Intensity of labor and rationing of labor processes. Labor intensity

Labor intensity is a category that characterizes the intensity of the labor force, as well as the amount of labor expended by an employee per unit of time. This indicator directly depends not only on the physiological characteristics of a particular person or group, but also on the conditions in which the process takes place.

Definition of the concept

Labor intensity is the rate at which labor is expended per unit of time. Not only the expenditure of physical energy is measured, but also emotional and mental resources. Thus, it is a complex indicator that determines the impact of internal human resources on the volume of production.

Productivity and labor intensity are interrelated concepts. An increase in the first indicator will inevitably lead to a decrease in the second per unit of time. Nevertheless, an increase in labor intensity leads to the maximization of human resource costs over a certain period of time. Thus, these concepts cannot be identified due to their opposite direction.

The intensity of labor is determined by dividing the amount of labor expended by one or a group of workers by the duration of the production process. To assess this indicator, various characteristics can be used that describe economic, organizational, physiological and other aspects. This allows you to objectively analyze the workflow in order to identify deficiencies and make adjustments.

Normal labor intensity is the full use of all knowledge and skills, physical strength of the employee, in conjunction with the achievements of technological progress. This is the optimal indicator that brings the maximum economic effect without harming the psychological and physical condition of the employee.

Key aspects

Labor intensity is characterized by the following main aspects:

• It is an economic category due to the fact that it is determined by the amount of labor expended over a certain period of time.
• This is a physiological category due to the fact that it is characterized by the expenditure of labor, emotional, mental and other resources.
• The intensity of labor depends on the methods and rates that characterize the use of labor and human resources, and is also a factor that determines labor productivity.
• This category is reviewed and evaluated in accordance with the standards established at the state level.
• A correct and timely assessment of the intensity of labor helps to improve the conditions of workers involved in the production process.

Thus, we can say that the intensity combines the features of an economic and physiological factor that determines the volume of production. However, the organizational factor of work in the enterprise should not be neglected either. It is important to continuously monitor the labor intensity indicator for compliance with the normative in order to timely respond to deviations accordingly.

Labor intensity allowance

At manufacturing enterprises, there is a practice of calculating additional payments for certain merits, which may be provided for by labor legislation or internal rules. So, the premium for the intensity of labor is quite common. According to the collective agreement, it can reach 50% of the wages.

This issue is regulated by the Labor Code in the section regulating payment, standards, additional payments and allowances. In this case, the form and system of accruals is established directly by the enterprise.

First of all, the management of the enterprise, as well as a special certification commission, must assess the working conditions of each individual category of workers. In accordance with the results of the research, a list of positions is determined, which are entitled to the provision of an appropriate allowance in the event of an increase in labor intensity. So, most often, benefits are provided to people working on conveyor belts, as well as those employed in complex or hazardous industries.

The collective agreement reflects the following points:

• a list of preferential jobs that are subject to bonus payments;
• the results of professional activity that must be achieved in order to receive the award;
• the order and amount of the payment is indicated.

The procedure for the payment of allowances must also be confirmed by the relevant orders. In addition, every employee has the right to receive a copy of the collective agreement.

The additional payment for the intensity of labor acts as a kind of stimulating factor that can force the employee to make more efforts to perform the work. On the other hand, it is a reward for more intensive work caused by a corresponding task from the management.

Increase in labor intensity

Labor intensity characterizes the amount of labor input per unit of time, which inevitably leads to an increase in productivity. It is quite natural that the heads of enterprises are striving to increase this indicator. In this case, the director can go in two ways.

In the first case, we are talking about coercion of the employee. This technique is especially often used in economically disadvantaged regions with a high level of unemployment. Under the threat of dismissal, management forces employees to work more intensively. It can also be veiled. For example, the speed of the conveyor increases, as a result of which the worker is forced to perform his functions faster.

The second case involves moral and material incentives. We are talking about an increase in wages, as well as bonuses to employees in the event that there is a significant increase in the indicator of labor intensity. A competition may also be announced to fill a vacant position of a higher rank based on the results of work for a certain period.

The management should be especially thoughtful about the issue of increasing the labor intensity indicator. This is always associated with a deterioration in the physical and emotional state of workers associated with fatigue and nervous exhaustion. In addition, an important point is the need to increase wages in proportion to the increase in output. Preference should be given to the introduction of new technologies that do not require an increase in the cost of human resources.

Difference in productivity and labor intensity

Concepts such as productivity and labor intensity cannot be equated. They are not just not identical, but, to some extent, are opposite to each other. So, if we are talking about increasing the intensity, then we mean an increase in the number of physical and mental loads on the part of workers per unit of time. This situation almost always requires the employer to raise the level of pay. Interrelated concepts are the intensity and intensity of labor.

As for labor productivity, it is mainly achieved through the introduction of the latest technologies that minimize human intervention in the production process. Thus, as a result of an increase in the volume of production, we can talk about an increase in wages only if it is a personal initiative of the head of the enterprise.

We can say that between increasing the intensity and productivity of labor, it is worth giving preference to the second option. In this case, it becomes possible to reduce the cost indicator, and, consequently, to increase the net profit.

Main factors

Researchers identify the following indicators of labor intensity:

• The intensity factor is the product of the share of one and the occupancy rate of the active share.
• The rate coefficient is calculated as the ratio of the operation time, determined by the standard, to the actual duration by timing.
• The employment rate is determined by dividing the time actually spent on work by the duration of the work shift, as well as the standard coefficient, the value of which depends on the industry.
• The severity coefficient (some sources use the concept of the specific severity of labor) is the ratio of the integral indicator to the number 480 (this is the maximum possible duration of a shift in minutes).

These indicators should be regularly calculated in any enterprise in order to continuously monitor compliance with regulations, as well as to take timely action in case of deviations.

Determining factors

An increase in labor intensity is one of the conditions that determines productivity growth. This is because, with more effort, the worker is able to deliver more finished products in the same amount of time. Nevertheless, these concepts cannot be identified, because, unlike productivity, intensity is not able to affect cost reduction.

Labor intensity factors can be described as follows:

• Physiological characteristics, which include gender, age, health status, and other individual characteristics.
• The technology and organization of production, the equipment used, as well as the degree of debugging of the process.
• Socio-economic factors such as wages, living standards, education, etc.

We can say that the intensity of labor depends on a wide range of factors. Of course, the main ones are physiological, which determine the ability to perform a particular activity. Also, the implementation of abilities is largely influenced by the technological features of the production process. Well, and, of course, only those employees who are satisfied with their social status can show good results.

The main problems of labor intensity

The high labor intensity of workers is the goal of many business leaders. Nevertheless, there are some problems and specific features that are typical for all industries:

• The intensity of labor should be attributed to the economic category, since it is determined by the amount of labor expended in a certain unit of time.
• Intensity can also be attributed to the physiological category, because labor involves the release of heat energy, which occurs during the process of physical, mental or emotional activity.
• A close relationship of the above categories is noted, which significantly complicates the accounting and regulation of this issue.

Labor intensity is a rather complex indicator that belongs to several categories at once.

Labor intensity groups

Labor intensity is defined as the cost of labor for a certain period of time. The assessment and regulation of this indicator largely depends on the category of work performed. In this regard, the following groups of labor intensity are distinguished:

• Employees engaged in work activities that do not require any physical effort (or they are insignificant). We are talking about mental work, as well as work associated with serious nervous and emotional stress. Presumably, such work is sedentary.
• Light physical labor that does not require serious efforts and stress, or is mechanized. This can be the work of medical workers, people employed in some branches of light industry, the service sector, and others.
• Work that, despite full or partial automation, requires significant physical stress. These are people working on industrial machines, shop workers in catering services, agricultural workers, and so on.
• Medium or heavy work is the work of miners, metallurgists, large transport drivers, and so on.

It should be noted that the labor intensity of workers of different groups and categories cannot be compared without the use of appropriate equalizing factors, given the different nature and nature of the indicators.

Labor intensity classification

Labor intensity can be classified according to the following criteria.

• According to the subject:
  • individual (for each employee separately);
  • cumulative (estimated across the entire staff list);
  • total employee (average);
  • an employee of the national economy or service sector.
• According to the object:
  • labor intensity of workers during preparatory work;
  • during the main production process;
  • the intensity of labor of workers employed in the final stage of production.
• According to the character:
  • normative intensity established at the legislative level;
  • optimal, calculated taking into account the characteristics of production and physiological characteristics of a person;
  • planned, laid down in the relevant documents for the future period;
  • actual labor intensity;
  • socially necessary, which ensures the optimal level of production.
• According to the time factor:
  • in a minute;
  • in an hour;
  • per day;
  • during the week;
  • per month;
  • in a year.
• According to the production level:
  • at an individual workplace;
  • at the work site;
  • at the workshop level;
  • in general for the enterprise;
  • within a specific industry;
  • general indicator of the national economy.

conclusions

Labor intensity is a category that demonstrates the use of labor in a specific unit of time. It is not only about the physical aspect, but also about mental or moral stress. The normal value of the indicator is characterized by the full use of all human resources with the optimal organization of the work process. In this case, harm to the physical or emotional health of employees is unacceptable.

Concerns about an increase in the intensity of labor will inevitably lead to an increase in productivity, because each individual worker or their group ultimately produces a greater amount of products for a specific period of time. However, these concepts are not identical. Increasing productivity implies the introduction of advanced technologies that minimize human participation in the production process. Due to this, the cost price decreases and the profit increases. The main difference between these concepts is that in the first case, in contrast to the second, the employer is obliged to increase wages.

At the legislative level, such a practice as an additional payment for labor intensity is provided. To establish its size, as well as the procedure for payment, a special certification commission is created, which determines the list of positions and professions subject to bonuses. The amount of the supplement can be up to half the average monthly salary.

In accordance with the specifics of the work performed, different types of intensity are distinguished. First of all, they single out workers who are engaged exclusively in mental work, which does not involve stress or is accompanied by minor physical exertion. Further we are talking about light physical labor, as well as partially automated processes. Hard physical work is characterized by the highest intensity.

The intensity of workers' labor must be constantly assessed both by the managers of the enterprise and by the inspection bodies. This is necessary in order to respect the rights of workers, as well as adhere to the standards. So, the coefficient of intensity, pace, employment, severity and other indicators is calculated.

The decrease in labor intensity can be caused by a number of reasons. This can be both unsatisfactory working conditions and insufficient material incentives. In any case, this leads to a decrease or freeze in production volumes (or even the refusal of employees to fulfill their obligations). Thus, the employer is interested in stimulating workers by one method or another to increase the rate of labor intensity.

Questions of determining the intensity of labor and ensuring, on the basis of its indicators, equally stressed norms of labor costs for the production of a unit of output are central in the practice of rationing.

A lot of research by specialists in various scientific disciplines - political economy, physiology and sociology, economics, organization and labor rationing - has been devoted to the problem of labor intensity.

However, until now there has been confusion in the original concepts. "Labor intensity", there is no single point of view on its essence, methods for assessing indicators and their measurement.

At the same time, the problems of labor intensity are relevant at the present time.

On based on the study and analysis of the theory of labor intensity researchers have come to various conclusions, the essence of which boils down to the following:

— labor intensity is determined by the amount of labor spent per unit of time, and, therefore, is an economic category;

—labor intensity there is the degree of expenditure of labor power as human energy (heat for basic metabolism, for performing statistical and dynamic work, neuro-mental activity, overcoming unfavorable working conditions) in the process of productive labor per unit of working time, and, therefore, is a physiological category;

— intensity level labor, on the one hand, largely determines its productivity, being its factor, on the other, it depends on the methods and rate of expenditure of labor (energy) in the labor process, which indicates a close relationship between the economic and physiological categories of labor intensity.

The intensity of labor is associated with such concepts as individual and socially necessary labor time, the value of the goods, etc .; working capacity and fatigue, the severity of work, etc .; labor intensity and norms of time, pace of work, etc. Consequently, the problem of labor intensity occurs both when solving issues of ensuring high production efficiency, normal reproduction of labor, etc., and issues related to the organization, rationing, payment and improvement working conditions.

In modern conditions, a special role is assigned to the assessment of the intensity of labor in the establishment and substantiation of labor standards for all categories of workers. Until now, many developments have been controversial, and the resolved issues have not received practical application.

In the domestic practice of labor rationing, the prevailing principle was the establishment of the time required to perform a certain amount of work (functions). In this case, the level of labor intensity was formed automatically as a result of the interaction of existing technical, organizational, economic, social and psychophysiological factors of a given production. The organizer of the labor process did not control the intensity of labor, which resulted in fluctuations in the levels of intensity of norms, the emergence of "profitable" and "unprofitable" jobs for the employee, serious shortcomings in wages, etc.

Science and practice have developed the following Main factors to assess the intensity of labor.

Temporal characteristics of the use of working time (the degree of employment of an employee during working hours or "density of working hours"), defined as the coefficients of employment (workload) by active work in operational or piece time, with multi-station service - in cycle time, in a shift fund of working time. This approach makes it possible to measure the intensity of labor not only in terms of the use of working time by the amount of breaks in the work process, but also on the basis of an analysis of the structure of the employee's employment, i.e. by assessing the tension of the current labor costs. At the same time, the employment rate in active work essentially characterizes the extensive labor factor. This circumstance indicates the need for the simultaneous use of other indicators for a more objective assessment of the intensity of labor.

Labor rate, those. the speed of performing labor operations or the frequency of labor movements and actions per unit of time. This is an indicator of the intensity of a specific labor and it is recommended to measure its value by conducting timekeeping, filming the labor process and its elements, or other types of research. The indicator of the pace of work, expressed in absolute units (values), are the microelement standards for the time of labor movements. This is the minimum time of labor movements of an average worker in the main labor process, performed without damage to health for a long period of time. The amount of time does not depend on the characteristics of the technological process and equipment, on external conditions and circumstances. To assess the rate, it is recommended to use the standard rate of work provided by the domestic basic system of microelement time standards. This pace of work is adequate to the speed of the basic trace element "reach out" with a low degree of control at a distance of 40 cm at a speed of 93 cm / sec. To substantiate it, psychophysiological studies were carried out, with the help of which the fatigue of workers in production conditions was assessed. The basic system of microelement standards is based on the normative intensity of labor.

An integral indicator characterizing the psychophysiological, sanitary and hygienic, aesthetic, social and psychological working conditions, as well as the mode of work and rest, is severity of work , the indicator of the severity of labor is applicable to both the assessment of physical and mental labor.

In accordance with the medical and physiological classification developed by the Research Institute of Labor, all work by severity can be divided into six categories.

TO first category severity refers to work performed in conditions close to physiological comfort. At the same time, physical and neuro-emotional loads fully correspond to the physiological capabilities of a person.

Work of the fourth category of severity is characterized by some pre-pathological phenomena and a significant decrease in working capacity, deterioration in the accuracy and speed of habitual work movements, and an increase in the number and severity of industrial injuries.

When performing work sixth category severity, pathological changes are noted soon after the start of work, are acute and persistent.

When designing work processes in order to ensure the optimal intensity of labor during their implementation, it is necessary to provide working conditions that form the severity of work not higher than the second category. The third category of the severity of labor is permissible provided that special regimes of work and rest are created.

In accordance with the methodology of the Research Institute of Labor, all factors of working conditions are evaluated in points from 1 / optimal conditions / to 6 / most difficult conditions /. The first category of severity corresponds to 1 point, 2 categories -2 , etc. To determine the points, reference tables are provided in the methodology. / See recommended literature /.

Research Institute of Labor has shown that for any number of factors, the integral assessment of the 1st category of severity corresponds to the total number of points no more than 18; 2nd-19-23; 3rd - 34-45; 4th - 46-53; 5th 54-59 and 6th 59.1-60.

An indicator of the intensity of labor can be the size "Labor zones»The employee, i.e. the number of simultaneously serviced production facilities and labor actions carried out in multi-station and multi-unit services, combining professions and functions, etc.

First group methods is associated with the assessment of physical and neuro-mental efforts, the degree of fatigue, energy costs in various positions, types of work, labor actions, operations, by periods of work, etc. Methods usually characterize the severity of the work. Calorimetric method, based on the methods of measuring the body's energy costs in the process of labor activity, accepted in labor physiology, has certain advantages for assessing the level of labor intensity, comparing its actual and standard values. However, the method does not provide accurate data on the expenditure of vital forces (employee fatigue) during the work process, where statistical loads prevail, as well as during mentally and emotionally stressful work.

Second group methods provide for an integral assessment of the rate of work, the study of generalized characteristics of working capacity during the work shift, the study of indicators of fatigue.

Of interest is the integral method for assessing fatigue, which allows us to establish a complex of fatigue common for all works, based on the characteristics of the state of the nervous system, stability (mobility), excitability and strength. Based on this method, a method for setting the time for rest has been developed, according to which physical activity, nervous tension, working posture, movement in space, monotony of work, its pace, meteorological conditions, lighting, noise and other elements of working conditions are taken into account.

To obtain information about the degree, manifestations and factors of industrial fatigue, the assessment by employees of the degree of tension in the norms of labor costs, labor intensity, etc., methods of sociological surveys can be recommended. At the same time, it is necessary to comply with the rules for collecting and processing information developed by science and sufficient representativeness of the objects of study (survey).

At present, as mentioned above, assessment of the pace of work.

Level assessment the intensity of labor in terms of the pace of work is expedient and effective in relation to work associated mainly with physical labor, and with moderate expenditure of physical and mental strength.

The third group of methods is based on an assessment of the results of work through observations, measurements, calculations and analysis of economic indicators. At the same time, the calculation results are suitable, as a rule, with clearly expressed dynamic work, which reduces the level of coverage of various types of labor, and also makes it difficult to determine the normal level of labor intensity.

TO fourth group studies of the structure of the labor process in terms of movements and actions. The main methods of obtaining information are observations, measurements, calculations. The main advantage of the method lies in the ability to determine the quantitative influence of several factors.

Methods for aggregating several indicators deserve attention, the main idea of ​​which is an integral assessment of the extensive use of working time and energy consumption of workers.

Of interest is the indicator, which is the product of three coefficients: the employment of workers in operational work, the level of productive expenditures of working time and the level of labor.

The assessment of the level of labor intensity by the density of the use of working time is based on two assumptions: the value of labor costs is identical to its duration; socially normal intensity of labor is determined by the rational use of the established working time (working day, week, etc.).

However, this method allows you to obtain only a relative assessment of the intensity of labor, since the effectively used working time can be characterized by varying degrees of stress in the labor force. Consequently, the application of the method is possible under the assumption of the normal stress of the labor force in certain periods of productive time.

This is primarily due to the interdependence of the categories of productivity and labor intensity.

Labor productivity measured by the ratio of production in physical or value terms to costs (T) in units of labor. The intensity of specific labor (IT) is expressed by the ratio of labor costs to the time of its use (Рв). Thus, in the scale of significant periods of time and production areas, the inverse relationship between productivity and labor intensity is natural, which must be taken into account in the practice of operational rationing.

The problem of determining the level of fatigue, the severity of work and overall performance, i.e. the ability to perform work with a certain intensity of work during the established working hours, many studies, methods, recommendations, etc. are devoted to it.

The problem of labor intensity is directly related to the justification of labor costs in their establishment, implementation and application in production.

In the economic literature, there are concepts: labor intensity (an indicator of the energy consumption of the human body in the labor process) and "intensity of labor costs" (an indicator of the use of working time).

The issues of determining the optimal level of tension in the norms of labor costs and ensuring their equal tension should take an important place in the normative research work on labor at enterprises of any organizational and legal form of management - state, government, joint-stock, small, etc.

The tension of the norm - a relative value, since the absolute value of the norms in itself cannot characterize the level of its intensity. To determine it, it is necessary to have a comparable value, those criteria of the degree of optimal tension of a particular rate of labor costs. There are different opinions regarding the criterion of the tension of norms, which must be taken into account in specific conditions.

The methodological approach, which has received the greatest application in the domestic practice of labor rationing, is as follows.

The criterion for the tension of norms is the time required to perform work in the given organizational and technical conditions, the indicator of tension is the ratio of the required time to the established norm (Vn: Well).

The optimal intensity of norms is achieved provided it is established at the level of necessary costs, i.e. if Int: Well = 1.0. This is true at the moment of setting the rules. However, clarification is required if we consider this ratio in dynamics. The more deviations from the given ratio in any direction, the lower the quality of the norms, the greater the range of their intensity (hence, the intensity of labor). Only those deviations that are within the established accuracy of the norms are considered acceptable, i.e. permissible error in their calculation.

The complexity of this approach to solving the problem lies in determining the essence and methods of establishing the required time.

According to the authors, the required time can also be considered as socially necessary time, taking into account the same factors in relation to a different level. If the socially necessary time, according to the scientific definition, "is the labor time that is required for the production of any use value under the available socially normal conditions of production and with the average level of skill and intensity of labor in a given society," then the necessary time is the time that is determined by the existing conditions of a given enterprise, namely, the organization of production and labor, the level of technical equipment of labor, the composition of the labor force (qualification, age, etc.).

It should be borne in mind that the value of the required time is influenced not by the individual qualities of an individual employee, but by the composition of a given team, and the required time is determined not by the average actual skill and intensity of labor, but by the degree that can be achieved with a given composition of workers.

Establishing norms at the level of the required expenditure of working time, i.e. optimally strained norms, it is true, as noted, at the time of their calculation. In the future, the norms are being introduced and applied for quite a long time. Meanwhile, the required time is characterized by mobility, its continuous reduction, which leads, accordingly, to a reduction in the ratio Bn: Well. Consequently, from the moment the norms are introduced, a process of gradual decrease in the level of their tension takes place. This necessitates their systematic revision to bring them in line with the changed required time. The condition for maintaining the optimal intensity of the norm is its revision at the moment when the gap between the norm and the required time goes beyond the 5% limit, i.e. as soon as the level of tension falls below 0.95.

The actual time spent by individual workers may deviate from the required time due to differences in individual labor productivity.

The relationship between the required time and the established one, as well as between the necessary and the actual, allows one to determine the possible level of fulfillment of the optimally stressed norms, since it is a derivative of them. This dependence is expressed by the formula:

Kvn = Well / f = Vn / f: Vn / Well

or in percentage terms

Kvn = Well / f * 100 = (Vn / f: Vn / Well) * 100

Thus, the level of compliance with the norms is directly proportional to the ratio between the required and actual time and is inversely proportional to the ratio between the required time and the nom, i.e. the level of tension of norms.

O labor intensity assessment when normalizing it, it can be carried out in the following main directions:

— juxtaposition the actual and socially necessary intensity of labor in specific production conditions;

— establishment norms of time, service, number, taking into account the optimal labor intensity for the given conditions;

— comparison the intensity of work of various groups of workers, depending on the profession, sex, age, qualifications, conditions and organization of work;

— definition the influence of organizational and technical factors on labor intensity;

— establishment the level and dynamics of labor intensity depending on the volume of production, labor productivity and other economic indicators.

Common and generally accepted ways the solution of these problems does not exist up to the present time either in domestic or foreign theory and practice of labor rationing.

Other approaches are proposed for assessing the intensity of norms in existing production.

So, it is recommended to determine the indicator of the intensity of the norm of time on the basis of comparing the actual time spent with the current norm for performing the same work in appropriate conditions. The proposed methodological approach ensures the equality of the actual expenditure of working time and comprehensively substantiated norms of time for the same work, established by the methods of rationing. As a result, it is possible to achieve an equal intensity of the current norms of time.

The practical implementation of this method presupposes the further use of existing developments and normative materials, as well as the improvement of the labor rate setting method and the improvement of the formulation of accounting for the fulfillment of production rates.

Based on the analysis of average data on the degree of fulfillment of production standards by workers (Pw in%), calculated according to the actual hours worked (using time-keeping observations or by calculation), it is proposed to determine the coefficient of intensity of norms with an acceptable accuracy using the formula: Kn = 100: Pv

The use of the method of comparing the actual consumption of time and comprehensively substantiated norms to determine the intensity of norms is simple and reliable to ensure the uniform intensity of the norms, but it also presupposes the use of standardization methods at all stages of their development and the corresponding methods for assessing their intensity.

Two main directions of substantiation of labor norms of equal tension are proposed. At the stage of development of norms - the use of the calculation and analytical method of rationing and unified initial labor standards. At the stage of implementation and management of the level of tension in the norms, an analytical and research method is used, and in this way the level of actual expenditures of working time corresponds to the required one.

Achieving equal tensions in norms is relevant, but also difficult problem. To solve it, you need:

— normative - methodical rationing labor of the personnel of the enterprise (organization);

— high qualification labor specialists;

— the possibility of an integrated design of design technology, organization of labor and production;

— economic and social interest workers of all categories in high quality labor standards.

In our opinion, the provisions considered above, as well as the recommended literature, can be applied taking into account the specifics of the formulation and solution of problems in modern conditions at each enterprise (organization).

• · Study and assessment of the provision of the enterprise and its structural divisions with labor resources in general, as well as by category and profession;
• · Determination and study of indicators of staff turnover;
• · Identification of reserves of labor resources, their fuller and more efficient use.

• · Provision of the enterprise with labor resources;
• · Characteristics of the movement of labor;
• · Social security of the members of the labor collective;
• · Use of the fund of working time;
• · Labor productivity;
• · Personnel profitability;
• · Labor intensity of products;
• · Analysis of the payroll;
• · Analysis of the effectiveness of the use of the payroll.

There are different opinions about the indicators characterizing the efficiency of the use of labor resources. One of them is that of all indicators of the efficiency of the use of labor resources, the most generalizing is labor productivity. This is a very important and capacious indicator in the economy in general. Labor productivity is also one of the most important indicators of economic efficiency. Labor productivity is the production of products per worker per unit of time or labor costs for the production of a unit of output. The most important indicators of labor productivity include the following:

• - Production of products per unit of time by one worker.
• - Labor intensity of products.

These are generally accepted indicators of labor productivity in the national economy and industry. In certain industries, industry-specific indicators are used.

As a rule, the increase in production or work in entrepreneurial structures is ensured with the same or less number of employees. This makes it necessary to study the reserves of better use of labor resources. One of these reserves is to ensure the normal intensity of labor. As you know, the intensity of labor is characterized by the amount of labor costs per unit of time. K. Marx that the growing intensity of labor presupposes a more precise expenditure of labor during the same period of time. A more intensive working day is therefore embodied in more products than a less intensive working day of the same length. However, per unit of time, a person cannot immensely strain his strength and waste energy, since the amount of energy expended is limited by physiological capabilities. The intensity of labor should be normal for the worker from the point of view of his own development. This means, as K. Marx noted, that the worker should be able to work tomorrow with the same normal state of strength, health and freshness as today, and strain the labor force to the extent that it does not harm the normal duration of its existence. Ensuring normal labor intensity is of great economic and social importance not only in areas with low labor intensity, but also in areas with increased labor intensity. And in fact, and in another case, an improvement in the economic indicators of production is achieved. Raising the intensity of labor to a normal level allows you to get more products per unit of time or perform a large amount of work. At the same time, the indicator of labor productivity increases, the use of fixed assets is improved, and the turnover of working capital is accelerated. All this leads to a decrease in the cost of production, an increase in the profitability of production, an improvement in the final results, and, consequently, the competitiveness of the entrepreneurial structure.

As you know, a person improves, develops his physical and spiritual strength both in the process of work and outside of work time. However, the fundamental principle of harmonious human development is labor. How a person spends his free time largely depends on the degree of use of working time. Normal daily work load contributes to the improvement of a person's physical and mental abilities, strengthening his health, increasing efficiency, and causes a feeling of satisfaction with work. It allows you to use your free time with maximum efficiency, which, in turn, is an important condition for highly productive work. Satisfaction with work, its conditions and content plays an increasing role in increasing production efficiency and quality of work. With the growth of the organizational and technical level of production and the qualifications of personnel, the improvement of working conditions, and the rise in the standard of living of the working people, the possibilities for more intense and efficient work increase. Consequently, the level of normal labor intensity, being constant at each specific moment, tends to increase. Together with the normal intensity of labor, there is its actual level. Differences in the levels of normal and actual labor intensity represent the reserves of its normalization. In this regard, it is of paramount importance to study the issues of assessing and analyzing the existing level of labor intensity, identifying and using the reserves of its normalization. Research can be carried out at different levels: workplaces, sites, workshops, enterprises, industry as a whole. The most complete picture of the magnitude of the reserves for increasing output due to normalization is provided by a study of the intensity of labor at workplaces, it can be obtained by analyzing the corresponding indicators of workers performing the same work. The reserves of the site can be judged by the comparative indicators of the intensity of labor of its workers. Of considerable interest is the assessment of the intensity of labor of workers in a shop and an enterprise as a whole. Due to the normalization of the level of labor intensity, there are significant reserves for increasing the volume of production.

Ensuring normal labor intensity is impossible without determining its current level. Thus, the problem arises of measuring the intensity of labor.

There are a number of methods for assessing labor intensity, which can be summarized in the following three groups:

• - biological methods;
• - social methods;
• - economic methods.

Biological methods are based on the use of labor costs, which are directly related to the characteristics of a working human body. The essence of the application of sociological methods comes down to obtaining information about the degree of employee fatigue and his performance through questioning, questioning, and interviewing. At the same time, the reasons are identified that cause the worker's production fatigue and affect his performance. The information obtained is grouped and processed in order to quantify the degree of industrial fatigue and restore working capacity.

Economic methods for measuring labor intensity allow one to assess its level in terms of the achieved result. They are of considerable interest, since they make it possible to identify the reserves of reading economic indicators based on the normalization of the level of labor intensity. It should also be noted their simplicity and availability, less laboriousness in comparison with psychophysiological methods. At the same time, the use of economic methods is associated with a certain measure of approximation, since, using them, one can get only an indirect idea of ​​the state of working capacity of workers and the onset of fatigue. For example, studies of the hourly output of workers in a number of industries have confirmed that these indicators change throughout the working day, and in the phase of entry into work, they are usually lower than during the period of stable working capacity. One of the forms of growth in the intensity of labor is, as noted by K. Marx, an increase in the rate of work. The pace is measured in the number of products, operations or labor movements in any short, almost indivisible period of time, for example, a minute. The pace of work can also be judged through the reciprocal, calculating the time required for an employee to manufacture a part or to carry out certain labor actions. When using pace indicators to measure and analyze labor intensity, it is difficult to define a “normal,” “reference,” or optimal pace. In certain cases, to characterize the intensity of labor, you can use the indicator of the value of piecework wages or the fulfillment of production standards. For example, when comparing the level of labor intensity of workers performing the same work, one can use indicators of the fulfillment of production norms, since a higher percentage of fulfillment of norms in this case also indicates a high level of labor intensity. However, when comparing the intensity of labor of workers employed in different jobs, a mandatory requirement for the application of this indicator is equal intensity of norms. The proposals of a number of researchers on the possibility of using indicators of the use of working time to assess the intensity of labor deserve attention. There are proposals for assessing labor intensity using a system of indicators. In our opinion, it is impossible to measure the level of labor intensity by any one indicator, therefore, it is reasonable to focus on the use of integral indicators or their system when assessing. The system of such indicators can include:

• · Productive use of working time;
• · The level of piecework wages;
• · Pace of work;
• · Structure of labor;
• The level of efficiency, etc.

The role of the indicator of the use of working time, which characterizes the level of labor intensity, is increasing in connection with technical progress. The very control of technology, work with the help of equipment requires a certain voltage from the worker, and this tension is maintained during the entire operation of the machines.

The level of labor intensity of workers in enterprises is formed under the influence of a large number of factors. Numerous factors affecting the level of labor intensity can be grouped into two groups:

• - internal;
• - external.

As a rule, internal factors include factors of a technical order, organization of production and labor, labor stimulation; the composition of the workforce; social microclimate. Insufficient or excessive workload does not allow the worker to experience a sense of job satisfaction, does not create conditions for the disclosure and enrichment of his physical and intellectual strength. The level of labor intensity of an individual worker is greatly influenced by his qualifications, length of service, education, gender, and age. Thus, qualifications, educational level, sufficient knowledge and abilities are one of the factors ensuring a normal level of labor intensity. Here it is necessary to note the importance of ensuring a normal level of labor intensity and social climate in the team, since it can determine the degree of satisfaction with work, the desire to work hard and a number of other positive emotions.

External factors include factors affecting workers outside of working hours. These factors have an impact on the restoration of working capacity of workers in the period between two working days, during weekly rest and regular vacations. These factors include the standard of living, the level of income not only of the employee himself, but also of his family, the provision of housing, the level of health care, etc.

When studying the issue of determining the level of labor intensity, one cannot fail to mention the need to use labor rationing. At first glance, it may seem that in the conditions of market relations there is no place for labor rationing in entrepreneurial structures. But this is not true, since its absence deprives the relationship between the employer and employees of an objective basis and gives wages the character of giving. Since labor for remuneration in the form of wages is, first of all, an assessment of actual labor costs and labor results from the standpoint of their compliance with the norms, neglect of them can lead to a decrease in the level of labor organization, labor productivity, intensity, and, accordingly, to a drop in the level of production. generally.

Improving the efficiency of labor resources management is an important condition for increasing the efficiency of managing the business structure as a whole. At the same time, the effectiveness of human resources management should be fully characterized by a system of interrelated indicators, the calculation of which is based on uniform methodological principles and takes into account their comparability and proportionality in relation to various production conditions. Increasing the efficiency of labor resources management as a factor in increasing the competitiveness of entrepreneurial structures requires them to realize and the need to analyze economic activities. The main tasks of the analysis of the effective use of labor resources are:

• a) study and assessment of the provision of the enterprise and its structural divisions with labor resources in general, as well as by category and profession;
• b) determination and study of indicators of staff turnover;
• c) identification of reserves of labor resources, their fuller and more efficient use.

When conducting a comprehensive analysis of the use of labor resources, the following indicators are considered:

• 1) provision of the enterprise with labor resources;
• 2) characteristics of the movement of labor;
• 3) social security of the members of the labor collective;
• 4) use of the fund of working time;
• 5) labor productivity;
• 6) personnel profitability;
• 7) the complexity of the product;
• 8) analysis of the payroll;
• 9) analysis of the effectiveness of the use of the payroll. Labor productivity is also one of the most important indicators of economic efficiency. Labor productivity is the production of products per worker per unit of time or labor costs for the production of a unit of output. The most important indicators of labor productivity include the following:
• 1. Development of products per unit of time by one worker.
• 2. The labor intensity of products is of paramount importance to study the assessment and analysis of the existing level of labor intensity, to identify and use the reserves of its normalization. Research can be carried out at different levels: workplaces, sites, workshops, enterprises, industry as a whole. Ensuring normal labor intensity is impossible without determining its current level. Thus, the problem arises of measuring the intensity of labor. There are a number of methods for assessing labor intensity, which can be summarized in the following three groups:
  • a) biological methods;
  • b) social methods;
  • c) economic methods.

worker labor productivity

Depending on the accepted initial indicators of accounting for productive labor costs in modern production, the following economic methods for assessing the intensity of labor of workers can be used.

• 1. The method of determining the employment rate in the process of productive labor. In the general case, this coefficient of the relative intensity of labor can be calculated by the formula K = T3 / Tn, (6.32) where Kz is the coefficient of the worker's employment; T3 is the actual productive time spent; Тн - standard duration of working time. Taking into account the accepted scale of measuring the costs of working time, the coefficients of the relative intensity of labor can be calculated: active employment in operational time, operational employment in piece time, employment in a cycle of a production line, employment in a multi-station service cycle, total employment (load) per shift, etc.
• 2. The method of calculating labor costs per unit of working time. It can be used to assess the level of relative labor intensity when performing operations based on the ratio of actual labor costs to the necessary ones or their inverse relationship. With an acceptable accuracy of calculations for the amount of necessary labor costs, scientifically grounded norms of time, production, maintenance, number, controllability, etc. can be taken. The coefficient of labor intensity when using, for example, the time norms can be expressed by
• 3. The method of establishing the pace or speed of labor actions, which characterizes the level of both absolute and relative labor intensity when performing manual operations. The labor intensity factor is determined by the ratio of the actual indicators of the rate or speed of labor actions to the standard or reference values:

Ki = Tf / Tn

where Tf is the actual pace of work; Тн - standard pace of work

• 4. The method for determining the amount of performed mechanical work, which characterizes the level of productive expenditure of labor, human energy per unit of time in the implementation of mainly physical labor. The volume of actually performed mechanical work per unit of time, which determines the level of absolute labor intensity, is calculated by the formula: Comparing the actual and normative (permissible) indicators of dynamic work implemented in the process of productive labor, it is possible to calculate the coefficient of relative labor intensity: Normative indicators of physical dynamic load for healthy men of fully working age (from 20 to 50 years) are installed up to 42,000 kgm per shift with a load on the shoulder girdle and up to 83,000 - on the body. For women and men over 50, the permissible standards for external mechanical work are taken in the amount of 35 to 50% of the given values. Currently, the norms of permissible loads for women are set within 10 kg when lifting and moving heavy weights up to twice every 1 hour, and with constant work with a load during a work shift - up to 7 kg. The amount of permissible dynamic work performed during each working hour of the shift should not exceed 1750 kgm for women when moving the load along the working surface, and when lifting the load from the floor - 875 kgm
• 5. The method of calculating the level of consumption of labor, human energy in the process of productive labor, characterizing the amount of energy consumption of a person per unit of working time. Using this method, the absolute intensity can be calculated when performing physically difficult work, taking into account the complex effect on its level of factors such as the mass of objects, labor effort, labor rate, speed of labor movements, structure of techniques, as well as energy consumption for performing static and nervous - mental activity.

• · The efficiency of the employee's work, the labor of the management apparatus, its individual bodies and subdivisions;
• · The effectiveness of the system and the management process itself.

Determining the effectiveness of management in entrepreneurial structures can be carried out in the following main areas:

• · Analysis and assessment of organizational and technical measures to improve management;
• · Determination of the overall effect created by the worker;
• · Establishing the share of the effect of the control system in the overall effect;
• · Determination and assessment of the performance of functional units.

When moving from one direction to another, the efficiency of management increases. A comprehensive set of management efficiency criteria is formed taking into account two directions for assessing its functioning:

• - according to the degree of compliance of the achieved results with the established goals of the production and economic organization;
• - according to the degree of compliance of the system functioning process with the objective requirements for its content, organization and results.

The criterion of efficiency when comparing various options for the organizational structure is the possibility of the most complete and sustainable achievement of the ultimate goals of the management system at relatively lower costs for its operation. In this regard, the assessment of the effectiveness of human resources management is necessary to determine the attainability of the goals facing the entrepreneurial structure. In this regard, the task of entrepreneurial structures is to organize work in such a way that it meets the needs of employees to the maximum extent, allows them to intensify their work and increase its efficiency, which ensures the achievement of increased competitiveness at the lowest cost.

The parameter of labor intensity is an important indicator used to increase labor efficiency both at a single enterprise and on the scale of the country's economy.

Determination of labor intensity

Labor intensity is the degree of certain labor pressure on workers. Labor intensity is measured in the amount of work performed by one subordinate in a certain period of time.

Simply put, the intensity of labor is the amount of effort that an employee has spent to complete the assigned production task for the available working time.

The intensity of labor depends on many different factors. Among them are the following:

• Material encouragement of labor. That is, which the employee receives for his work;
• The quality of the organization of labor at the enterprise. A very important parameter necessary for the maximum intensity of the work of subordinates and their less tension;
• Rationing of the working day. An important role in this case is played by the break time, since the work intensity of a rested worker increases;
• Sanitary and hygienic conditions at the workplace. Motivation to work very much depends on the comfortable conditions in which you have to work;
• Social relations between employees. The psychological climate in the team is very important for increasing the intensity;
• Employee responsibility. Subjective factor. depending exclusively on the staffing unit;
• Qualification of workers. An experienced skilled worker knows how to get more results with less effort;
• General living conditions. The intensity of the subject's work is reflected in how much he rests, how he eats, as well as the state of his health.

Many factors depend on the management of the enterprise, and not on the workers themselves. So the boss can influence the intensity of work, not only by rewarding and sanctioning subordinates, but also by improving conditions in the workplace.

Key indicators for assessing labor intensity

There are several important indicators on which the intensity of labor depends:

Each of these indicators is determined by the conditions characteristic of production (technical, that is, the provision of a business entity with serviceable machines and equipment involved in production, the quality of labor organization, the socio-economic situation of workers).

If we talk about what is most important for increasing the intensity of labor, then these are:

1. Mechanization of production. Fully mechanized and automated production demonstrates the greatest intensity results. The use of the latest technologies and machines will significantly increase the result of the efforts made by the workers.
2. Length of the working day. As discussed earlier, tired workers are low intensity workers. Therefore, the constant turnover of workers will increase productivity even within one shift.
3. Work and rest mode. Correctly selected and balanced work and rest regime will increase the intensity of work. If workers do not overwork or, on the contrary, waste their work time, the speed and quality of their work will increase significantly.

The formula for calculating the intensity of labor

In order not to be mistaken when calculating the intensity of labor according to the standard formula, it is necessary to conduct a thorough analysis of the quantity of products produced. To do this, first of all, you need to determine the period for which the intensity of labor will be determined (most often, 12 months). The most accurate will be the results of a general analysis of the products produced by a group of employees who are engaged in the same work and have the same qualifications.

For the calculation, it is required to determine the total number of products released in 12 months, and then divide the resulting value by the number of working hours during which it was manufactured. Thus, the intensity of work of one employee per one hour of working time is determined. This indicator will be equal to one, which corresponds to the normal intensity of labor.

The formula itself looks like this:

I = P /t

In this formula, "P" means the products that were produced at the enterprise for the period ("t"), which was taken to calculate the intensity ("I").

Example:

The reporting period is 12 months, that is, 365 days. During this time, 2482 tons of products were produced. Labor intensity will be: 2482/365 = 6.8

Measurement of labor intensity

Depending on how intensive and hard the worker's work is, six groups of labor intensity can be distinguished:

Only the first three groups are considered acceptable. With regard to groups four to six, special measures should be provided to assist workers and improve their performance, as well as protective equipment.

Labor intensity surcharge

At many enterprises, as a reward for particularly intensive work, employees are paid a supplement of up to 50% of their wages. It is paid only to those employees who occupy positions associated with increased workload.

In addition to the position, the professional merits of the employee also become the basis for calculating the additional payment. To whom, for what and for how long to establish the additional payment, the employer decides independently.

The conditions for receiving additional payments are usually prescribed in the collective agreement of the enterprise. It also establishes a list of professions for which the allowance can be assigned.