For HR Managers: Personnel of the enterprise and its effective use

Introductory concepts – composition in the structure and number of staff of the enterprise.

The success of the first and the normal course of the production process largely depends on the provision of the necessary number of staff and qualifications. Depending on the functions performed, the staff is divided into:

  • Executive – performs activities related to the main production process;
  • Developer – is related to the development of the short-term or long-term policy of the company (technical, economic, investment, market, etc.);
  • Managerial – performs activities related to the management of the PR.
  • You serve staff – their activity is related to those mentioned so far. Reference: “Analysis and design of HR personnel selection system“, https://www.powerhp.net/analysis-and-design-of-hr-personnel-selection-system/
  • At present, the following classification of the composition of industrial production personnel is applied locally.

Workers – are a key element of the staff. Depending on the functions they perform in the production process are divided into:

Main workers – participate directly in the technological process. On the processing of raw materials into finished products.

Auxiliary workers – ensure the normal course of the main production process by performing auxiliary functions such as transport, storage, repair of machinery and equipment, production of spare parts, and more. Reference: “Analysis and design of HR personnel selection system“, https://customessaysonline.net/analysis-and-design-of-hr-personnel-selection-system/

Heads of primary and lower units of the production process – chief, participants or workshops, foremen, etc.

Specialists – perform the development and control functions of the PR. Their activity is related to technical, technological, organizational, managerial, etc. types of service activities. This includes engineers, designers, technologists, designers, economists, organizers, and more.

Leaders (managers) – activities are carried out on the strategic, tactical, and operational management of the company. Reference: “Monitoring and evaluation of human resources management“, https://www.muzonet.com/monitoring-and-evaluation-of-human-resources-management/

Support staff – is engaged in auxiliary and service functions of production and management processes. These include careers, telephone operators, cleaners, and more.

Security – they are busy protecting the property and products of the company and ensuring normal working conditions. It can be police and fire, armed and unarmed, etc.

The staff structure is a determining indicator of the quality level, condition, and dynamics. The most researched and evaluated structures are:

  • Functional – shows the relative share
  • Educational – shows the quantitative ratio of staff with higher, semi-higher, secondary, secondary-special, etc. types of education, Reference: “Creating a human resources management system“, https://pgov.org/creating-a-human-resources-management-system/
  • Qualification structure – shows the ratio between different qualification degrees of different types of professions and specialties.
  • Age structure
  • Gender structure – the ratio between men and women in the staff

The number of staff – is the sum of employees in each group expressed in absolute units (number). It can be determined at a given time (date) or for a certain period. In the second case, we are talking about the average number of staff. Reference: “Methods for designing the human resources management system“, https://www.businesspad.org/methods-for-designing-the-human-resources-management-system/

Labor productivity – nature and significance

Labor productivity in its essence reflects the ability of labor to produce a unit of working time, a larger or smaller volume of output. It is a form of manifestation of the efficiency of human labor.

The intensity of labor is determined by its intensity for the same time, and productivity is the result of better technique, technology, or organization of production in the amount of production per unit time. Reference: “Development of human resources management projects“, https://www.policymatters.net/development-of-human-resources-management-projects/

The ways to increase labor production are:

  • Improving and using working time
  • Reducing the labor absorption of production prod

The importance of increasing labor productivity is expressed in the following directions:

  • With the increase of labor productivity the volume of the production increases, the prime cost decreases, the profitability of the production, and the wealth of the company increase.
  • The reduced cost is due to the savings of living and material labor, reducing the cost of wages and CO in ed.
  • Reduction of the relative share of depreciated ratios, etc.
  • GDP, nominal and real incomes of workers are increasing, Reference: “Objectives of Human Resources Management (HRM)“, https://www.powerhp.net/objectives-of-human-resources-management-hrm/

Indicators and methods for measuring productivity

Labor production is determined by measuring its level and dynamics. The level is the productivity achieved at a given moment in a person. The dynamics of labor productivity are characterized by the rate of its change, increase and decrease over some time – year, quarter, month, etc.

Socio-economic factors – material interest and responsibility for increasing labor production; improving the labor system and pay; increasing the level of staff motivation for higher results; improving the qualification and working capacity of the staff, improving the composition and structure of the staff; improving working conditions, etc. Reference: “Design of a human resources management system”, https://www.islandjournal.net/design-of-a-human-resources-management-system/

Organizational management factors – improving the organization of labor production and management of the PR; improving the organization of workplaces and their service;

Production and labor systems; reduction of staff turnover, reduction of all-day absences, internal shifts; improving the production and product structure of the company, continuity, and rhythm of the production process; raising the level of production, supply, and sales management. Reference: “Development of the Human Resources Management (HRM) concept“, https://customer-service-us.com/development-of-the-human-resources-management-hrm-concept/

-Natural-geographical and climatic factors – refer mainly to the branches of mining, energy, food industry, and others. Such factors are the availability of underground resources, location, and opportunities for mining. Soil quality and possibility for intensification of agricultural production. raw materials, climate, conditions for increasing incomes, availability of sufficient water sources, etc. Reference: “Analysis of human resources management (HRM) system“, https://www.mu7club.com/analysis-of-human-resources-management-hrm-system/

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