Justification of the need to develop labor standards. Management: The concept of standards and norms, Coursework. The essence and functions of labor regulation
It is generally accepted that labor organization projects and the corresponding standards must be selected taking into account a complex of technical, economic, psychophysiological, and social factors.
Until recently, in labor standardization the greatest attention was paid to technical factors, which are the parameters of the technological process, equipment, tools, devices, technical requirements for product quality. Technical factors usually also include the characteristics of the equipment maintenance system and workplaces taken into account in the standards. Sometimes these characteristics are classified into a group of organizational factors.
TO economic factors These include characteristics of production volume, costs of various types of resources, productivity indicators, the state of markets for goods and resources, possibilities for expanding production, obtaining loans, tax rates, etc.
Under psychophysiological factors understand the indicators that characterize the impact of the labor process on the body of workers: their energy expenditure, the degree of fatigue, etc.
TO social factors include the content of work, its diversity, the presence of creative elements in it, the nature of relationships in work collectives, etc.
In order to identify the essence of the processes of complex justification of labor standards, one should proceed from the fact that the task of justifying norms makes sense only insofar as various variants of the norm itself or the characteristics of the technological and labor processes that define it are objectively possible. Term<обоснование>cannot have any other constructive content other than choosing the best option for what is being justified.
In rationing problems, options may differ, first of all, in the value of the labor standards themselves. So, if the operating time of a machine without the participation of a worker and the time a worker is employed on one machine are not multiples, different options for service standards and numbers for multi-machine workers are possible. As a rule, options for service standards, numbers, controllability, forms of division and cooperation of labor directly follow from the essence of a specific task.
A different situation arises when justifying time norms. The values of these norms are clearly determined by the accepted options for technological and labor processes. Therefore, the validity of the time norm is determined by the validity of each of its components: the main time must correspond to the optimal processing mode, the auxiliary time - to the optimal working methods of the employee, the time for servicing the workplace and the preparatory-final time - to the optimal system for servicing workplaces and the optimal mode of work and rest. If the time standard is established as a result of optimization of the corresponding elements of the technological and labor processes, then it can be called optimal. Strictly speaking, only such a time standard can be considered fully justified.
Consequently, the justification for labor standards is the choice of the optimal value of labor and technological process standards. The choice of the best version of labor standards is based on optimality criterion. This is an indicator that, as a result of solving a problem, takes on an extreme value (minimum or maximum). The system of restrictions accompanying the optimality criterion can be divided into four groups.
Determines the necessary production results (production program).
Characterizes sanitary and hygienic, psychophysiological, social and legal conditions.
Characterizes the technological process modes that ensure the specified product quality and normal functioning of the equipment.
Determines the organizational and technical conditions of production, including the volume of available production resources: the number of units of equipment, the number of workers in different groups, inventories of labor items at various stages of production.
In the process of constructing a system of restrictions, data from technical, biological, economic and other sciences are used. The system of restrictions determines the range of acceptable values of labor standards and options for its organization.
In most practical problems of labor regulation, the main and often the only criterion is the minimum total costs (costs of living and embodied labor).
Work organization options can be acceptable And optimal.
Acceptable- these are options for organizing labor in which the restrictions for all four groups are met.
Optimal are options that achieve the minimum total costs necessary to obtain a given production result.
Thus, the task of justifying labor standards is to find a labor standard and a variant of its organization in which all the necessary restrictions are observed and a minimum cost is achieved for a given volume of output.
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Introduction
1. Contents of work on labor standardization
2. Types of labor standards
Conclusion
List of sources and literature used
Introduction
The relevance of the research topic is determined by the fact that Russia entered the third millennium in conditions of a noticeable economic revival, having overcome the most acute consequences of the financial and economic crisis of 1998. But the global economic crisis of 2008-2009 occurred. And despite the decline in interest in the problems of labor regulation over the last decade, enterprises need to use those significant domestic and foreign theoretical developments, as well as the extensive practical experience accumulated in this area, to survive in difficult economic conditions.
Research work in the field of labor regulation is one of the most important areas of activity of the Labor Research Institute. Science-based labor standards mean, first of all, their optimality and rationality both from the point of view of the economic function (function of managing the organization’s activities) and social (taking into account the psychophysiological capabilities of a person). The efforts of the leading specialists of the Labor Research Institute are aimed at improving existing ones and developing new methods of labor standardization that take into account the indicated factors.
The introduction of practical recommendations for improving the theory and practice of labor regulation, improving the management system will significantly increase the efficiency of the functioning of manufacturing enterprises and will ensure their stable position in the conditions of fierce competition and the modern global crisis.
The work of improving labor standards rests with managers and employers, because they are interested in the rational use of labor. At the same time, the workers themselves are interested in an objective assessment of their work. However, many enterprise managers and economic management bodies have begun to generally reject the advisability of rationing labor in market conditions and are reducing the importance of labor organization and wages. At every fifth industrial enterprise, the network of regulatory research organizations collapsed, the regulatory framework sharply narrowed and, most importantly, its aging occurred; Most enterprises have actually stopped work on revising labor cost standards, as well as on calculating and justifying standards for new products, there are no plans to reduce the labor intensity of manufactured products and they are becoming more expensive due to price inflation, and they do not care about constantly reducing production costs.
Labor rationing is a continuous process. This is confirmed by the experience of foreign countries with developed market economies, in particular the USA, Germany, etc., where labor regulation is traditionally considered as the most important function of intra-company management. The need for labor standardization is caused by the need for constant work to identify reserves for reducing production costs and developing, on their basis, production schedules and equipment loading, and solving problems of humanization of labor.
Due to the rational organization of production and labor, it is possible to double the volume of industrial production without additional capital investments.
An assessment of the current state of labor regulation also indicates the unsatisfactory provision of enterprises and educational institutions with scientific, methodological and practical aids and regulatory materials.
The purpose of this work is to study the features of labor regulation as one of the main directions of the scientific organization of labor.
The most important element of the organization of labor, including wages, is rationing - the establishment of reasonable costs and results of labor of individual workers or groups of workers when manufacturing products or performing work under certain organizational and technical conditions.
Labor standards are necessary when developing various plans and programs, determining the need for equipment and labor, calculating production capacity, improving technological processes, rationalizing the organizational structure of the enterprise, and organizing wages.
The essence of technical standardization is to determine the maximum permissible duration of all elements of each operation and establish time standards based on these estimates.
The object of labor standardization is the employee’s activity when performing a production operation that is part of the production process. The operation is considered as the main element of the division of labor in production, and therefore the main object of rationing. Analysis of a production operation involves dividing it into successively decreasing elements: a set of techniques, individual techniques, labor actions and movements.
A set of techniques is understood as a part of an operation consisting of techniques united by a specific purpose. A technique is a completed action of a worker that has a certain particular meaning. If a worker constantly performs the same operation of short duration, to design the time norm, each technique is divided into labor actions, representing a set of labor movements. Labor movement is understood as part of the technique, which consists of the worker touching an object, moving it once, etc.
The main functions of labor standardization are distribution by work, scientific organization of labor and production, production planning, assessment of the work activities of individual workers and teams, which serves as the basis for moral and material encouragement and dissemination of best practices.
Labor rationing includes:
study and analysis of working conditions and production capabilities at each workplace;
study and analysis of production experience to eliminate shortcomings, identify reserves and reflect best practices in labor standards;
designing a rational composition, method and sequence of performing elements of the labor process, taking into account technical, organizational, economic, physiological and social factors;
establishment and implementation of labor standards; systematic analysis of the implementation of labor standards and revision of outdated standards.
The main tasks of labor standardization are to justify the necessary and sufficient amount of working time spent per unit of production in specific conditions; design sustainable work practices; systematically analyze the implementation of labor standards to reveal production reserves; constantly analyze the implementation of labor standards to reveal production reserves; constantly study, generalize and disseminate production experience, revise labor cost standards as working conditions change. Solving these problems will make it easier for workers, increase labor productivity and increase production volume.
Labor regulation is the basis of the scientific organization of labor. Using the methods used in labor standardization, losses and unproductive costs of working time are identified. By studying labor movements, the most economical, productive and least tiring methods of work are developed. This contributes to increased labor productivity. Further improvement of labor organization is impossible without improving its standardization.
Also, labor regulation is the basis for organizing wages. The establishment of labor standards aims to guarantee society a certain labor productivity and the employee a certain level of wages. Based on the fulfillment of labor standards, the work activity of each employee is assessed and his work is paid. Without rationing of labor, the implementation of the economic law of distribution according to labor is impossible.
Labor rationing is an important means of organizing production. Organization of production is management of the process of production of material goods, i.e. establishing interaction between labor and means of production to achieve maximum economic effect in specific conditions. Through the organization of labor, the influence of labor rationing on the organization of production is manifested.
Scientifically based labor standards make it possible to evaluate the results of the labor activity of each employee, each team and compare their results. It is only through comparison that the leaders and the laggards are identified.
Scientifically based labor standards, correctly reflecting specific conditions, ensure increased labor productivity. If labor standards are too low, they can give rise to complacency or pessimism, which negatively affects productivity results; if labor standards are too high, they are unfulfillable. In both cases, labor productivity growth will be slowed down. Thus, all changes in the organization of labor and production, technology and work technology are reflected primarily in labor standards. And the level of labor standards is an indicator of the level of organization of production and labor at the enterprise.
Labor rationing is the basis of labor planning. For long-term, current and operational planning, a whole system of standards is used: standards for material consumption, fuel energy, standards for machine productivity, standards for working time. Thus, labor standards play an important role in the system of standards used in enterprise planning.
Drawing up a labor plan and establishing labor costs in accordance with the volume of production is impossible without scientifically based labor standards. The greater independence of enterprises in matters of labor planning increases the interest of teams in the implementation of scientifically based labor standards.
Labor standards should be based on the following principles:
Scientific validity of labor standards;
Equal intensity of labor standards for identical jobs in identical conditions;
Preservation of the main productive force of society - workers;
Participation of workers in establishing labor standards.
The labor standard acts not only as the amount of necessary working time, but also as an expression of the labor responsibilities of each participant in production.
2. Types of labor standards
The task of standardization is to develop various types of labor standards that differ in a number of characteristics. The labor standard is understood as an established measure of labor costs for producing a unit of product (work, service) or producing a product (work, service) per unit of time, performing a given amount of work (products, services) or servicing means of production in certain organizational and technical conditions.
By type, the norms are divided as follows:
Standard time - the amount of working time in man-hours (man-minutes) required to produce a unit of product (work, service) by one worker or group of workers of appropriate qualifications in certain organizational and technical production conditions;
Production rate - the volume of products (work, services) in natural units of measurement (tons, meters, pieces, etc.), which must be completed per unit of time (hour, shift, day, month, etc.) by one worker or group of workers appropriate qualifications in certain organizational and technical conditions;
Service standard - the number of units of equipment, production space and other production units (workplaces, etc.) that must be serviced by one employee or group of employees in certain organizational and technical conditions;
Standard service time - the amount of working time required to service a unit of equipment, production areas and other production units (workplaces, etc.) by one employee or group of employees in certain organizational and technical conditions;
The headcount rate is the established number of workers of a certain professional qualification required to perform a certain amount of work or to maintain certain facilities - equipment, production areas, workplaces;
Standardized task - an established volume and composition of work performed by one employee or group of employees for a given period of time (hour, shift, day, month) under certain organizational and technical conditions;
Labor standards are the initial values used to establish various labor standards for work of a given type.
The degree of enlargement varies:
Differentiated standards are established on the basis of standards that take into account the technological features of individual operations; are also calculated for individual elements of operations that are repeated irregularly and therefore are not included in the production rate;
Integrated standards are not differentiated according to the technological features of operations;
Complex standards are established for a set of operations or types of work performed by one employee at different workplaces or by a team of workers, subject to the division of responsibilities between team members.
The method of justification differs:
Technically sound standards are established on the basis of studying and analyzing the content, sequence and methods of performing individual operating techniques with the best mode of operation of the equipment, the fullest use of working time using the best methods of labor organization;
Experimental-statistical standards are established on the basis of the personal experience of standardizers, technologists, craftsmen, as well as reporting and statistical data; such standards are established temporarily for the period of development of technically sound standards or for the period of development of new equipment, technology, and products.
The validity period varies:
Temporary standards are established for the period of development of new equipment, technology or new types of products, after which permanent standards are established;
Permanent standards are established for sustainable production for a long period until the organizational and technical working conditions change, for example, increasing the technical equipment of production, improving the organization of production and labor, etc.
The scope of application differs:
Unified standards - are established taking into account the advanced level of technology and labor organization and are approved centrally for processes and operations with standard technology; such norms are mandatory for all enterprises, regardless of their organizational and legal form and departmental subordination;
Standard standards are established taking into account organizational and technical conditions that are rational for a given type of production in a centralized manner for operations performed at enterprises with a high organizational and technical level of production. Such standards are recommended as a standard for those enterprises where operating conditions have not yet reached the level for which the standard standards are designed;
Local standards are established at a separate enterprise for operations for which there are no unified or standard standards or when the organizational and technical conditions of the work allow the establishment of a higher standard than the unified or standard standard.
rationing labor production productivity
Conclusion
So, labor rationing is the establishment of a measure of labor costs for producing a unit of product or performing a given amount of work, taking into account a certain (designed or actual) organization of labor.
Labor rationing includes:
Production rate - the number of units of production per unit of time;
Standard time is the time required to produce a unit of product.
The most important tasks of labor standardization are the consistent improvement of the organization of labor and production, reducing the labor intensity of products, strengthening the material interest of workers in increasing production efficiency, and maintaining economically sound relationships between the growth of labor productivity and wages.
At enterprises (associations), labor standards are designed to ensure:
Identification of reserves for increasing labor productivity at each workplace by improving equipment and technology, tools and devices;
Establishment of technical standards for individual parts of the production process in accordance with the conditions of its implementation, modern and systematic revision of these standards in connection with changes in production and technical conditions, improvement of qualifications and skills of workers;
Improving labor standardization methods in order to increase the objectivity of standards, their technical, economic and psychophysiological validity;
Accounting for individual and collective labor results;
Dissemination and consolidation of best practices;
Expansion of the scope of labor standards to all categories of workers.
In the process of labor standardization, unnecessary labor techniques and movements are identified and eliminated, unproductive and tedious ones are replaced with more rational ones; opportunities are being sought to combine individual elements of a production operation; Technically sound standards for labor costs are being developed and implemented, which helps to increase productivity and the efficiency of using means of production.
Labor rationing promotes the rational placement of enterprise workers and their correct use of working time, and has an impact on improving the organization of labor and production. The developed standards are used in drawing up plans for the enterprise and its divisions, resolving issues of division and cooperation of labor, determining the required amount of equipment and the number of employees. The validity of the standards significantly contributes to the correct determination of wages, the material interest of workers, and the implementation of the principle of payment for labor according to its quantity and quality.
List of sources and literature used
1. Labor Code of the Russian Federation dated December 30, 2001, No. 197-FZ.
2. Belokrylova O.S., Mikhalkina E.V. Labor economics: Lecture notes. - Rostov n/d: Phoenix, 2002. - 224 p.
3. Bychin V.B., Malinin S.V. Labor rationing: Textbook / Ed. SOUTH. Odegova. - M.: Publishing house "Exam", 2002. - 320 p.
4. Bychin V.B., Malinin S.V., Shubenkova E.V. Organization and regulation of labor: Textbook for universities / Ed. SOUTH. Odegova. - M.: Publishing house "Exam", 2005. - 464 p.
5. Volgina N.A. Remuneration: production, social sphere, public service (Analysis, problems, solutions) / N.A. Volgin. - M.: Publishing house "Exam", 2003. - 224 p.
6. Genkin B.M. Economics and sociology of labor. - M.: Publishing house NORMA, 2001. - 448 p.
7. Mazmanova B.G. Payroll management: Proc. allowance. - M.: Finance and Statistics, 2001. - 368 p.
8. Labor rationing: Textbook / B.M. Genkin, P.F. Petrochenko, M.I. Bukhalkov et al. - M.: Economics, 1985. - 272 p.
8. Rofe A.I. Scientific organization of labor: Textbook. - M.: Publishing house "MIK", 1998. - 320 p.
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Topic 6. Labor standards
- The concept of measures and labor standards
- Scientific justification of labor standards
- Types of labor standards
- Classification of labor standards
The concept of measures and labor standards
Labor standardization is the basis for the correct organization of labor and wages, the link between the assessment of labor results and its payment. Therefore, labor regulation has important economic and social significance in the context of increasing production efficiency. Its essence, goals, functions and methods at the present stage are determined by the specifics of market relations.
Objectively, there are two forms of labor costs: working time costs and labor costs. Accordingly, it is possible to determine the norms for the expenditure of working time and the norms for the expenditure of energy of workers.
The socially necessary costs of working time, which develop under market conditions, characterize measure of labor. In other words, the measure of labor reflects the value of market costs and expresses the costs of abstract labor.
Labor standards are a specific expression of the measure of labor at each enterprise. Labor standards, as it were, sum up the technical and organizational decisions in production; they record the achieved level of technical, technological and organizational excellence in the enterprise and establish the measure of labor for these conditions.
Labor standards are a necessary element of labor and production planning: with the help of labor standards, the labor intensity of the production program is calculated, the required number of personnel and its structure in the enterprise are determined.
At the same time, labor standards are an integral part of the organization of remuneration, since with their help the price is established - the amount of earnings for performing a unit of work.
Therefore, any enterprise is interested in reducing labor standards for producing a unit of product (performing work), which makes it possible to reduce production costs.
Scientific justification of labor standards
The amount of working time spent is influenced by a number of factors - organizational, technical, economic, psychophysiological and social, which should not be taken into account in isolation, but in conjunction.
There may be several options for organizing labor to carry out the labor process and, therefore, the values of labor cost norms may also be different.
When choosing the best option, a number of requirements must be taken into account:
When optimizing equipment operating modes, the most productive modes are determined with technical limitations (power of machines, tool life, properties of the workpiece being processed, etc.);
When optimizing work techniques and movements, a method of performing them is chosen in which both the time and the amount of load on the performer’s body would be minimal.
During the standardization process, optimal proportions are achieved in the placement of the organization’s personnel in space and time, therefore labor standards include technical, psychophysiological, social, and economic justification.
Technical justification standards presupposes taking into account the technical, technological and organizational capabilities of production.
Psychophysiological rationale involves choosing a work option taking into account reducing the impact of unfavorable factors on the human body and introducing rational work and rest regimes.
Social justification standards provide for ensuring meaningful work and increasing interest in work.
Economic justification makes it possible to choose an effective work option, taking into account equipment productivity, consumption rates of raw materials and supplies, employee workload during a shift, etc.
Thus, the desire to minimize the cost of working time is not the only criterion when calculating standards, since a significant increase in load can lead to the opposite result - a decrease in the performance of the performer.
Target: learn to calculate labor standards (production standards, time standards, service standards, headcount standards).
Handout: Lecture notes, background data.
Brief theoretical information:
Labor rationing is the establishment of the necessary labor costs to perform certain work. The objectives of standardization are:
Study and analysis of working conditions and production capabilities at each workplace;
Study and analysis of production experience to eliminate shortcomings in the workplace;
Establishment and implementation of labor standards, systematic analysis of the implementation of labor standards and revision of outdated standards.
Labor standards for production are developed simultaneously with the technological process. Regulatory materials can be uniform and standard. Uniform – mandatory for all enterprises. Standard - recommended for those enterprises that have not reached the level of work performance for which the standards are designed. Based on their validity period, regulatory materials are divided into permanent, temporary, and one-time. Constants are installed for repeating operations for stable operation. Temporary ones are established for repeating operations for the period of development of new products, after which they are replaced with work that is not provided for in the plan and is of a one-time nature.
In railway transport, technically sound regulatory materials are used. Technically justified are standards established on the basis of a rational technological process for performing work and providing for the most efficient use of means of production and working time. Labor standards can be revised in connection with the improvement of equipment, technology and organizational measures that ensure an increase in labor productivity, as well as in the case of the use of physically and morally outdated equipment. Current standards are subject to mandatory verification when analyzing the quality of standards. If it is recognized that a norm is outdated, it is subject to revision and replacement. The main indicators of the economic efficiency of measures to improve the organization and standardization of labor are the growth of labor productivity and the annual economic effect.
Various standards and norms are used in railway transport:
Consumption of fuel, electricity and spare parts;
Location of cars at the station (transit without processing, transit with processing, local);
Time standards for receiving, departing and passing trains;
It is necessary to distinguish between norm and standard.
The norm is the volume of work task that the employee must complete within the established working hours.
A standard is guidance and reference materials containing initial data and calculated values for establishing labor standards in relation to certain organizational and technical conditions of production.
Labor standards are presented in the form of collections. The main task of technical standardization is to establish, depending on the type and tasks of production:
Standard time;
Production rate;
Standard of service;
Number norm.
The production rate is the amount of product or the amount of work that must be performed by one or a group of performers per unit of time (hour, working day, shift). Determined by the formula:
where T cm is the duration of a unit of time;
N time – standard time.
The time standard is the time in minutes or hours established for the manufacture of one product or the performance of one operation. Determined by the formula:
where T cm is the duration of a shift, working day or other unit of time;
N vyr – production norm.
A service norm is a certain number of objects that an employee must service during a work shift. Determined by the formula:
N obs = N num. ×H cm,
where N number is the rate of number per object;
H cm - number of shifts.
The headcount rate is the number of workers required to complete a task in a specified time. Determined by the formula:
,
where n is the number of objects;
N obs. – standard of service.
Execution order:
Indicate the main types of norms and define each type.
Solve the following problems using brief theoretical information:
Task No. 1.
Determine the rate of production of parts in a shift lasting 480 minutes, if the rate of time for producing one part is known (Table 5.1)
Initial data:
Table 5.1
Task No. 2.
Determine how the production rate will change with a decrease in the time rate (Table 5.2) with a working day of 11 hours, and the time standard for manufacturing one part is 20 minutes.
Initial data:
Table 5.2
|
The amount of time standard reduction by options |
|||||||||
Initial data:
Initial data:
Table 5.4
|
Index | ||||||||||
|
Number of tracks in the marshalling yard | ||||||||||
|
Number of regulators according to the standard |
1 person for 5 paths |
2 people for 7 ways |
3 people for 10 ways |
1 person on 4 tracks |
2 people for 9 ways |
|||||
3.Draw a conclusion about the work done.
Progress:
Brief theoretical information about labor rationing, types of norms and rationing tasks.
Solving problems No. 1-4 (use data from tables 5.4–5.4).
Control questions:
What is labor regulation?
What are the main objectives of rationing?
What are technically sound standards?
What standards are used on railways? transport?
What basic technical norms do you know?
What are the differences between a hole and a standard?
Literature:
Petrov Yu.D., Belkin M.V., Organization of rationing and remuneration in railway transport. M.: Transport, 2000.