characterized by great responsibility and high neuro-emotional stress. The work of students is characterized by tension in the basic mental functions - memory, attention, presence stressful situations related to tests, exams, tests.

1. Basic concepts and problems of organizing labor processes

Labor process- a set of actions by workers to appropriately change the subject of work.

The main characteristics of the labor process include the usefulness of the results, the time spent by workers, the amount of income of workers, and the degree of their satisfaction with the work performed.

The content of the labor process is determined by the totality of actions and movements of a worker (group of workers) necessary to perform work at all stages: receiving a task, information and material preparation of work; direct labor participation in the process of transforming objects of labor in accordance with the technology used, delivery of completed work 1.

The following are distinguished: general stages labor process:

Analysis of the situation (problem, plan, work plan, task, etc.);

Understanding the technology of performing work, the possibility of influencing factors external environment, predicting process results;

Preparing the workplace and providing it with everything necessary

For normal operation: material resources, labor force, in-

formation, equipment, etc.;

Doing work is a direct labor process;

Registration of work results;

Delivery and implementation (implementation, use) of work;

Stimulation good results work.

Labor processes carried out in industrial enterprises

belong to the sphere material production and can be classified according to factors such as the nature of labor, the substance (essence) of the subject of labor, the purpose of labor processes, their role or place in the production process, frequency of execution, level of mechanization, etc.

Physical labor processes include labor processes that require the expenditure of physical (muscular) energy, for example, moving loads manually, storing objects and finished products, installation of tools, rotation of the machine handle, etc.

Mental labor processes are associated, as a rule, with the mental activity of the employee and consist of analyzing the situation, formulating a problem, determining work methods, etc.

Sensory labor operations are processes perceived by the senses: visible, audible, tangible, olfactory, tasted. These include monitoring the control panel, temperature changes, assessing noise and vibration in the workplace, lighting control, etc.

Mixed (integrated) labor processes, by the nature of labor, are a combination of physical, mental and sensory processes required to perform specific works(for example, driving vehicle, processing of parts on CNC machines).

Physical labor processes are associated with the production of specific products or the manufacture of specific products, virtual ones - with information services for enterprise employees (obtaining information via the Internet). Documented labor processes are determined by the creation of intangible assets (development of know-how, computer program, project new products and etc.).

Organization of the labor process- an organic connection in space and time, in quantity and quality of objects of labor, means of labor and main labor to obtain a material result of labor. At the same time, production organizers and enterprise specialists must clearly determine: what to produce, how to produce, who will be involved in production, as well as where, when, in what time frame and with what results the labor process should take place.

When organizing any labor process, certain principles must be observed:

1. Optimal content of the labor process. The composition of the labor process must include certain labor techniques in a rational sequence and optimal combination to ensure an even workload for the worker, a favorable combination of mental and physical activity, rhythm of the labor process. This is achieved by optimizing the division of labor, designing equipment and accessories taking into account ergonomic requirements, proper regulation, ensuring optimal intensity and rhythm of labor. Pashuto V.M. Decree. op. - P. 80-81.

2. Parallel operation of equipment and people. When organizing the labor process, it is necessary to provide for the simultaneous work of man and machine, i.e., preparatory and final work, maintenance of workplaces, and part of the auxiliary labor operations must be performed while the equipment is operating.

3. Economy of movement. Based on the rational design of equipment and accessories, optimal layout workplaces should ensure that the labor process is performed with the smallest possible number of simple and short movements with a constant arrangement of objects of labor and tools.

4. Rhythm and automaticity of movements. Rhythm when performing labor operations presupposes a thoughtful, well-mastered, habitual sequence of techniques and movements based on the approximate equality of energy and labor costs throughout the shift and in each period of time. Automaticity is due to the frequent repetition of the same techniques and movements over a period of time or shift, which allows you to concentrate on their fast, effective and high-quality implementation.

5. Optimal labor intensity. The organization of the labor process provides for the alternation of muscle and nervous loads on the worker, a change in the types of his activities during the shift, the convenience of performing work and minimal impact on the body of the production environment. All this is due to physiological and economic studies of the level of labor intensity and the degree of workload of the worker, ensuring sustainable labor productivity with an optimal amount of nervous and physical stress.

2. Methods for studying labor processes and working time costs

The combination of labor movements, actions, techniques and a set of techniques forms the labor method.

Labor method- a method of performing an operation, providing for the sequence, structure and technique of performing its constituent elements.

To study the labor process in order to organize and standardize it, work methods are analyzed and designed. A method that ensures the production of high quality products with the least amount of working time and minimal muscle and nervous tension working. The expenditure of working time on operations depends not only on the nature of their location in the operation. The techniques included in the operation can be performed sequentially, in parallel, and parallel-sequentially.

When performing techniques sequentially, each of them begins to be performed after the end of the previous one. The duration of the operation (top) is determined as the sum of the duration of all techniques included in the operation:

top = t1 + t2 + t3,

where t1, t2 and t3 are the duration of the first, second and third reception, respectively.

This arrangement is typical for manual and machine-manual operations without division of labor within the operation.

With parallel implementation, all techniques are performed simultaneously. In this case, there is a complete combination of techniques in time (complete overlap), so the duration of the operation is equal to the longest technique: top = t3. This arrangement of techniques is typical for instrumental, automatic and, in some cases, machine-mechanized operations, as well as for operations where labor is divided according to work methods.

With a parallel-sequential arrangement of techniques, some of them are performed in parallel, and some sequentially, or some of the techniques begin slightly earlier than the end of the previous technique.

In this case, there is a partial combination of techniques in time (partial overlap), so the duration of the operation is equal to the sum of the duration of all techniques except for the overlapped time:

top = t1 + t2 + t3 - (a + b),

where a and b are the times of partially overlapping receptions.

This sequence of techniques occurs when there is no synchronization of the labor of workers performing individual operations.

The shortest duration of the operation is achieved with a parallel arrangement of techniques. Therefore, when analyzing and designing work methods, opportunities are sought for maximally combining the implementation of techniques in time. This is achieved, first of all, by the mechanization of labor processes, changes in the organization of the workplace, facilitating the inclusion of the worker’s hands and feet in the work, as well as the division of labor when performing work.

Rationalization of labor methods and techniques consists of analyzing each operation or work to eliminate unnecessary operations, eliminate unnecessary movements, actions and techniques, as well as to design the optimal sequence of operations, taking into account the time combination of the work of various organs of the worker’s body. It includes improving the organization of workplaces, working conditions and training workers in rational techniques and methods of work.

The study of working time costs and equipment use time is carried out directly at each workplace through observations (analytical and research method) in order to:

Identifying the structure of working time costs, eliminating losses

and its unproductive costs by more full use capabilities of equipment, technology, labor organization and production;

Assessment of applied techniques and methods of work;

Definitions optimal option content and sequence of execution of individual elements of operations;

Calculation of norms and standards;

Establishing the reasons for non-fulfillment or significant over-fulfillment of standards.

All methods for studying working time costs can be divided into two groups:

1) methods of direct observation;

2) method of momentary observations.

Direct observation methods include:

Timing;

Photo of the working day;

Self-photograph of the working day;

Photochronometry.

Timing- a method of studying the time spent on performing cyclically repeating manual and machine-manual elements of an operation. It is used to design rational composition and structure of the operation, establishing them normal duration and development on this basis of standards used in calculating technically sound time standards. Timing is used to check standards established by calculation, mainly in mass and large-scale production, as well as to monitor the level of compliance with time standards and adjust these standards. In addition, timekeeping is used to study best practices in order to disseminate them.

Timing can be continuous or selective. With continuous, all operating techniques are measured in their technological sequence during operational time; with selective timing, during the execution of an operation, only individual techniques are measured, regardless of their sequence, but in such a way that the duration of all techniques of the operation is ultimately determined.

Timing consists of the following stages:

Preparation for observation;

Observation;

Processing of time observations;

Analysis of results, conclusions, standard setting and design

operational time standards.

Preparation for conducting time-based observation consists of selecting the object of observation, dividing the operation into its component elements, determining fixation points, establishing the number of required measurements, and ensuring appropriate organizational and technical conditions for work in the workplace. By fixation point we mean the moment when the end of the last movement of the previous technique (complex) coincides with the beginning of the first movement of the subsequent technique of the operation. Establishing fixation points is necessary for correct measurement of the duration of receptions.

The required number of measurements is set for each element of the operation; it depends on the required data accuracy. To obtain the most reliable data, more observations need to be made.

employment wages

3. Regulated wages in times of crisis

Relations between an employee and an employer are regulated by an employment contract (Article 57 of the Labor Code of the Russian Federation). The employment contract must necessarily include a condition on remuneration (including the size of the tariff rate or official salary employee, additional payments, allowances and incentive payments). In accordance with Art. 72 of the Labor Code of the Russian Federation, the terms of an employment contract can only be changed by agreement of the parties and in writing. Thus, the employer does not have the right to reduce the employee’s wages according to at will unilaterally.

However, there is an exception to this rule. According to Article 74 of the Labor Code of the Russian Federation, a unilateral change in the terms of an employment contract (including wages) is possible if these conditions cannot be maintained by the employer for reasons related to changes in organizational or technological working conditions (changes in equipment and production technology, structural reorganization of production, other reasons). Let us add that you can change any mandatory and additional conditions employment contract (Article 57 of the Labor Code of the Russian Federation), except for the labor function. Labor function - work according to the position in accordance with staffing table, profession, specialty indicating qualifications, the specific type of work assigned to the employee (Article 15 of the Labor Code of the Russian Federation).

Note: labor legislation does not disclose what is considered a change in organizational or technological working conditions.

However, it can be assumed that technological reasons include changes in methods (their totality) and modes of the product manufacturing process (provision of services, performance of work), as well as changes technological equipment, equipment, automation and mechanization of production, affecting changes in methods (process, modes, materials, etc.) of manufacturing products (providing services, performing work). As a rule, such changes lead to a reduction in material and labor costs.

Changes of an organizational nature in a generalized form include: - streamlining structural connections between divisions, founding (creation) of new divisions, merging old ones (for example, through reorganization: creating new links in the structure, liquidating old formations, merging divisions with transforming them functional responsibilities etc.); - improvement of organizational conditions for managing the production process. These are, first of all, the actions of the employer to organize a systematic change in the structure of the enterprise (institution, organization) as a whole, its restructuring, clarifying the connections and interrelationships of the activities of departments and employees, improving internal clarity and discipline in production and labor relations between services and employees.

To this end, when creating new services and structural divisions, ineffective divisions are eliminated and jobs are cut, changes are introduced in the horizontal interaction of services (other employer structures) and in the vertical subordination and interaction of services to establish a different, more rational system of industrial relations, etc.

If you cut employee salaries by 25 percent, you will have to follow a legal procedure. In particular, the employee must be notified by the employer in writing of upcoming changes to the terms of the employment contract determined by the parties, as well as the reasons that necessitated such changes, no later than two months before their introduction, unless otherwise provided by law (Article 73 Labor Code of the Russian Federation).

At the same time, “... the employer is obliged, in particular, to provide evidence... of changes in organizational or technological working conditions, for example, changes in equipment and production technology, improvement of jobs based on their certification, structural reorganization of production, and did not worsen the employee’s position compared to terms of the collective agreement, agreement. In the absence of such evidence... a change in the terms of the employment contract determined by the parties cannot be recognized as legal” (paragraph 21 of the Resolution of the Plenum of the Supreme Court of the Russian Federation No. 2 of March 17, 2004).

If the employee does not agree to work under the new conditions, you are obliged to offer him in writing another job you have (both a vacant position or work corresponding to the employee’s qualifications, and a vacant lower position or lower paid job), which the employee can perform taking into account his condition health. At the same time, you are obliged to offer the employee all vacancies available in your local area that meet the specified requirements. The employer is obliged to offer vacancies in other localities if this is provided for by the collective agreement, agreements, or employment contract.

If there is no specified work or the employee refuses the proposed work, the employment contract is terminated in accordance with paragraph 7 of Article 77 of the Labor Code of the Russian Federation.

I would like to draw your attention to the fact that if the employee has not given his written consent to the new terms of remuneration, his wages must be paid to him in the same amount for at least another two months. Otherwise, after the first payment of wages not in full, the employee may file a complaint with the federal labor inspectorate or the court with a claim to recover from the employer the unpaid part of the wages, compensation for late payment (Article 236 of the Labor Code of the Russian Federation) and compensation for moral damage.

In the psychological literature, activities are classified into work, education and play. Labor activity or labor is the main activity. What is the essence of work activity? Defining the essence of labor, K. Marx wrote:

“Labor is, first of all, a process taking place between man and nature, a process in which man, through his own activity, mediates, regulates and controls the exchange of substances between himself and nature.” In the process of labor, “people armed with the means of labor, their expedient activity change natural objects, adapting them to meet their needs."

Considering the physiological essence of labor, K. Marx characterized it as follows. “No matter how different the individual types of useful, labor or productive activity may be, from the physiological side these are functions of the human body and each such function, whatever its content and form, is essentially an expenditure of the human brain, nerves, muscles, sense organs and etc.

Emphasizing the specificity of human labor, K. Marx wrote: “We assume labor in a form in which it constitutes the exclusive property of man. The spider performs operations reminiscent of the operations of a weaver, and the bee puts some human architects to shame with the construction of its wax cells. But even the worst The architect differs from the best bee from the very beginning in that, before building a cell of wax, he has already built it in his head.At the end of the labor process, a result is obtained that was already in the human mind at the beginning of this process, i.e. ideal "Man not only changes the form of what is given by nature, he also realizes his conscious goal, which, like a law, determines the method and nature of his actions and to which he must subordinate his will. And this subordination is not an individual act. Apart from the tension of those organs by which labor is performed, during the entire time of labor, an expedient will is necessary, expressed in attention, and, moreover, it is necessary all the more, the less the work captivates the worker with its content and method of execution, therefore, the less the worker enjoys work as a game of physical and intellectual forces" .

Thus, labor activity appears in the unity of three aspects: objective-effective (as a process in which “a person, with the help of means of labor, causes a pre-planned change in the subject of labor”); physiological (as “functions of the human body”), psychological (as the implementation of a conscious goal, the manifestation of will, attention, intellectual properties of an employee, etc.). IN psychological research the latter aspect undoubtedly plays a leading role.

Based on the understanding of labor activity as a process of active change in objects of nature in order to adapt them to meet human needs as a process of creating use values, the subject of psychology in the study of labor activity can be defined as mental processes and psychological factors that encourage, program and regulate the labor activity of an individual, as well as the personality traits through which this activity is realized. In this case, the main importance, in contrast to the analytical study of mental functions and processes, should be the study of the interaction and interaction of functions and processes in the context of specific activities in terms of achieving a specific result.

Types of work activity human beings differ in the content of processes, functions performed, forms of organization, expenditure of abilities, results obtained, measurement methods and many other characteristics. Labor processes or Types of labor activity, according to the main characteristics that determine their name, are: simple and complex, basic and auxiliary, mental and physical, manual and automated, mechanical and instrumental, regulated and creative, scientific and practical, managerial and executive, productive and servicing, continuous and discrete, free and forced, technical and economic, linear and functional, etc.

To organize work activities, general management and executive functions should be distinguished: goal justification, work planning, coordination of personnel work, process control, results assessment, etc.

Free planning market economy becomes the basis for the independent production and labor activities of all enterprises and workers, since without it it is impossible to calculate the need for economic resources, coordinate the work of personnel and individual services, monitor the current progress of production, stimulate timely and high-quality completion of work, etc.

Coordination in modern management is considered the most important management function in every type of activity. In personnel management, it allows you to implement rational arrangement workers, ensure coordinated actions of personnel, as well as maneuvering economic resources at all levels of management and at the stages of production, consumption and distribution of goods and services.

Control serves in any production activities important means achieving goals planned by staff. Based on the accounting and analysis of actual and planned results, control acts as a feedback element in improving the management of all labor and production processes.

The functions considered are common in all managerial and executive activities of personnel, as well as in all mental and physical labor processes.

Joint labor activity of personnel at industrial enterprise is that some categories of workers ensure the uninterrupted supply of production resources, others - their biological processing, and others - the sale of finished products. Each employee of the enterprise contributes to a single manufacturing process their individual labor, which thus forms the overall final result of production. Therefore, the work of each member of the team of an enterprise or corporation, which is an important part of the overall work activity, must be planned and organized in advance. In small enterprises, planning, organizing and managing their work activities is carried out by the employees themselves - performers; in large enterprises - by specially designated employees - supervisors or managers - organizers of various levels of management. Management as a type of labor activity of a special category of personnel, called executives or managers, is an integration process of their influence on the work of individual performers, entire groups or divisions of the enterprise in order to achieve the greatest production results with limited economic resources. Leaders must create organizationally - economic conditions for the fruitful work of all workers.

The main position of modern management about high productivity of personnel can be based on the principle of combining or separating managerial and executive activities. However, in any case, the better each performer manages himself and his work processes as part of a single production system, the less special or professional management is required. To do this, every employee - manager and performer must know well how to carry out executive and management functions in your production or workplace. The better the main goals of the organization are known to all employees and the more economic freedom they have in their work activities, the more likely the objectives can be achieved, the closer the final result is to the goal. In practical activities, such organization of work can be considered a kind of self-management of personnel.

The personnel management system in every large and small enterprise can be divided into three categories of work activity: managing oneself and one’s work, managing separate group employees or a division of the enterprise and personnel management of the entire organization. Any management activities can be presented in production as a system for managing people and their work activities. Activity management consists of known general functions; staging production tasks, planning work processes, monitoring the completion of tasks, measuring the results obtained, etc. People management includes such specific functions as determining the optimal number of workers, selecting and placing personnel in jobs and stages of production, ensuring cooperation between all members labor collective, informing and motivating employees, etc.

In personnel management It is customary to divide all types of human labor activity into two components. The first of them characterizes regulated work performed according to a given technology or scheme, when the performer does not introduce any elements of novelty into the work, own creativity. A typical example of such activity is the performance by a worker of labor operations of a machine operator or assembler according to pre-developed technological maps or processes. The second component characterizes creative work aimed at creating new material goods or spiritual values, as well as new technologies or production methods. Creative work includes the work of an entrepreneur, inventor-innovator, scientist-innovator, etc.

Labor is a fundamental form of human activity, in the process of which the entire set of objects necessary for him to satisfy his needs is created.

Labor activity is one of the forms of human activity aimed at transforming natural world and creation of material wealth.

The structure of work activity includes:

production of certain products;
materials the activity is aimed at transforming;
devices with the help of which objects of labor are transformed;
techniques and methods used in the production process.

The following parameters are used for characterization:

Labor productivity;
Labor efficiency;
Level of division of labor.

General requirements for a participant in labor activity:

professionalism (the employee must master all techniques and methods of production);
qualifications (High requirements for the preparation of a participant in the labor process);
discipline (the employee is required to comply with labor laws and internal labor regulations).

Labor relations and their legal regulation

Labor is a purposeful process of creating material and spiritual values in society. By engaging in labor activity, receiving for it part of the social product in the form of profit, salary, a person creates conditions for satisfying his material and spiritual needs.

The right to work is one of the fundamental human rights and freedoms and is enshrined in the Constitution of the Russian Federation.

The main work activity of most people is work in enterprises, which can be based on private, state, municipal and other forms of ownership. Labor relations between an employee and an enterprise are regulated by labor legislation.

If a person is suitable for the company, then an employment agreement (contract) is concluded between them. It defines mutual rights and obligations.

An employment contract is a voluntary agreement, meaning that both parties have made their choice, that the qualifications of the employee are suitable for the company, and the conditions offered by the company are suitable for the employee.

An employee, together with other employees, can participate in concluding a collective agreement with the administration of the enterprise, which regulates socio-economic, professional relations, issues of labor protection, health, social development team.

Labor law

Labor law is an independent branch of Russian law that regulates relations between workers and enterprises, as well as derivative, but closely related, other relations.

Labor law occupies a special place in the Russian legal system. It determines the procedure for hiring, transferring, dismissing employees, systems and standards of remuneration, establishes incentive measures for success in work, penalties for violation labor discipline, rules on labor protection, procedures for considering labor disputes (both individual and collective).

The sources of labor law are understood as regulatory legal acts, i.e. acts that establish the norms of labor law of the Russian Federation. The most important source of labor law is the Constitution (Basic Law) of the Russian Federation. It contains the fundamental principles of legal regulation of labor (Articles 2, 7, 8, 19, 30, 32, 37, 41, 43, 46, 53, etc.).

In the system of sources of labor law, after the Constitution of the Russian Federation, the Labor Code (LC) occupies an important place. The Labor Code regulates the legal relations of all workers, promoting the growth of labor productivity, improving the quality of work, increasing the efficiency of social production and raising on this basis the material and cultural standard of living of workers, strengthening labor discipline and the gradual transformation of work for the benefit of society into the first vital need of everyone able-bodied person. Labor Code establishes high level working conditions, full protection labor rights workers.

Employment contract

From various forms The main thing in realizing the right of citizens to work is the employment agreement (contract).

In accordance with Article 15 of the Labor Code of the Russian Federation, an employment agreement (contract) is an agreement between workers and an enterprise, institution, organization, according to which the worker undertakes to perform work in a certain specialty, qualification or position with subordination to the internal labor regulations, and the enterprise, institution, organization undertakes to pay the worker wages and ensure working conditions provided for by labor legislation, the collective agreement and the agreement of the parties.

The definition of the concept of an employment contract allows us to highlight the following distinctive features:

an employment agreement (contract) provides for the performance of a certain type of work (in a certain specialty, qualification or position);
presupposes the employee’s subordination to the internal labor regulations established at the enterprise, institution, or organization;
It is the employer’s responsibility to organize the employee’s work and create normal working conditions that meet safety and hygiene requirements.

As can be seen from the definition of an employment agreement (contract), one of the parties is a citizen who has entered into an agreement to work as a specific employee. By general rule a citizen can enter into an employment agreement (contract) from the age of 15.

To prepare young people for productive work, it is allowed to employ students secondary schools, vocational and secondary special educational institutions to perform light work that does not cause harm to health and does not interfere with the learning process, in their free time from school, after they reach the age of 14, with the consent of one of the parents or a person replacing him.

The second party to the employment agreement (contract) is the employer - an enterprise, institution, organization, regardless of the form of ownership on which it is based. In some cases, the second party to the employment agreement (contract) may be a citizen, when, for example, a personal driver, a domestic worker, a personal secretary, etc. are hired.

The content of any contract refers to its terms, which determine the rights and obligations of the parties. The content of an employment agreement (contract) is the mutual rights, obligations and responsibilities of its parties. Both parties to the employment agreement (contract) have subjective rights and obligations determined by the employment agreement (contract) and labor legislation. Depending on the procedure for establishing, there are two types of terms of the employment agreement (contract):

derivatives established by current legislation;
direct, established by agreement of the parties when concluding an employment contract.

Derivative terms are established by applicable labor laws. These include conditions: on labor protection, on establishing a minimum wage, on disciplinary and financial liability, etc. These conditions cannot be changed by agreement of the parties (unless otherwise provided by law). The parties do not agree on derivative terms, knowing that with the conclusion of the contract these terms are obligatory by law.

The immediate conditions, which are determined by agreement of the parties, are in turn divided into:

necessary;
additional.

Necessary conditions are those in the absence of which an employment contract does not arise. These include the following conditions:

about the place of work (enterprise, its structural unit, their location);
about the employee’s labor function that he will perform. The labor function (type of work) is determined by the parties to the contract establishing the profession, specialty, qualification in which a specific employee will work;
terms of remuneration;
duration and type of employment agreement (contract).

Besides necessary conditions, the parties may establish additional conditions when concluding an employment agreement (contract). From the name itself it is clear that they may or may not exist. Without them, an employment agreement (contract) can be concluded. Additional conditions include: on establishing a probationary period when hiring, on providing out-of-turn placements in preschool institution, on the provision of living space, etc. This group of conditions may concern any other labor issues, as well as social and welfare services for the employee. If the parties have agreed on specific additional conditions, they automatically become binding for their implementation.

The procedure for concluding an employment agreement (contract)

Labor legislation establishes a certain procedure for admission and legal guarantees of the right to work upon admission. Recruitment in our country is carried out on the principle of selecting personnel based on business qualities. Unreasonable refusal to hire is prohibited.

An employment agreement (contract) is concluded in writing. It is drawn up in two copies and kept by each party. Hiring is formalized by order (instruction) of the administration of the organization. The order is announced to the employee against signature. Current legislation prohibits requiring documents other than those required by law when hiring.

Employment agreements (contracts), according to the time for which they are concluded, are:

perpetual - for an indefinite period,
urgent - for a certain period of time,
for the duration of a specific job.

A fixed-term employment agreement (contract) is concluded in cases when labor Relations cannot be established for an indefinite period, taking into account the nature of the work ahead, subject to its implementation, or the interests of the employee, as well as in cases directly provided for by law.

When hiring, by agreement of the parties, it may be established probation in order to verify the employee’s suitability for the work assigned to him.

During the probationary period, the employee is fully covered by labor laws. The trial is established for a period of up to three months, and in some cases, in agreement with the relevant elected trade union bodies, for a period of up to six months. If the employee fails to pass the test, he is dismissed before the end of the specified period.

The work book is the main document about the employee’s work activity. Work books are kept for all employees who have worked for more than five days, including seasonal and temporary workers, as well as non-staff workers, provided that they are subject to state social insurance. Filling work book for the first time produced by the administration of the enterprise.

Salary

Issues of remuneration are currently resolved directly at the enterprise. Their regulation, as a rule, is carried out in a collective agreement or other local regulatory act. The tariff rates (salaries), forms and systems of remuneration established at the enterprise may be periodically revised depending on the achieved production and economic results and financial situation enterprises, but cannot be below the established state minimum.

Regulation of wages for public sector employees and employees employed in representative and executive authorities is carried out centrally on the basis of a Unified Tariff Schedule.

In the employment agreement (contract), it is advisable to indicate the size of the tariff rate (official salary) of the employee by profession (position), qualified category and qualification category provided for in a collective agreement or other local regulatory act.

The salary of each employee should depend on the complexity of the work performed and personal labor contribution.

By agreement of the parties, a higher level of remuneration may be established than in the corresponding act (agreement), if this does not contradict local regulations regulations operating at the enterprise.

Establishing individually more high size remuneration should be related to the employee’s high qualifications, performance of more complex tasks, programs and provide for equal amount and quality of work, equal pay.

In addition to the size of the tariff rate (official salary), the employment contract may provide for various additional payments and bonuses of an incentive and compensatory nature: for professional skill and high qualifications, for class, for an academic degree, for deviation from normal working conditions, etc.

By agreement of the parties in the employment agreement (contract), these allowances are specified and, in some cases, can be increased compared to the general norm provided for at the enterprise, if this does not contradict local regulations in force at the enterprise.

The employment agreement (contract) specifies the amount of additional payments for combining professions or positions. The specific amount of additional payments is determined by agreement of the parties based on the complexity of the work performed, its volume, the employee’s employment in the main and combined work, etc. Along with additional payments, the parties can agree on other compensation for combining professions (positions), for example, additional leave, increased remuneration at the end of the year, etc.

Various types of employee incentives operating in an organization can also be reflected in an individual employment agreement (contract), for example, bonuses, year-end remuneration, long service payment, payment in kind.

Types of working time

Working hours are statutory Is it based on the length of time during which the employee must perform job responsibilities, while obeying the internal labor regulations.

The legislator establishes three types of working hours.

The normal working hours at enterprises, organizations and institutions do not exceed 40 hours per week.
Reduced working hours. The legislator establishes such a duration, taking into account the conditions and nature of work, and in some cases, the physiological characteristics of the body of certain categories of workers. A reduction in working hours does not entail a reduction in wages.
Part-time work.

Shortened working hours apply to:

for workers under 18 years of age:

age from 16 to 18 years means working no more than 36 hours per week;
age from 15 to 16 years, as well as from 14 to 15 years, students (working during the holidays) - no more than 24 hours a week;

on workers in production with harmful conditions labor - no more than 36 hours per week;
a shortened week is established for individual categories workers (teachers, doctors, women, as well as those employed in the agricultural sector, etc.).

Part-time work

By agreement between the employee and the administration, it may be established (both upon hiring and subsequently) part-time or part-time work. work week. At the request of a woman, women with children under 14 years of age, a disabled child under 16 years of age; at the request of a person caring for a sick family member (in accordance with the available medical document), the administration is obliged to establish for them a part-time working day or a part-time working week.

Payment in these cases is made in proportion to the time worked or depending on output.

Working part-time does not entail for employees any restrictions on the duration of annual leave, calculation of length of service and other labor rights.

Overtime work

By establishing a specific measure of labor in the form of working time norms, labor legislation at the same time allows for some exceptions when it is possible to attract an employee to work outside of this norm.

Overtime work is work beyond the established working hours. As a rule, overtime work is not allowed.

The administration of an enterprise can apply overtime work only in exceptional cases provided for by law. Overtime require permission from the relevant trade union body of the enterprise, institution, or organization.

Certain categories of workers cannot be involved in overtime work. Each employee's overtime hours must not exceed four hours on two consecutive days and 120 hours per year.