Labor rationing: choose a method suitable for your enterprise. Methods of standardization of labor in an organization The analytical method of standardization is based on

Labor rationing is a necessary condition and the most important means of organizing labor and production. In this case, it is necessary to distinguish between the concepts of “norms” and “standards for rationing labor”.

Norm - this is the quantitative size of the maximum allowable consumption of elements of the production process or the minimum required result of using these resources.

Standards for rationing labor - these are the initial values ​​used to calculate the duration of individual work elements under specific organizational and technical production conditions.

So, time standards are set necessary costs time to complete individual elements of technological and labor processes. The objects of development of time standards are elements of labor and technological processes, as well as types (categories) of working time costs.

Under labor standardization method understands the method of research and design of the labor process to establish labor cost standards.

There are two main types of methods for rationing working time costs: total and analytical.

Summary methods which include experimental, experimental-statistical methods and the comparison method, involve the establishment of time standards for the operation as a whole (in total), and not for its component elements. The labor process, as a rule, is not analyzed, the rationality of performing techniques and the time spent on their implementation are not studied. The determination of the norm is based on the use of data from operational and statistical accounting of the actual costs of working time and the experience of norm setters. When using this method, labor standards are established in the following ways: 1) with the experimental (expert) method, standards are determined based on the experience of the standardizer (foreman, technologist, workshop manager), when there is no information about the actual costs of similar work in the past; 2) with the experimental-statistical method, standards are established on the basis of statistical data (based on primary documentation, reports, records) on the average actual labor costs for the same work in past periods; 3) with the comparison (analogy) method, the work subject to standardization is compared with similar work performed previously, for which time standards were determined.

Summary methods do not allow establishing reasonable standards. Nevertheless, under certain conditions these methods have a right to exist. In the case where the costs of carrying out standardization work using analytical methods exceed the effect of the accuracy of calculating standards, experimental statistical standardization is more effective.

Analytical methods which include research, calculation and mathematical-statistical methods, involve the analysis of a specific labor process, dividing it into elements, designing rational modes of operation of equipment and working methods of workers, determining standards for elements of the labor process, taking into account the specifics of specific jobs and production units, establishing norms for surgery.

At research method the labor standard is determined on the basis of a study of the working time required to perform a labor operation by conducting time-keeping observations. To study working time costs you need to:

before conducting time observations, eliminate all shortcomings in the organization of the workplace;

divide the standardized labor operation into elements - techniques and labor movements - and determine fixing points;

establish a rational composition and sequence of execution of elements of a labor operation;

determine the duration of the designed elements of the operation using timing;

The degree of division of the labor operation depends on the degree of accuracy of the established norm. In mass production types, where the greatest accuracy in calculating standards is required, labor operations are divided into labor actions and movement.

At calculation method Labor standards are established on the basis of pre-developed time standards and standards for equipment operating modes. With this method, a labor operation is divided into elements - techniques and labor movements, then the rational content of the elements of the operation and the sequence of their implementation are established, and the composition and structure of the operation as a whole is designed. Time standards for elements of an operation or for the entire operation as a whole are determined on the basis of time standards or calculated according to standards for equipment operating modes. The calculation can be made both according to time standards (microelement, differentiated, aggregated), and according to calculation formulas that establish the dependence of the execution time of individual elements of the operation or the entire operation as a whole on the factors influencing the execution time. The calculation method of establishing standards has in some cases advantages over the research method, since it allows one to determine standards with a given degree of accuracy, while the labor intensity of the calculation is much lower, since time-lapse observations are not required.

The calculation method makes it possible to calculate the time standards before launching a product into production, based on them to evaluate the designed organization of production and labor, and determine the number and structure of personnel.

Mathematical-statistical method involves the establishment of statistical dependencies of time standards on factors influencing the labor intensity of standardized work. The use of this method requires the availability of computer technology, appropriate software, proper training and skill level of the standardizer. If these requirements are met, the method is very effective.

Microelement rationing - This is the standardization of labor using pre-developed microelements of the labor process; it is a very promising direction.

The essence of microelement rationing comes down to the fact that the most complex and diverse labor actions are combinations of simple or primary elements, such as “move”, “take”, “turn”, etc., which are called microelements.

Microelements consist of one or more movements performed continuously. For example, the “move” microelement consists of one movement, the “take” microelement consists of several small movements of the fingers.

Under, microelement refers to an element of the labor process that is inappropriate to further dissect. For the practical implementation of this method, microelement standards are used, which are time values ​​obtained as a result of statistical processing of video and film recording of the labor process. Based on these standards, the most likely time required to complete the microelement is determined for the majority of performers. Microelement rationing allows you to abandon the stopwatch and the need to take into account the pace of work, since the values ​​of the microelement execution time already take it into account.

In domestic practice it has been developed basic micronutrient system (BSM). However, due to a number of circumstances, this system has not become widespread.

In foreign practice, various systems of microelement standards have been used; currently there are more than two hundred of them. Among them are systems MTM- 1, 2, 3, 4, 5, Y; Work – factor; MODARTS;UAS; MTA; AMT; M0ST; M1SRABOUT; MASRABOUT.

The use of microelement time standards requires the availability of appropriate computer equipment, software, and qualified specialists.

Approximate topics of coursework.

Development of the science of production organization in Russia and abroad.

Goals and objectives production activities enterprises.

Ways to increase the competitiveness of an enterprise.

The effectiveness of creating small enterprises, problems of organization and ways to overcome them.

Joint-stock forms of management.

Concentration of production and size of enterprises.

Specialization and cooperation of production.

Combination of production.

Organization of production and economic activities of the enterprise.

Ways to improve the production structure of an enterprise.

Production capacity and analysis of its use.

Methods of organizing production.

Organization of automated production, economic efficiency of automation.

Organizational and technical features of the creation and operation of robotic systems.

Organizational and technical features of the creation and operation of flexible production systems.

Economic efficiency of introducing new technology, rationalization and invention measures.

Economic issues of design and technological preparation of production.

Organization of research, experimental work and their effectiveness.

Product quality, prerequisites and efficiency of its improvement.

Organization technical control and product quality management at the enterprise.

Product certification and application of international experience in product quality management (ISO 9000 series standards).

Organization Maintenance enterprises.

Organization of repair facilities.

Organization of energy management.

Organization of transport facilities.

Organization of warehouse facilities.

Physiological and hygienic requirements and ensuring favorable working conditions.

Labor rationing for employees.

Enterprise personnel, employment, labor productivity.

Organization of wages at the enterprise.

Product cost and the main factors for its reduction.

Production costs, profit and gross income.

Renting, leasing, franchising.

Organization of production management.

Organization and effectiveness of nature conservation and rational use.

Content

To with minimal costs, but with maximum efficiency, a whole system has been created to use the mental potential, physical capabilities, experience and skills of employees. Labor rationing is the process by which an organization determines a plan for the physical or mental costs of an employee in production in order to establish a balanced relationship between the employee’s efforts and their payment.

What is labor rationing?

One of the most important parts of social management labor relations is labor rationing. This concept hides a process during which the physical or mental costs necessary to perform a certain unit of work by teams or individual specialists are analyzed and costs are controlled. The analysis allows us to establish relationships between measures of work and the costs of it. The standards cover main and auxiliary production.

Goals and objectives of standardization

Standardization has several functions and performs more than one task. The functionality of the process includes the following items:

• production planning;
• organization of work process;
• distribution of duties;
• performance assessment individual workers for encouragement.

Rationing is designed to solve several problems. The main one is to ensure the establishment of a scientifically based measure of labor costs for all types of work for each employee involved in production or management. In addition, the process of forming a regulatory balance solves a number of other problems:

• identification and use of reserves for increasing productivity;
• cost reduction finished products;
• improving capacity utilization;
• assessment of the possibilities of saturation of the sales market with competitors.

Types of labor standards

Based on centrally developed standards, an enterprise or company independently formulates its own labor standards - the volume of a work task (for example, the number of parts) that an employee (crew) must complete in a certain time. They are designed to reflect various aspects of work activity. Currently, the main types of functional significance are the following standards:

• time;
• workings;
• service;
• numbers;
• controllability;
• standardized tasks.

Standard time

The working time that is established for an employee (team), taking into account the qualifications and conditions for performing a certain unit of work, is called the standard time. The standardization of working time is measured in man-hours, the calculation of the standard time for performing work is carried out according to the formula: Nvr = Tpz + Top + Brake + Totl + Tpt, in which Nvr is the norm, and the remaining elements are time:

• Тпз – for preparation and completion of work;
• Top – operational;
• Torm – spent on servicing the workplace;
• Total – spent on rest, personal needs;
• TPT – necessary for technological breaks.

Production rate

To solve production problems, it is important to understand what the production rate is. This is an indicator that sets the amount of products that an employee must make per shift or hour. The calculation takes into account the qualifications of the specialist, organizational and technical conditions. This coefficient can be calculated using different formulas; Nvir = Tcm/Nvr is often used, in which:

• Nvir – production rate;
• Tsm - time fund;
• NVR is the norm of time.

Standard of service

Another important indicator is the maintenance rate, which determines the number of objects requiring maintenance in a given time. An example would be the number of machines that an operator must set up during a work shift. A subtype of such a norm is the controllability norm, which is applied to leadership positions. Calculation of the service rate is carried out using the formula Nob = Td/1rev, where:

• Nob – standard of service;
• Тд – actual working time fund;
• 1ob – set time for servicing 1 piece of equipment.

Labor regulation in legislation

Labor Code establishes basic requirements for the regulation of labor activity. The document contains a section “Payment and labor standards”, in which there is a section “Labor standards”. The Decree of the Government of the Russian Federation “On the rules for the development and approval of standard labor standards” dated November 11, 2002 reveals the essence of the article. Additionally, a number of documents regulating this issue are used, these include the following:

• recommendations of the State Committee for Construction of the Russian Federation on labor standards;
• order of the Ministry of Construction of the Russian Federation for workers of bathing and laundry facilities, funeral services, and hotel workers;
• order of the Ministry of Culture for library employees;
• recommendations of the Ministry of Agriculture for veterinary specialists.

Labor standardization methods

To a decisive extent, the accuracy of the established value of working time costs depends on the chosen method for determining the norm. This concept hides a set of techniques for studying and analyzing work processes, measuring labor and time costs, identifying standard-forming factors, and so on. An accurate study will give an indicator of the rate of labor input, which is necessary and sufficient. All methods are divided into 2 groups: analytical and summary. In Germany, 7 methods were developed:

• timing;
• calculation of process time;
• method of multi-moment observations;
• method of comparison and evaluation;
• survey;
• time setpoint systems;
• planned time method.

Total

When the determination of the required time is carried out as a whole, without analyzing the labor process, standard-setting factors, or modeling the effective structure of the labor process, we are talking about a summary methodology. Rationing of work using the summary method has three types:

• experienced – used personal experience specialists involved in the field of regulation;
• static – data obtained from statistical data;
• comparative (by analogy) – information obtained from a similar field with established standards is compared with the work in question.

Analytical

If it is necessary to increase productivity and labor efficiency, the analytical method is used. Its essence lies in the fact that the establishment of norms is carried out on the basis of a comprehensive analysis of the actually existing process. As a result, the optimal methods for performing each part of the work activity are selected. It is customary to distinguish the division of this technique into several varieties:

• experimental-analytical – study of the labor process in natural production conditions;
• calculation and analytical - establishing indicators according to standards for the operating mode of machines, time standards for certain operations;
• use of standard standards.

Rationing and remuneration

Research shows that within the same industry, productivity can vary by 2-3 times. The key factor influencing the achieved results is wages as the main element of employee stimulation. Organization of remuneration at any enterprise involves the development of:

• forms, systems of remuneration for labor activities;
• salary systems;
• parameters for calculating bonus payments.

The state apparatus influences the regulation of wages. The main factor is the establishment of a minimum wage. Payment requirements are also regulated in cases where the standards have not been met. If failure to comply is the employer’s fault, then the employee must receive an amount equal to the average wages or more. If the employee is at fault, the salary is calculated based on the actual amount of work performed. If the reasons do not depend on the employee or employer, then the employee is guaranteed payment of at least 2/3 of the salary.

Forms and systems of remuneration at the enterprise

For each enterprise, the choice of form and payment for workers is of great importance. Depending on the quality, quantity and results of labor, in interaction with rationing and tariff systems, the procedure for calculating earnings is determined. Remuneration is the most important element in motivating, attracting and retaining employees in an enterprise. In practice, two cost accounting systems are used: tariff and organizational and technical, each of which uses meters: work time and quantity of manufactured products.

Determination of official salaries

For managers, specialists and employees, a salary system is used. In accordance with the position held, it is established official salary per month. Each enterprise has a list of positions and salaries corresponding to them. Salary differentiation may depend on qualifications, degree, rank and other characteristics. The remuneration of managers is stipulated in employment contract and is called contractual.

Such a payment system may provide bonus payments for exceeding quantitative or qualitative indicators. The legislation provides for a number of mandatory compensation allowances and surcharges:

• for work in the evening and at night;
• for work on holidays and weekends;
• minor workers;
• for the traveling nature of the work.

Development of a procedure for calculating incentive payments and bonuses

To encourage employees, many enterprises use incentive payments. A bonus is a payment given to an employee for achieving a certain result, for performing duties in excess of the basic salary. A bonus system is developed by representatives of the labor and salary department and the employee development service, and then it is approved by management. The provision on bonuses is fixed as an independent act or annex to collective agreements.

The employer has the right to independently develop the procedure for calculating incentive bonuses. Although the system may be individual for each case, it should include the following points:

• types and frequency of bonuses and payments for personnel;
• performance results that qualify for a bonus;
• circle of persons who apply for bonuses;
• indicators on which the availability and size of the premium depends;
• rules for calculating payments;
• conditions of depreciation.

Who is responsible for standardizing labor at an enterprise?

For large enterprises, a whole staff of employees is involved in calculating standardization, and for a small organization, the work of only one person (HR officer) may be involved; sometimes the introduction of a freelance specialist is required. Standardization or process organization engineers (standardizers) have knowledge of industry and intersectoral standards, know the materials used to organize labor standardization in a certain sequence, and other subtleties necessary to solve the assigned problems.

Study and analysis of working time costs

Standardization specialists study workplaces in order to determine the possibility of increasing labor efficiency by improving quality or quantity. Using standardization techniques, they formulate labor standards for specific positions or work categories. As a result of the professional’s activities, it is possible to eliminate wasted time, determine optimal work methods, build a structure of operations and sequence of actions, identify the reasons for non-fulfillment or significant over-fulfillment of standards to optimize production.

Development, replacement and revision of labor standards

When introducing new or improving old equipment, technologies that reduce labor intensity and workload, there is a need to revise the accepted rules. The reason for recalculation of standards cannot be achievements high level production of products by individual performers using new techniques, technologies or improvement of workplaces on personal initiative. The process of formalizing changes corresponds to the procedure for introducing standards in an organization for the first time.

The term “labor rationing” for many of us inevitably evokes associations with a planned economy and huge, “sluggish” machine-building enterprises. However, one should not assume that labor rationing is a relic of the Soviet past; it still remains one of the most important tools for managing production costs in terms of regulating their “mobile” component associated with remuneration of personnel.

Crisis phenomena in the economy only increase the need for rationing. Absolutely all enterprises are joining the race to minimize costs, wanting not only to stay afloat, but also to rise to the top. new level of your development, using everything competitive advantages, which suddenly appear in difficult times.

The expansion of the scope of applied labor standardization is demonstrated not only by domestic, but also by foreign experience, extending to both material production and the non-production sector. Experts consider it advisable to standardize labor even when the number of employees in a given organization exceeds fifty people. In other words, the area “subject to” rationing is almost limitless, and it is simply irrational to neglect it, especially in a situation of instability.

Labor regulation must be considered in at least two aspects:

1. firstly, as an area of ​​activity at the micro level, having an economic, engineering and social orientation;
2. secondly, as an orderly set of special means and methods designed to correctly determine the measure of labor, which serves for an objective assessment of the achieved efficiency and the corresponding amount of remuneration for the labor involved.

Labor standards include:

• ready-made (previously developed) standards,
• regulatory materials (professionals often use the term “standards”),
• measurement and subsequent analysis tools labor processes(including modern computer equipment and special software).

When talking about methods of labor standardization, we mean specific technologies for establishing and using standards for practical purposes.

The essence of regulation and types of norms

Labor rationing- this is the process of determining the measure of labor, in other words - the cost of working time (WW) for any work carried out in given organizational and technical conditions. The required measure is called the labor norm.

Labor standards are of great interest, as they allow us to plan, take into account, and analyze labor costs, which are part of production costs.

The rules apply everywhere:

• used for main and auxiliary production;
• it makes sense to standardize manual, machine-manual, and machine processes (including conveyor production);
• for any type of production - from piece to large-scale and mass production;
• for all categories of personnel - from workers to managers.

The measure of labor costs can be expressed in different ways: in time, volume indicators, the number of performers or serviced objects.

The time standard is the required time spent on completing a unit of work by a performer or a group of them. Example: the standard time for assembling one vacuum circuit breaker by a team of assemblers is 2 hours.

Its inverse value is the production rate. This is the number of units of work that needs to be completed in a certain period of time (work shift, hour, etc.). So, the same team of assemblers must assemble 4 switches per shift.

The service rate shows how many objects the performer/performers need to service per unit of time. An equipment adjuster needs to retool 7 machines during a work shift.

Conversely, the headcount standard determines how many workers are required to perform a given amount of work or service a particular facility per unit of time. The standard number of employees in the laboratory of the milk receiving area is 4 people per shift.

The standard of control reflects the number of employees who must be directly subordinate to one manager. Sometimes this norm is called the norm for the number of subordinates. The norm for the number of subordinates of the tool department master is 35 people.

The maintenance time norm is another norm; it reflects the time spent on servicing one object. Moreover, it can be not only production equipment, but also a client of an insurance company, a bank, or a buyer in a store. The standard time for servicing a visitor at the MFC is 15 minutes.

Often in a non-professional environment there is confusion about the concepts of “norm” and “norm”. Despite their apparent similarity, there are strict differences between them:

• standards are scientifically based, centrally developed indicators of labor costs; they are a kind of model for enterprises to independently develop their own standards;
• standards can be used many times over a long period, but the standard is established for a specific job and is subject to replacement in the event of organizational and technical changes.

Labor standardization methods

Labor regulation is a separate branch of labor science, which has its own tools and methodology.

All methods of labor standardization are divided into two groups: summary and analytical.

Summary does not imply the division of the operation into its component elements; the labor process is not analyzed and the rationality of performing techniques is not assessed. In this case, the determination of the norm occurs with the help of operational and statistical data from the operational and statistical accounting of the air pollution, occurring in fact. The influence of the “human factor” is great: a lot depends on the competence of the standardizer.

Analytical methods provide for a deep analysis of the labor process, breaking it down into parts, constructing rational methods of work for performers and operating modes of equipment. The specifics of production and specific jobs are always taken into account.

The analytical group includes the following methods: research, calculation and mathematical-statistical.

The research method involves the analysis of work time based on data collected during time-keeping observations, as well as taking photographs of working time.

Timing is a method of studying time-lapse techniques in which measurements of repeatedly repeated elements of operations (machine-manual and manual) are taken. The purpose of timing is to establish the main and auxiliary time or ZRV as a whole into individual work practices. Timing is used both directly for standardization and for checking standards established by calculation. Observations can be continuous or selective.

Time photography helps to study all time spent during a shift or part of it. The method is used to identify losses of working time and find out their causes, as well as develop ways to eliminate them. Photography is also partially used to standardize the number of employees. Photos of working hours can be individual, team, group; can be carried out by an outside observer or by the employee himself (self-photography).

A special method is the method of momentary observations; it makes it possible to estimate the value of the reserve value without directly measuring it. The method is based on probability theory. Continuous recording of time is not required; the number of moments is recorded during the observation process. The method is convenient because it allows you to cover a lot of objects at the same time.

The main goal of labor standardization at the enterprise- creating the necessary conditions for maximum effective use production and labor potential, increasing the competitiveness of products and improving market positions by reducing labor costs, using the best world experience and actively introducing the latest achievements of science, technology and technology in production.

Labor standardization at the enterprise level is designed to solve the following main tasks:

• ensure rational planning of labor costs and its results;
• establish optimal relationships between the number of units of available production equipment and the number of various categories of workers employed on it and serving it;
• develop rules and procedures regulating the labor process and work activities within the framework of of this enterprise generally.

Labor rationing system- this is a set of strategic measures to organize and manage the process of labor standardization at an enterprise. This should include:

• selection of methodological approaches to standardization for various works and categories of personnel;
• the procedure for assessing standards for their quality, as well as determining the procedure for their revision and replacement;
• ensuring the necessary document flow for standardization purposes.

All of the above is necessary for labor regulation to be effective and to rationalize the use of resources and reduce costs.

Managers are interested in constantly improving the qualitative assessment of norms. A qualitative norm is a norm that is justified, progressive, intense, taking into account the characteristics of workplaces and the intensity of labor processes.

When is it permissible to recognize the standardization of labor at an enterprise as perfect? Only when it covers the vast majority of labor processes and categories of personnel, and the standards are developed and implemented promptly and revised in a timely manner.

Functions of standardization at the enterprise:

1. The planning function is expressed in creating a set of necessary conditions, maintaining the harmonious development and effective interaction of all departments, services, and production units of the company, taking into account the requirements of the law of supply and demand. The labor standards in force in an organization represent the basic basis for the process of planning the main indicators of its activities and are widely used at all stages of business to justify current and long-term work plans. The importance of the planning function today is much higher compared to previous periods, since mandatory requirement modern economy - the use of the most advanced system of evaluation indicators, designed to promote constant growth in labor productivity and the most efficient consumption of all types of resources;
2. The organizational function of rationing makes it possible to establish optimal relationships between isolated elements, individual links in the production chain, as well as coordinate the material and intangible resources available to the company in time and space. Labor standards make it possible to create and continuously maintain in working order a single production system, composed of means, objects of labor and labor applied to them. It is on the basis of labor standards at the enterprise that personnel placement is carried out, processes for improving the structure and optimizing the number of personnel are implemented;
3. The economic function of rationing is influenced by the objective laws of the economy operating at a certain point in time, and originates in the very mechanism of market relations, which determines the amount of labor costs, the features of the distribution of its products, and their exchange in the existing market. Performing an economic function labor standards are designed to stimulate labor productivity and coordinate its growth according to the law of saving time; in addition, they should also act as one of the main criteria for evaluation economic efficiency newly created equipment and technology, as well as progressive models of production organization. During the rationing process, it is important to find and give preference to the most economical option for consuming production resources, which can ensure the minimization of total costs. Modern labor standards are also expected to ensure a more stringent impact of the market mechanism on the growth of work efficiency, improving its quality, due to the fact that these standards are the most convenient tool for comparing labor costs with its results and ensuring that each business entity receives a normal level of profit;
4. the technical function is expressed in ensuring the interconnection and interdependence of equipment, technology, and production organization in accordance with the achieved level of their development and on the conditions of stimulating their further improvement;
5. The management function allows us to achieve a coordinated, most clear interaction of all elements and links of the production chain. If we consider the labor standard in relation to a given workplace, then we can say with confidence that it shapes production behavior, that is, it not only determines the time spent on operations and individual actions, but also describes the algorithm for their implementation. The wider the level of labor organization under consideration (a separate unit, the enterprise as a whole), the more obvious the manifestation of the management function becomes and the wider the boundaries of its influence, which ultimately determine the operational management of all production processes;
6. the social function must be considered in the context of designing labor processes, ensuring and maintaining labor safety, stimulating the growth of its content and attractiveness for people, ultimately leading to increased satisfaction of the performer with working conditions and its results;
7. The legal function of standardization allows us to establish on a legitimate basis the responsibilities of workers, regulate the procedure for interaction between performers and managers, ensure the resolution of conflicts that arise within the labor field, and control labor and production discipline.

Summarizing all of the above, we can conclude the following: the functions of rationing at an enterprise in the conditions of a modern economic model form a highly organized and strictly ordered system of relations between employers and employees, defining as broadly as possible the main tasks facing labor rationing at the present time.

Prospects for outsourcing rationing

It is necessary to understand that labor standardization is not a one-time event, but a type of activity. What its scope will be is influenced by several factors: the scale and type of production, the characteristics of the products produced, the strategic and operational goals and objectives of the enterprise. Do not forget about the personnel issue - only specialists competent in this field should standardize work.

IN Lately, trying to manage the organization as efficiently as possible, the owners strive to move all non-core business processes outside the enterprise, freeing up resources for the main one. economic activity. We have already become accustomed not only to the cleaning of our premises by employees of cleaning companies and the transportation of our goods by logistics companies, but also to IT outsourcing, accounting operations, personnel records management, providing legal support by employees of third-party companies.

Is outsourcing advisable in labor regulation? This issue requires separate consideration for each enterprise. If the scale of the business does not require the daily titanic work of a standardizer and his constant presence at his workplace (and these are the majority of cases), then the advantages of out-of-service services are obvious. Firstly, the cost of this function is reduced by saving on the salary fund, including by reducing the tax burden. Secondly, less risks“downtime” due to employee illness and other similar reasons. Thirdly, a third-party specialist is easier to control (in fact, this is the task of a supervisor from his company) and easier to replace if any problems arise. That is, a specialist responsible for regulating labor at an enterprise is guaranteed to be a professional in his field.

The expansion of outsourcing development is often hampered by the fear of top managers of leaking information, although it is possible to protect corporate secrets by signing an additional non-disclosure agreement with the company providing the outsourcing service.

Are only business owners interested in labor standards?

In modern realities, labor standardization is a management tool that can and should help the stable development of an organization.

All processes in the economy are interdependent and interconnected. The importance of the economic factor in the development of labor relations during a crisis period increases. Business owners want to get maximum profits with minimum costs. This forces them to strive to make do with the smallest staff and rationally use existing labor resources, save working time and eliminate its losses by any possible means, while in no case should the quality of the products/services provided deteriorate.

Modern managers prefer to regulate the number of employees competently: the most effective, valuable employees who perform their functions efficiently and approach their work responsibly will remain on staff. The labor price of such specialists will inevitably rise in the market, even despite the difficult economic situation.

The workers themselves also aim to use their time most efficiently, while it is important for them to work in safe production, under normal conditions and with acceptable intensity.

As a result, it turns out that high-quality, “correct”, scientifically justified labor regulation is something in which all parties to labor relations are equally interested.

DEFINITION

Labor rationing- this is a necessary condition and the most important means of organizing production and labor. Norm represents the quantitative size of the maximum allowable consumption for process elements or the minimum required result of using certain resources.

Standards labor standards include initial values ​​that are used when calculating the duration of the corresponding work under certain organizational and technical production conditions. For example, time standards are able to establish the necessary time spent on performing individual elements of a technology or work process. The object of development of time standards is represented by elements of labor and technological process, including types and categories of working time costs.

Labor standardization methods

Labor standardization methods are ways of researching and designing labor processes in order to set cost and labor standards. There are two main methods of labor standardization: summary and analytical

The summary method includes the experimental, experimental-statistical and comparison methods. Summary methods are characterized by setting time standards for the operation as a whole. In this case, there is no analysis of the labor process, the rationality of performing techniques and the time spent on their implementation are not considered. Here, the determination of standards is based on the use of statistical accounting data on actual working hours.

The summary method involves setting labor standards in the following ways: the experimental or expert method, the experimental statistical method, the method of comparison or analogy.

Analytical methods of labor standardization

Analytical methods of labor standardization include calculation, research, as well as mathematical and statistical methods.

Analytical methods divide the labor process into elements. At the same time, the design of a rational mode of operation of equipment and working methods of workers is carried out, standards are determined in accordance with the elements of the labor process, taking into account the specifics of the corresponding workplaces and production units. Analytical methods establish a standard for each operation.

Research Methods

Research methods for rationing labor are determined on the basis of studying the costs of working time that are necessary to perform a labor operation. These studies are carried out by time-based observations, before conducting which all shortcomings in the organization of workplaces are eliminated. Next, the standardized labor operation is divided into elements, with the definition of fixation of different points. Specialists establish the composition and sequence of execution of the elements of a labor operation, determining the duration of the designed elements of the operation using timing.

At the end of the calculations, labor standards and elements of the operation are determined. After the operation as a whole, experimental verification is carried out.

Calculation methods

Calculated methods of labor standardization establish labor standards based on initially developed time standards and equipment operating modes. In this case, the labor operation is divided into several stages, including techniques and labor movements. Next, the rational content of the elements of operations is established, as well as the sequence of their implementation.

Subsequently, the composition and structure of the operation as a whole is designed. Time standards for elements of an operation can be determined on the basis of time standards or calculated in accordance with standards for equipment operating modes. The calculation is made both according to time standards and according to calculation formulas that establish the dependence of the execution time of individual elements of an operation or the entire operation as a whole on factors affecting the execution time.

Mathematical-statistical method

Mathematical and statistical methods of labor standardization involve establishing a statistical dependence of the time standard on factors that influence the labor intensity of the work being standardized.

Using this method may require computer equipment and certain software. Mathematical and statistical methods of labor standardization also require suitably trained standardizers. If all these requirements are met, the method will be effective.

The labor standardization method is a way of studying and designing labor processes in order to establish the necessary labor costs. In the Russian Federation, analytical and summary methods of labor standardization are used.

Analytical method of labor standardization - a method of labor standardization, which involves dividing an operation into its component elements and studying the factors influencing the duration of each element. Based on the data obtained, the required time spent on each element of the operation is calculated and the standard time for the operation as a whole is determined. There are two variants of the analytical method:

- analytical research method , in which the time costs for each element and the operation as a whole are determined based on a study of these costs directly at the workplace;

- analytical-calculation method , in which the costs of an operation or its individual elements are determined using pre-developed time standards and standards for equipment operating modes.

Summary method of labor standardization - a method of labor standardization, in which the labor standard is determined as a whole for the entire job or operation without dividing it into individual elements. There are three types of summary labor standardization method:

- experimental method , in which the norm is established on the basis of the personal experience of the norm setter;

- statistical method , in which the norm is established on the basis of statistical reports on the actual time spent on similar work in the past;

- comparative method , in which the standard is established by comparing the complexity and volume of the work being standardized with similar work performed previously.

Advantages	Flaws
Analytical
1. Establishes scientifically based standards. 2. Helps identify reserves for increasing labor productivity. 3. Identifies organizational and technical shortcomings in the workplace. a) loss of working time 4. Based on the identified shortcomings, measures are developed to improve organizational and technical conditions, i.e., work organization is designed to increase labor productivity.	Large labor costs (requires a lot of time for research and development of regulatory materials)
Total
Low labor costs for developing standards	1. Does not establish scientifically based standards. 2. Does not identify reserves for increasing labor productivity. 3. Does not identify organizational and technical deficiencies in the workplace. a) loss of working time b) organization of labor and workplace. 4. No measures are being developed to improve organizational and technical conditions. 5. The state of labor organization and rational use technology.

35. General characteristics of methods for studying the cost of working time by observation.

Oscillography, carried out using an oscillographic installation, allows you to determine the duration of machine and manual time and the actual values ​​of individual machine operating parameters by deciphering the film (oscillogram) obtained during the observation process. It allows you to solve one of the most difficult issues of standardization - the study of the combination of operation elements in time.

The method of momentary observations is that the composition and duration of individual elements of time are determined by conducting a series of sudden, short-term and irregular observations. When walking around workplaces along a pre-planned route, the observer records not the labor costs or the time it takes to perform a certain machine job, but those actions of the performer (machine) with which he is busy at that moment, i.e., individual moments in the state of the observed object. In this case, the current time and duration of the recorded action are not recorded. Based on the number of repetitions, the specific weight of each element in their total number is first determined, then the duration of the individual elements of the work.

The essence of the moment observation method is based on the use of the theory of sampling research. The effectiveness of its use is ensured if the following conditions are met:

number of observations (sample size) should be large enough so that based on their results it is possible to judge the actual distribution of working time costs by type of use;

all studied time expenditure elements must have the same probability of being included in the sample at the time of observation;

every observation must be “instantaneous”, that is, so short as to cover only one element of the structure of working time or time of machine use.

A variation of the moment observation method is the interval method. Its essence lies in the fact that the total duration of observation is divided into equal time intervals (1, 2, 3, 5 minutes, etc.). The observer, walking around each worker (machine) in turn, notes the corresponding elements of working time, taking the duration of the photographed element equal to the interval established for observation. The total duration of time for the performer to perform one or another element of work during the observation period with this observation method is determined by the product of the duration of the interval and the number of their repetitions of the same name.