Job description of a specialist in labor and wages. Job Description of a Leading Labor Economist Responsibilities of a Payroll Economist

07.06.2021

We bring to your attention a typical example of a job description for a labor economist, a sample of 2019/2020. should include the following sections: general position, duties of a labor economist, rights of a labor economist, responsibility of a labor economist.

Job description labor economist belongs to the section Industry-wide qualification characteristics positions of employees employed at enterprises, institutions and organizations".

The job description of a labor economist should include the following items:

Job Responsibilities of a Labor Economist

1) Job Responsibilities. Implements marketing activities in accordance with orders and concluded contracts, ensures the delivery of products to consumers (customers) on time and in full. Participates in the preparation of projects for long-term and annual plans for the production and sale of products, the preparation of sales forecasts. Carries out work on the conclusion of contracts for the supply of products and the harmonization of the terms of supply. Compiles requisitions, summary order sheets and itemized supply plans. Develops inventory standards finished products and controls the compliance of their level in terms of volume and nomenclature with the established standards. Accepts and keeps records of orders, orders and specifications submitted by consumers (customers), checks the compliance of the volumes and range of ordered products with production plans, as well as contracts, applicable standards, specifications and other regulatory documents. Participates in the development and implementation of enterprise standards for the organization of storage, marketing and transportation of finished products, instructions on discounts, terms and conditions of payment, as well as measures to comply with the savings regime, reduce excess balances of finished products. Plans sales expenses for certain types of products, sales areas and consumers, analyzes distribution costs, compares actual sales expenses for each distribution channel and type of expenses with plan indicators and cost estimates in order to identify unreasonable expenses, eliminate losses arising in the process of product distribution, takes part in the development and implementation of measures to improve the work to increase sales. It monitors the fulfillment of orders by the company's divisions, compliance with the established delivery dates, range, completeness and quality of products sold in accordance with contractual obligations. Participates in the study of the consumer market, the formation and expansion of commercial relations with consumers, in the analysis of consumer demand, the degree of satisfaction of the requirements and requests of consumers for the proposed products, the level of competitiveness of products on the market, the purchasing power of the population. Makes proposals on adjusting prices for the products offered, sales volumes, on the choice of distribution channels, methods and time to enter the market. Takes measures to ensure timely receipt of funds for sold products. Identifies the need for various vehicles, mechanized loading devices and labor for the timely shipment of finished products. Prepares transport, settlement and payment documents. Prepares the necessary certificates, calculations, justifications and other materials for drawing up contracts with customers, preparing responses to consumer claims received, as well as claims against suppliers in case of violation of the terms of concluded contracts. Controls compliance with the rules of storage and preparation of finished products for shipment to consumers (customers). Participates in carrying out marketing research to study the demand for the company's products and the prospects for the development of sales markets. Maintains operational records of the shipment of products, the fulfillment of contracts and orders, the balance of unsold products, draws up reports on the implementation of the implementation plan. Performs work on the formation, implementation and storage of a database of internal and external information on labor, makes changes to reference and regulatory information used in data processing. Participates in the formulation of the economic formulation of problems or their individual stages, solved with the help of computer technology, determines the possibility of using ready-made projects, algorithms and application packages that allow you to create economically sound systems for processing information on labor.

The labor economist should know

2) A labor economist in the performance of his duties must know: resolutions, orders, orders, other guidance, methodological and regulatory materials for the organization of marketing and supply of finished products; the procedure for developing long-term and annual plans for the production and sale of products; prospects for the development of sales markets; methods for calculating the standards for stocks of finished products; wholesale and retail prices for products manufactured by the enterprise; the procedure for determining the total volume of deliveries, the need for vehicles and loading facilities; the procedure for issuing sales documentation; terms of delivery, storage and transportation of products; organization of warehousing and marketing of products; the procedure for processing materials for concluding supply contracts; the procedure for preparing responses to claims and claims to consumers; standards and specifications for manufactured products; accounting methods and the procedure for reporting on the implementation of the implementation plan; economics, organization of production, labor and management; basics of production technology; market methods of managing; the possibility of using computer technology for the implementation of calculations and accounting for marketing operations, the rules for its operation; economic law; labor legislation; labor protection rules and regulations.

Qualification requirements for a labor economist

3) Qualification requirements.

Labor economist of the 1st category: higher professional (economic) education and work experience as a labor economist of the 2nd category for at least 3 years.

Labor economist II category: higher professional (economic) education and work experience in the position of a labor economist or other engineering and technical positions filled by specialists with higher vocational education, not less than 3 years.

Labor economist: higher professional (economic) education without requirements for work experience or secondary vocational education and at least 3 years of work experience in the position of a technician of category I for at least 3 years or other positions filled by specialists with secondary vocational education for at least 5 years.

1. General Provisions

1. The labor economist belongs to the category of specialists.

2. A labor economist accepts a person who has a higher professional (economic) education without presenting requirements for work experience or secondary vocational education and work experience in the position of a labor technician of category I for at least 3 years or other positions filled by specialists with secondary vocational education, at least 5 years.

3. A labor economist is hired and dismissed _______ (director, manager) organizations on the submission of _____ (position) .

4. The labor economist must know:

resolutions, orders, orders, other guidance, methodological and regulatory materials on the organization of labor and wages;
labor economics;
economics and organization of production;
the procedure for developing long-term and annual plans for labor and wages, labor productivity, social development of the team, estimates for the use of economic incentive funds;
forms and systems of wages and material incentives;
methods for determining the number of employees;
tariff-qualification reference books of works and professions of workers and qualification characteristics of positions of employees;
the procedure for charging works and workers and establishing official salaries, additional payments, allowances and coefficients to wages, calculation of bonuses;
methods of accounting and analysis of indicators on labor and wages;
basics of production technology;
the possibility of using computer technology for the implementation of calculations and accounting for indicators of labor and wages, the rules for its operation;
labor legislation;
labor protection rules and regulations.

5. In his work, the labor economist is guided by:

legislation Russian Federation,
Charter (regulations) of the organization,
orders and orders ______ (CEO, director, leader) organizations,
this job description,
The internal labor regulations of the organization.

6. The labor economist reports directly to: _______ (position).

7. During the absence of an economist for work (business trip, vacation, illness, etc.), his duties are performed by a person appointed ______ (position) of the organization in the prescribed manner, who acquires the appropriate rights, duties and is responsible for the performance of his duties.

2. Job responsibilities of a labor economist

Labor economist:

1. Carries out work to improve the organization of labor, forms and systems of wages, material and moral incentives.

2. Develops draft long-term and annual plans for labor and wages of the enterprise and its divisions, plans to increase labor productivity and improve its organization.

3. Calculates payrolls and the number of employees, taking into account the need for the most rational use labor resources, ensuring the correct ratio of employees by categories of personnel and qualification categories, participates in determining the need for workers and employees, planning the training of qualified personnel, brings planned indicators to the divisions of the enterprise.

4. Examines the effectiveness of the application of existing forms and systems of wages, material and moral incentives, prepares proposals for their improvement.

5. Develops a distribution mechanism additional income received as a result of the growth of labor productivity, improvement of product quality, reduction of production costs, as well as the lease of premises and property, from the placement Money into securities.

6. Develops provisions on bonuses for workers and employees, conditions for material incentives for multi-machine maintenance, combining professions and positions, increasing service areas and the volume of work performed in order to improve the use of equipment and reduce labor costs.

7. Participates in the preparation of plans for the social development of the company's staff, in the development and implementation of measures to strengthen labor discipline, reduce staff turnover, strengthen control over the use of working time and compliance with internal labor regulations.

8. Draws up staffing tables in accordance with the approved management structure, salary schemes, payroll funds and current regulations, makes changes to them due to the emergence of new types of activities (positions) inherent in market economy.

9. Determines the amount of premiums based on the provisions in force.

10. Carries out control over the observance of staff discipline, the expenditure of the payroll fund, the correctness of establishing the names of professions and positions, the application of tariff rates and prices, official salaries, additional payments, allowances and coefficients to wages, the pricing of work and the establishment in accordance with the tariff qualification reference books for categories of workers and categories of specialists, as well as for compliance with work and rest regimes, labor legislation.

11. Participates in the preparation of the draft collective agreement and controls the fulfillment of the obligations assumed.

12. Keeps records of indicators on labor and wages, analyzes them and draws up the established reporting.

13. Performs work on the formation, maintenance and storage of a database on labor and wages, the number of employees, makes changes to reference and regulatory information used in data processing.

14. Participates in the formulation of the economic formulation of tasks or their individual stages, solved with the help of computer technology, determines the possibility of using ready-made projects, algorithms and application packages that allow you to create economically sound systems for processing information on labor and wages.

3. Rights of the labor economist

The labor economist has the right to:

1. Submit proposals for management consideration:

to improve work related to the provisions of this responsibilities,
on the encouragement of distinguished workers subordinate to him,
on bringing to material and disciplinary liability employees who violated production and labor discipline.

2. Request from structural divisions and employees of the organization the information necessary for him to perform his duties.

3. Get acquainted with the documents that define his rights and obligations in his position, the criteria for assessing the quality of performance of official duties.

4. Get acquainted with the draft decisions of the organization's management regarding its activities.

5. Require the management of the organization to provide assistance, including the provision of organizational and technical conditions and execution of the established documents necessary for the performance of official duties.

6. Other rights established by the current labor legislation.

4. The responsibility of the labor economist

The labor economist is responsible for the following:

1. For improper performance or non-performance of their official duties provided for by this job description - within the limits established by the labor legislation of the Russian Federation.

2. For offenses committed in the course of their activities - within the limits established by the current administrative, criminal and civil legislation of the Russian Federation.

3. For causing material damage to the organization - within the limits established by the current labor and civil legislation of the Russian Federation.

Job description of a labor economist - sample 2019/2020. The duties of a labor economist, the rights of a labor economist, the responsibility of a labor economist.

Today, highly professional labor economists can be counted on the fingers.

Tell Nadezhda Ponamarev about the profession of an engineer (economist) in terms of labor and wages with 13 years of experience.

ProfGuide: Nadezhda, what does a labor and wages engineer do? What are his responsibilities?

Nadezhda Ponamareva. First, he develops normative documents on remuneration systems in the organization, development of regulations on remuneration and bonuses for employees. He also develops staffing, job descriptions, calculates production rates, labor costs, keeps timing and records overtime work etc.

Some organizations do not have such specialists. If the firm is small or, say, it specializes in trade, the provision of services, then there is no urgent need for a labor engineer. Because the salary of employees of such firms is formed simply: a percentage of the sale is taken into account.

But if it's a large manufacturing company, industrial enterprise, a construction and installation organization, a car factory, and any organization that produces real products, then the absence of such a specialist can lead to significant material losses.

Incorrectly formed wages can lead, firstly, to incorrectly formed product prices, which will hinder the competitiveness of manufactured products. Secondly, the lack of a developed motivation for wages will adversely affect labor productivity. Thirdly, management will not have effective levers to manage production process. Fourthly, in teams where there are clear criteria for remuneration, employees work with about greater efficiency.

If we talk about each specific career, then a lot depends on the person. For example, someone can sit all his life in one small area, following certain patterns once and for all, while someone creates completely new systems. The economic situation in the country today opens up great prospects in this area.

N.P. We need a managerial approach, the ability to objectively assess the situation, perseverance, tolerance in dealing with people, resourcefulness, attentiveness when working with documentation.

For whom is this profession more suitable? Firstly, this is a purely female profession, men are rarely found in it. It is usually believed that the work of a labor engineer is contraindicated for creative people. Sometimes this opinion is correct. But, again, it all depends on the specific company. If the firm's payroll system is simple (for example, payroll is based on salary or tariff rate for the time worked), then this is suitable for people who value stability in their work in the first place. If the company relies on a variety of ways of material interest of employees, then the work will require a real creative approach from a specialist.

My 13 years of experience shows that this work cannot be called monotonous. Every month there is a new situation.

N.P. Efficiency - yes, it is taken into account. But stress is a moral and immeasurable concept, therefore, it is not taken into account as a criterion for calculating wages. It's worth thinking about though. As for the risk to the life or health of an employee, then on manufacturing enterprises this means nothing more than "bringing" the manual under the article for non-compliance with safety standards. But this parameter is also hardly suitable as a criterion for calculating salaries.

N.P. Maybe. If the sales department is the "breadwinner" of the company, then the salary in it may be higher. And yet the difference in wages should not be very large.

ProfGuide. In Japan, a young specialist and specialist after fifty years of age receives less than someone who is relatively young and has children. Is it correct?

N.P. For Japan, yes. For our country, no. We have a different way of life and a different system of values. We have professionals who are "over fifty", but who are able to replace not one, but two or three young specialists at once. Why should they receive lower wages?

ProfGuide: Probably, sometimes it is not easy to evaluate the efficiency of an employee's work. For example, how do you measure the performance of an accountant?

N.P. If the accountant has job responsibilities and an approved work schedule, then the scheme is simple. When performing his amount of work in the allotted time, his work is effective, and if not, then inefficient. The main thing is to choose the right criterion.

The job description of an economist for labor and wages was developed on the basis of Qualification Handbook posts. The instruction reveals the main job responsibilities of an economist, his rights and responsibilities, as well as qualification requirements.

The proposed standard job description for an economist on labor and wages can serve as the basis for the development of a job description containing a more specific list of job responsibilities of an economist, taking into account the characteristics of the enterprise, the organization of production, labor and management, the specific area that the economist maintains, as well as the rights and responsibilities of the economist . If necessary, responsibilities can be distributed among several performers.

A job description that clearly articulates the functions of an economist helps ensure business continuity financial services and succession of duties. The requirements specified in the job description speed up the process of induction of a new employee.

Job description of an economist on labor and wages

Surname I.O. ________________

"________"_____________ ____ G.

1.1. The labor economist belongs to the category of specialists.

1.2. A labor economist is appointed to a position and dismissed by order of the general director of the company.

1.3. Labor Economist reports directly financial director, head financial department or the head of the planning and economic department.

1.4. During the absence of the labor economist, his rights and obligations are transferred to another official, which is announced in the order for the company.

1.5. A person who meets the following requirements is appointed to the position of a labor economist: higher professional (economic) education and work experience in the specialty for at least six months.

1.6. The labor economist should know:

resolutions, orders, orders, other guidance, methodological and regulatory materials on the organization of labor and wages;
labor economics;
economics and organization of production;
the procedure for developing long-term and annual plans for labor and wages, labor productivity, social development of the team, estimates for the use of economic incentive funds;
forms and systems of wages and material incentives;
methods for determining the number of employees;
tariff-qualification reference books of works and professions of workers and qualification characteristics of positions of employees;
the procedure for rating works and workers and the establishment of official salaries, additional payments, allowances and coefficients to wages, the calculation of bonuses;
methods of accounting and analysis of indicators on labor and wages;
basics of production technology;
the possibility of using computer technology for the implementation of calculations and accounting for indicators of labor and wages, the rules for its operation; labor legislation;
labor protection rules and regulations.

1.7. An economist is guided in his work by:

Legislative acts of the Russian Federation;
the Charter of the company, the Internal Labor Regulations, other regulatory acts of the company;
Orders and instructions of the management;
This job description.

2. Job responsibilities of a labor economist

The labor economist performs the following job responsibilities:

2.1. Carries out work to improve the organization of labor, forms and systems of wages, material and moral incentives.

2.2. Develops draft long-term and annual plans for labor and wages of the enterprise and its divisions, plans to increase labor productivity and improve its organization.

2.3. Calculates wage funds and the number of employees, taking into account the need for the most rational use of labor resources, ensuring the correct ratio of employees by categories of personnel and qualification categories, participates in determining the need for workers and employees, planning the training of qualified personnel, brings planned indicators to the company's divisions.

2.4. It studies the effectiveness of the application of existing forms and systems of wages, material and moral incentives, prepares proposals for their improvement.

2.5. Develops a mechanism for distributing additional income received as a result of increasing labor productivity, improving product quality, reducing production costs, as well as leasing premises and property from the placement of funds in securities.

2.6. Develops provisions on bonuses for workers and employees, conditions for material incentives for multi-machine maintenance, combining professions and positions, increasing service areas and the volume of work performed in order to improve the use of equipment and reduce labor costs.

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“The topic of planning and budgeting is disclosed quite fully. It was interesting to independently prepare the pro forma income statement and especially the pro forma balance sheet,” Vladimir Breslavsky, Deputy Director for Economics and Finance, CJSC Mnogovershinnoye, Khabarovsk Territory.

“Briefly and at the same time, the system of work of the treasury is described in detail. A very good teacher, thank you very much,” Bolotova Svetlana Sergeevna, Treasurer, Akado, Moscow.

“The very idea of the seminar on pricing is good – consideration in the complex of marketing and finance. I liked the logic of the presentation of the material, the connection between theory and practice (examples and tasks), an accessible explanation, ”- Anna Evgenievna Inberg, Sales Manager, Visteon Avtopribor Electronics LLC, Vladimir.

“The seminar fully lived up to expectations. The knowledge gained will help to understand the financial and accounting statements, to see the necessary numbers in the sea of information. I also learned a lot about financial analysis. activity”, — Natalya Valentinovna Nikonova, Project Manager of Communications Department, X5 Retail Group, Moscow.

“I liked the coverage of issues related to the organization internal control through management accounting,” Yu.A. Romanyuk, Head of the Control and Auditing Service of Axon LLC, Kostroma.

“In the seminar I liked its practical focus on creating a receivables management system. A large number of practical tools to improve fundraising were considered. Many examples from real practice, which makes it possible to apply the knowledge gained in their future work. Thanks!" — Kuzminich Andrey Viktorovich, Commercial controller of Modern Machinery Far East LLC, Magadan.

“Structured knowledge on all functions of the treasury in an accessible form”, - Nesterov E.V., ch. Specialist, Rosatom, Moscow.

“After listening to the seminar, I have an overall picture of budgeting, which was the goal. Any questions that came up were answered right away. Lots of practical tasks. I wish prosperity to the Alpha Business School, — Natalya Vladimirovna Baklykova, Leading Specialist, GPN-Logistics, Moscow.

“I liked everything very much! Came a second time, was at a seminar on a different topic. The material is presented in great detail, everything is clear on the basis of examples. was able to analyze and own enterprise, as there were few participants and it turned out to be almost an individual lesson. Thanks!" — Kuksova Valeria Vladimirovna, economist, Stroystandart LLC, Moscow.

labor economist

Job responsibilities. Carries out work to improve the organization of labor, forms and systems of wages, material and moral incentives. Develops draft long-term and annual plans for labor and wages of the enterprise and its divisions, plans to increase labor productivity and improve its organization. Calculates wage funds and the number of employees, taking into account the need for the most rational use of labor resources, ensuring the correct ratio of employees by categories of personnel and qualification categories, participates in determining the need for workers and employees, planning the training of qualified personnel, brings planned indicators to the company's divisions. It studies the effectiveness of the application of existing forms and systems of wages, material and moral incentives, prepares proposals for their improvement. Develops a mechanism for distributing additional income received as a result of increasing labor productivity, improving product quality, reducing production costs, as well as leasing premises and property from the placement of funds in securities. Develops provisions on bonuses for workers and employees, conditions for material incentives for multi-machine maintenance, combining professions and positions, increasing service areas and the volume of work performed in order to improve the use of equipment and reduce labor costs. Participates in the preparation of plans for the social development of the company's staff, in the development and implementation of measures to strengthen labor discipline, reduce staff turnover, strengthen control over the use of working time and compliance with internal labor regulations. Draws up staffing tables in accordance with the approved management structure, salary schemes, payroll funds and current regulations, makes changes to them due to the emergence of new types of activities (positions) inherent in a market economy. Determines the amount of premiums based on the provisions in force. Carries out control over the observance of staff discipline, the expenditure of the payroll fund, the correctness of establishing the names of professions and positions, the application of tariff rates and prices, official salaries, additional payments, allowances and coefficients to wages, the tariffing of work and the establishment in accordance with tariff and qualification reference books categories of workers and categories of specialists, as well as compliance with the regimes of work and rest, labor legislation. Participates in the preparation of the draft collective agreement and controls the fulfillment of the obligations assumed. Keeps records of indicators on labor and wages, analyzes them and draws up the established reporting. Performs work on the formation, maintenance and storage of a database on labor and wages, the number of employees, makes changes to reference and regulatory information used in data processing. Participates in the formulation of the economic statement of problems or their individual stages, solved with the help of computer technology, determines the possibility of using ready-made projects, algorithms and application packages that allow you to create economically sound systems for processing information on labor and wages.

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Must know: resolutions, orders, orders, other guidance, methodological and regulatory materials on the organization of labor and wages; labor economics; economics and organization of production; the procedure for developing long-term and annual plans for labor and wages, labor productivity, social development of the team, estimates for the use of economic incentive funds; forms and systems of wages and material incentives; methods for determining the number of employees; tariff-qualification reference books of works and professions of workers and qualification characteristics of positions of employees; the procedure for rating works and workers and the establishment of official salaries, additional payments, allowances and coefficients to wages, the calculation of bonuses; methods of accounting and analysis of indicators on labor and wages; basics of production technology; the possibility of using computer technology for the implementation of calculations and accounting for indicators of labor and wages, the rules for its operation; labor legislation; labor protection rules and regulations.

Qualification requirements.

Labor economist of the 1st category: higher professional (economic) education and work experience as a labor economist of the 2nd category for at least 3 years.

Labor economist II category: higher professional (economic) education and work experience as a labor economist or other engineering and technical positions filled by specialists with higher professional education, at least 3 years.

Labor economist: higher professional (economic) education without presenting requirements for work experience or secondary vocational education and at least 3 years of work experience in the position of a labor technician of category I for at least 3 years or other positions filled by specialists with secondary vocational education for at least 5 years.

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The above qualification characteristics of the position "Labor Economist" are intended to address issues related to the regulation labor relations and ensuring an effective personnel management system in various organizations. Based on these characteristics, a job description for a labor economist is developed, containing the rights and responsibilities of the employee, as well as a specific list of his job responsibilities, taking into account the characteristics of the organization and management of the enterprise (institution).

When compiling job descriptions for managers and specialists, it is necessary to take into account the general provisions for this edition of the handbook and the introduction with general provisions to the first issue of the job directory.

We draw your attention to the fact that the same and similar job titles may appear in different editions of the CSA. You can find similar titles through the job directory (in alphabetical order).

Job description of a labor economist

labor economist (.doc, 90KB)

I. General provisions

The labor economist belongs to the category of specialists.
For the position:
- a labor economist is appointed a person who has a higher professional (economic) education without presenting requirements for work experience or secondary vocational education and work experience in the position of a labor technician of category I for at least 3 years or other positions occupied by specialists with secondary vocational education, at least 5 years;
- labor economist of category II - a person with a higher professional (economic) education and work experience in the position of a labor economist or other engineering and technical positions filled by specialists with higher professional education for at least 3 years;
- labor economist of the 1st category - a person with a higher professional (economic) education and at least 3 years of experience in the position of a labor economist of the 2nd category.
Appointment to the position of a labor economist and dismissal from it is carried out by order of the director of the organization on the proposal of the head of the organization and remuneration department.
The labor economist should know:
1. 4.1. Decrees, orders, orders, other guidance, methodological and normative materials on the organization of labor and wages.
2. 4.2. Labor economics.
3. 4.3. Economics and organization of production.
4. 4.4. The procedure for developing long-term and annual plans for labor and wages, labor productivity, social development of the team, estimates for the use of economic incentive funds.
5. 4.5. Forms and systems of wages and material incentives.
6. 4.6. Methods for determining the number of employees.
7. 4.7. Tariff-qualification reference books of works and professions of workers and qualification characteristics of positions of employees.
8. 4.8. The procedure for rating works and workers and the establishment of official salaries, additional payments, allowances and coefficients to wages, the calculation of bonuses.
9. 4.9. Methods of accounting and analysis of indicators on labor and wages.
10. 4.10. Fundamentals of production technology.
11. 4.11. Possibilities of using computer technology for the implementation of calculations and accounting for indicators of labor and wages, the rules for its operation.
12. 4.12. Labor legislation.
13. 4.13. Internal labor regulations.
14. 4.14. Rules and norms of labor protection.
The labor economist in his work is guided by:
1. 5.1. Regulations on the department of organization and remuneration.
2. 5.2. This job description.
The labor economist reports directly to the head of the organization and remuneration department.
During the absence of an economist for work (vacation, illness, business trip, etc.), his duties are performed by a person appointed by order of the director of the enterprise, who acquires the appropriate rights and is responsible for the proper performance of the duties assigned to him.

II. Job Responsibilities

Labor economist:

Carries out work to improve the organization of work. Forms and systems of wages, material and moral incentives.
Develops draft long-term and annual plans for labor and wages of the enterprise and its divisions, plans to increase labor productivity and improve its organization.
Calculates wage funds and the number of employees, taking into account the need for the most rational use of labor resources, ensuring the correct ratio of employees by categories of personnel and qualification categories, participates in determining the need for workers and employees, planning the training of qualified personnel, brings planned indicators to the company's divisions.
It studies the effectiveness of the application of existing forms and systems of wages, material and moral incentives, prepares proposals for their improvement.
Develops a mechanism for distributing additional income received as a result of increasing labor productivity, improving product quality, reducing production costs, as well as leasing premises and property from the placement of funds in securities.
Develops provisions on bonuses for workers and employees, conditions for material incentives for multi-machine maintenance, combining professions and positions, increasing service areas and the volume of work performed in order to improve the use of equipment and reduce labor costs.
Participates in the preparation of plans for the social development of the company's staff, in the development and implementation of measures to strengthen labor discipline, reduce staff turnover, strengthen control over the use of working time and compliance with internal labor regulations.
Draws up staffing tables in accordance with the approved management structure, salary schemes, payroll funds and current regulations, makes changes to them due to the emergence of new types of activities (positions) inherent in a market economy.
Determines the amount of premiums based on the provisions in force.
Controls:
1. 10.1. For observance of regular discipline, spending the payroll.
2. 10.2. For the correct establishment of the names of professions and positions, the application of tariff rates and prices, official salaries, additional payments, allowances and coefficients to wages.
3. 10.3. For the tariffing of works and the establishment in accordance with the tariff-qualification reference books of categories for workers and categories of specialists.
4. 10.4. For observance of work and rest regimes, labor legislation.
Participates in the preparation of the draft collective agreement and controls the fulfillment of the obligations assumed.
Keeps records of indicators on labor and wages, analyzes them and draws up the established reporting.
Performs work on the formation, maintenance and storage of a database on labor and wages, the number of employees, makes changes to reference and regulatory information used in data processing.
Participates in the formulation of the economic statement of problems or their individual stages, solved with the help of computer technology, determines the possibility of using ready-made projects, algorithms and application packages that allow you to create economically sound systems for processing information on labor and wages.
Performs separate office head of the department of organization and remuneration.

Works in the field financial planning, is engaged in research and management of the financial and economic activities of the company.

What are the main functions of an economist for labor and wages?

1. Performs work related to improving the organization of production and improving the forms and systems of remuneration and material incentives, taking into account the analysis of the effectiveness of the application of systems that are already operating in the company.
2. Draws up plans for labor and wages (annual and long-term) of the company as a whole and its divisions, plans activities that increase labor productivity.
3. Plans the volume of salaries and the number of employees of the company, including, calculates the shortage of engineers and workers. Controls the spending of the payroll fund.
4. Distributes additional revenues that are extracted due to increased labor productivity, improved product characteristics and reduced production costs.
5. Draws up provisions regarding bonuses to company employees and cash bonuses for increasing the volume of work performed, for combining professions, which are carried out in order to reduce labor costs and rational use of technical equipment.
6. Draws up plans for the social development of the company's personnel, develops measures related to reducing staff turnover, strengthening industrial discipline and compliance with the requirements of the labor schedule.
7. Develops and, as necessary, makes changes to the staffing table of the company's employees, for example, in accordance with inter-office co-officers and current state regulations. Controls the implementation of regular discipline, the regularity of the application of prices and rates. Develops job descriptions and job descriptions for company employees.
8. Calculates, on the basis of the provisions approved by the enterprise, the amount of additional payments, bonuses and allowances.
9. Monitors compliance with the Labor Law in the company. Participates in the drafting of the collective agreement and monitors the implementation of the decisions made.

The importance of the work of an economist on labor and wages

The main task of the specialist is the competent distribution of the company's financial flows to ensure and maintain the profitability of production. An economist for labor and wages calculates the norms of production, labor costs, clocks work time and takes into account the work performed in overtime. A qualified specialist develops documents that improve the system of remuneration of employees of the company. It takes into account the main indicators of labor, analyzes them and compiles an information base. The economist plans the company's budget and controls its expenditure.

In large enterprises that produce industrial products, the absence of such a professional can lead to large financial losses.

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12.09.2013

Nadezhda Ponamareva will tell about the profession of an engineer (economist) in terms of labor and wages with 13 years of experience.

Profguide: Nadezhda, what does a labor and wages engineer do? What are his responsibilities?

Nadezhda Ponamareva. Firstly, he is engaged in the development of regulatory documents on remuneration systems in the organization, the development of provisions for remuneration and bonuses to employees. He also develops a staffing table, job descriptions, calculates production rates, labor costs, maintains timing and records of overtime work, etc.

But if this is a large manufacturing company, an industrial enterprise, a construction and installation organization, a car factory, or any organization that produces real products, then the absence of such a specialist can lead to significant material losses.

Incorrectly formed wages can lead, firstly, to incorrectly formed product prices, which will hinder the competitiveness of manufactured products. Secondly, the lack of a developed motivation for wages will adversely affect labor productivity. Thirdly, management will not have effective leverage to control the production process. Fourthly, in teams where there are clear criteria for remuneration, employees work with about greater efficiency.

ProfGuide. How much are such specialists in demand in Russia?

N.P. Unfortunately, today professionals can be counted on the fingers. During the times of "perestroika" the first people to "save" on are labor engineers and economists. At the same time, it is not taken into account that it is they who can correctly build the economy of the enterprise, and not specialists in production, supply or sales. In addition, the salary of a labor engineer is not very high. Although, in my opinion, this profession has great potential.

Profguide: What does it take to be successful in this profession?

N.P. We need a managerial approach, the ability to objectively assess the situation, perseverance, tolerance in dealing with people, resourcefulness, attentiveness when working with documentation.

For whom is this profession more suitable? Firstly, this is a purely female profession, men are rarely found in it. It is usually believed that the work of a labor engineer is contraindicated for creative people. Sometimes this opinion is correct. But, again, it all depends on the specific company. If the company's salary system is simple (for example, wages are calculated according to salary or according to the tariff rate for hours worked), then this is suitable for people who value stability in their work first of all. If the company relies on a variety of ways of material interest of employees, then the work will require a real creative approach from a specialist.

My 13 years of experience shows that this work cannot be called monotonous. Every month is a new situation.

ProfGuide. When wages, bonuses are calculated, labor is rationed, what do they take into account?

N.P. Difficult question, two words can not answer. The fact is that there are production indicators, but there is a human factor, and they are closely intertwined. And still it is necessary to take into account the profession, the level of education, the interest of the management in a clear and well-established system of remuneration, working conditions, geographical location, specifics of production, seasonality and other factors.

ProfGuide. And probably, stressfulness, riskiness of work are taken into account?

N.P. Efficiency - yes, it is taken into account. But stress is a moral and immeasurable concept, therefore, it is not taken into account as a criterion for calculating wages. It's worth thinking about though. As for the risk to the life or health of an employee, at manufacturing enterprises this means nothing more than “bringing” management under the article for not complying with safety standards. But this parameter is also hardly suitable as a criterion for calculating salaries.

ProfGuide. Who do you think is more important at the plant - workers or engineers with technologists? Who should earn more?

N.P. I wouldn't put the question like that. The plant is a single whole, working for the final result, and the quality of this work depends on the well-coordinated work of workers and engineering and technical workers (ITR). It's like the links of one chain: one link is broken - the chain is broken. If engineering and technical personnel do not organize supply, sales, document flow for settlements with consumers, scope of work, internal accounting, etc., then workers will not need to make products. And vice versa, if the workers do not make the product, then the engineer will not have a job. With regard to wages, then, clearly, labor requiring more highly qualified, paid higher.

ProfGuide. Is it fair that the sales department earns more than the purchasing department?

N.P. Maybe. If the sales department is the "breadwinner" of the company, then the salary in it may be higher. And yet the difference in wages should not be very large.

ProfGuide. In Japan, a young specialist and specialist after fifty years of age receives less than someone who is relatively young and has children. Is it correct?

N.P. For Japan, yes. For our country, no. We have a different way of life and a different system of values. We have professionals who are "over fifty", but who are able to replace not one, but two or three young specialists at once. Why should they receive lower wages?

Profguide: Probably, sometimes it is not easy to evaluate the effectiveness of an employee's work. For example, how do you measure the performance of an accountant?

N.P. If the accountant has job responsibilities and an approved work schedule, then the scheme is simple. When performing his amount of work in the allotted time, his work is effective, and if not, then inefficient. The main thing is to choose the right criterion.

APPROVE:

CEO
JSC "Organization name"

….....................................................

organizations"

Job description
labor economist

Position: Labor economist

Subdivision:..........................................................................................

1. General purpose of the position:

Carries out work to improve the organization of labor, forms and systems of wages, material and moral incentives.

2. General provisions:

Subordination:

· The labor economist is directly subordinated to .............................................. ......................

· The labor economist follows instructions .............................................. .................................

(instructions of these employees are carried out only if they do not contradict the instructions of the immediate supervisor).

Substitution:

· The labor economist replaces .............................................. ................................................. .

· The labor economist replaces ………………………………………………………………. ............................................... Recruitment and dismissal:

The labor economist is appointed to the position and dismissed by the order of the director of the enterprise (in agreement with the head of the department).

3. Qualification requirements:

Must know:

Decrees, orders, orders, other guidance, methodological and regulatory materials on the organization of labor and wages

labor economics

Economics and organization of production

the procedure for developing long-term and annual plans for labor and wages, labor productivity, social development of the team, estimates for the use of economic incentive funds

Forms and systems of wages and material incentives

Methods for determining the number of employees

tariff and qualification reference books of works and professions of workers and qualification characteristics of positions of employees

the procedure for charging works and workers and establishing official salaries, additional payments, allowances and coefficients to wages, calculating bonuses

methods of accounting and analysis of indicators on labor and wages

fundamentals of production technology

the possibility of using computer technology to carry out calculations and record indicators of labor and wages, the rules for its operation

labor law

rules and norms of labor protection.

Education, work experience:

4. Job responsibilities:

· Carries out work to improve the organization of labor, forms and systems of wages, material and moral incentives.

· Develops draft long-term and annual plans for labor and wages of the enterprise and its divisions, plans to increase labor productivity and improve its organization.

· Calculates wage funds and the number of employees, taking into account the need for the most rational use of labor resources, ensuring the correct ratio of employees by categories of personnel and qualification categories, participates in determining the need for workers and employees, planning the training of qualified personnel, brings planned indicators to the company's divisions.

· Examines the effectiveness of the application of existing forms and systems of wages, material and moral incentives, prepares proposals for their improvement.

· Develops a mechanism for distributing additional income received as a result of increasing labor productivity, improving product quality, reducing production costs, as well as leasing premises and property, from placing funds in securities.

· Develops provisions on bonuses for workers and employees, conditions for material incentives for multi-machine maintenance, combining professions and positions, increasing service areas and the volume of work performed in order to improve the use of equipment and reduce labor costs.

· The labor economist is responsible for violating the rules and regulations governing the activities of the enterprise.

· When transferring to another job or dismissal from office, the Labor Economist is responsible for the proper and timely delivery of cases to the person entering the present position, and in the absence of such, to the person replacing him or directly to his supervisor.

· A labor economist is liable for offenses committed in the course of carrying out his activities - within the limits determined by the current administrative, criminal and civil legislation of the Russian Federation.

· A labor economist is responsible for causing material damage - within the limits determined by the current labor and civil legislation of the Russian Federation.

· The Labor Economist is responsible for complying with applicable instructions, orders and orders for the preservation of trade secrets and confidential information.

· The labor economist is responsible for the implementation of internal regulations, safety and fire safety rules.

8. Evaluation indicators

(the immediate supervisor evaluates the work on the basis of the following indicators):

Measured indicators: .............................................................. ...................

· Functional indicators: ............................................... ............
.............................................................................................................

9. Professional development program

(Regular professional development is required for the successful performance of duties in your position):

On what topics: .............................................. ....................................
.............................................................................................................

· how often............................................... ...............................................
.............................................................................................................

10. Career prospects:

.........................................................................................................................
(for an employee who successfully works in this position):

This job description has been developed in accordance with

..........................................................................................................................

Head of structural
divisions: _______________ ____________________________ 00.00.00

(signature) (surname, initials)