- this is the area where the employee and the means of applying his labor are located, which is determined on the basis of technical and ergonomic standards and is equipped with technical and other means necessary for the employee to perform the specific task assigned to him.

Types of jobs

Depending on the characteristics and nature of the work performed, there are:

• simple workplace (maintenance of one unit by one employee);
• multi-machine workplace (servicing several units simultaneously by one employee);
• collective workplace (service of one unit by several workers);
• stationary workplace (located on a fixed production area, equipped with stationary labor tools);
• movable workplace (moves to the location of the objects of labor);
• spatial workplace (determined by the nature of the work - the employee does not have a fixed workplace, but only a delineated space and a permanent place of appearance);
• free workplace (to perform his duties, the employee uses any point on the territory of the enterprise).

Simple workplace— one worker services one unit. For example, one programmer services one set of computer equipment or one universal lathe is serviced by one turner.

Multi-machine workstation involves servicing several units simultaneously by one worker. This type of jobs is widespread in the textile and mechanical engineering industries. For example, five automatic lathes are serviced by one operator operator.

Collective workplace typical for chemical industry, petrochemical, metallurgical and a number of sub-sectors food industry, as well as for large vehicles (airplanes, sea and river vessels, locomotives). In this case one unit is serviced not by one, but by several workers. For example, a large rolling mill at a metallurgical plant is serviced by up to 120 workers at a time.

Stationary workplaces are motionless, located on a fixed production area and equipped with stationary means of labor (machines, mechanisms, tools). Objects of labor are supplied directly to the workplace.

Mobile workstations They do not have production areas assigned to them, but they themselves move to the location of the objects of labor. For example, a drilling machine is moving towards a drilling site. Many jobs move simultaneously with objects of labor - cars, trains and other vehicles.

Spatial workplaces are not associated with any sector of the economy, types of products or means of labor, but are determined by the nature of the work. This is, for example, geological exploration, cleaning premises, grazing livestock, etc. The worker does not have a fixed workplace, but only a delineated space. He is assigned only a permanent place of appearance - a special room or office where records are kept of the employee’s arrival and departure and his performance is monitored. The workplace of a number of production specialists and managers does not have clear regulations. They perform their immediate duties not only sitting at their desks, but also while on the premises of the company. To some extent, this is a free workplace in the understanding that this category of workers can freely use any point on the territory of the enterprise to perform their assigned duties.

Accounting and standardization of jobs

The number and professional composition of personnel are regulated by the number and nature of jobs at the enterprise. Availability of jobs is strictly taken into account and constantly regulated. There should be no more and no less than what is required by the technology and organization of production, as well as established (service provision). Overestimation of the number of jobs entails additional irrational expenses for their arrangement, maintenance and depreciation, increases production costs and reduces income. Its reduction (compared to what is actually required) causes a disruption in the rhythm of production, a decrease in product quality, and a violation of the schedule of product deliveries to consumers, which also negatively affects the economic performance of the enterprise.

Accounting and standardization of jobs is carried out in actual service areas based on the volume and labor intensity of the work performed and the shifts in which workplaces are used. The number of jobs for managers, specialists and employees is determined on the basis of the established staffing table , and service personnel - based on service standards. To identify redundant and ineffective workplaces, they are periodically re-registered and certified. Specialists develop programs, and modernize and replace outdated jobs with new ones, which ensure growth and improvement, improving the quality of work.

The conditions in which it occurs have a direct impact not only on its results, but also on human health. Therefore, experts study the functional capabilities of people in order to create an optimal working environment, that is, when achieving high productivity involves providing the necessary amenities and preserving the health of the employee.

Based on the availability and composition of jobs, the entire structure of the enterprise is built and its scale is determined. Several interconnected jobs form teams, work groups, which are often called a unit. The teams make up sections, sectors, which are then combined into workshops, departments, laboratories, from which, in turn, a complete object is formed - an enterprise.

Workplace passport

The passport (standard design) of the workplace of workers and employees includes the following sections:

• purpose and general characteristics;
• workplace layout;
• furniture, equipment and technical means;
• functional responsibilities (main elements of work);
• labor methods and techniques;
• working conditions;
• wages;
• service organization;
• regulatory documentation;
• workload (rationing);
• labor protection;
• safety precautions.

The initial data for developing job passports are:

• standard workplace passports;
• employee workplace models;
• staffing table of the enterprise;
• wage regulations;
• technical equipment installation diagram;
• operating instructions;
• management labor standards;
• safety instructions;
• working design of the building (office);
• specification for furniture and equipment;
• regulations on divisions;
• job descriptions;
• employee employment contracts;
• standards of space per 1 employee.

Workplace

Workplace- the place where the employee must be and where he performs work in the mode and conditions provided for by the regulatory and technical documentation. The definition of the concept “workplace” is legislatively enshrined in Art. 209 of the Labor Code of the Russian Federation and fully complies with generally accepted international terminology, in particular, the definition contained in ILO Convention No. 155: “Places directly or indirectly controlled by the employer where the employee must be or where he must go in connection with his work.”

The workplace is the main link in the production process, where the material and technical elements of production are concentrated and where work activity person. From how it is organized work at the workplace depends on the use of the tools used, the quality of the products, the cost, as well as the general production culture. The organization of the workplace aims to create optimal conditions for high-performance work.

The workplace must correspond to the anthropometric data of the employee. Ergonomic assessment of the workplace is carried out in accordance with current regulatory documents. The organization of the workplace is related to technology, regulation and organization of labor, planning and evaluation of work, psychophysiological, social, and legal issues. One of the ways to improve the organization of the workplace is a special assessment of working conditions.

Permanent workplace - this is the place where the worker spends most of his time working hours(more than 50% or more than 2 hours continuously). If the work is carried out at different points working area, The entire work area is considered a permanent workplace (GOST 12.1.055).

Non-permanent workplace- the place where the worker spends the smallest part of his working time (less than 50% or less than 2 hours continuously).

Depending on the characteristics of the production process and the nature of the work performed, types of workplaces are distinguished:

– simple workplace (maintenance of one unit by one employee);

– multi-machine workplace (service by one worker simultaneously of several units);

– collective workplace (service of one unit by several workers);

– stationary workplace (located on a fixed production area, equipped with stationary labor tools);

– movable workplace (moves to the location of the objects of labor);

– spatial workplace (determined by the nature of the work - the employee does not have a fixed workplace, but only a delineated space and a permanent place of appearance);

– free workplace (to perform his duties, the employee uses any point on the territory of the enterprise).

Simple workplace- one worker services one unit. For example, one programmer services one set of computer equipment or one universal lathe is serviced by one turner.

Multi-machine workstation involves servicing several units simultaneously by one worker. This type of jobs is widespread in the textile and mechanical engineering industries. For example, five automatic lathes are serviced by one operator operator.

Collective workplace typical for the chemical industry, petrochemical, metallurgical and JSC Russian Railways, as well as for large vehicles (locomotives, aircraft, sea and river vessels). In this case, one unit is serviced not by one, but by several workers. For example, a large rolling mill at a metallurgical plant is serviced by up to 120 workers at a time.

Stationary workplaces are motionless, located on a fixed production area and equipped with stationary means of labor (machines, mechanisms, tools). Objects of labor are supplied directly to the workplace.

Mobile workstations They do not have production areas assigned to them, but they themselves move to the location of the objects of labor. For example, a drilling machine is moving towards a drilling site. Many jobs move simultaneously with objects of labor - trains, cars and other vehicles.

Spatial workplaces are not associated with any sector of the economy, types of products or means of labor, but are determined by the nature of the work. This is, for example, geological exploration, cleaning premises, grazing livestock, etc. The worker does not have a fixed workplace, but only a delineated space. He is assigned only a permanent place of appearance - a special room or office where records are kept of the employee’s arrival and departure and his performance is monitored. The workplace of a number of production specialists and managers does not have clear regulations. They perform their immediate duties not only sitting at their desks, but also while on the premises of the company. To some extent, this is a free workplace in the understanding that this category of workers can freely use any point on the territory of the enterprise to perform their assigned duties.

Thus, the workplace has unique advantages in terms of protecting health and creating favorable conditions for maintaining it. This is where workers spend most of their working time, making it easier to establish contact with them. Relative stability labor force– when the majority of workers remain in the same organization for a long time – creates the preconditions for constant participation (for their own benefit) in programs healthy image life. For the employer, this is an opportunity to prevent loss of productivity due to illness and disability of workers and related absenteeism.

the primary and most important link in the spatial organization of production, including all the components necessary for work activity

Definition and characteristics of the workplace, job market, workplace certification and standards, purchase and creation of jobs

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Workplace is, definition

The workplace is an organizationally indivisible (in given specific conditions) link of the production process, serviced by one or more workers, designed to perform one or more production or service operations, equipped with appropriate equipment and technological equipment. Mutual rights and obligations between the employee and the employer in relation to the workplace are stipulated and/or fixed in the employment contract.

The workplace is the place where the employee should be and where he performs work in the mode and conditions provided for by the regulatory and technical documentation. The definition of the concept “workplace” is legislatively enshrined in Art. 209 of the Labor Code of the Russian Federation and fully complies with generally accepted international terminology, in particular, the definition contained in ILO Convention No. 155: “Places directly or indirectly controlled by the employer where the employee must be or where he must go in connection with his work.”

The workplace is the spatial zone of location of the employee and the means of applying his labor, adapted to perform the functions assigned to him. This zone (space) is determined on the basis of technical and ergonomic standards and is equipped with technical and other means necessary for the employee to perform the specific task assigned to him.

The workplace is area of ​​the premises in which labor activity is carried out during a work shift or part of it. A workplace can be several areas of a production facility. If these areas are located throughout the room, then the entire area of ​​the room is considered a workplace. ( State system sanitary and epidemiological regulation Russian Federation. Federal sanitary rules, norms and hygienic standards. 2.2.4. Physical factors of the production environment. Hygienic requirements for the microclimate of industrial premises. Sanitary rules and standards (SanPiN 2.2.4.548-96)).

The place and the means of production located on it, tools for performing work, adapted for the implementation of labor functions by one worker of a certain profession. The number of jobs at the enterprise must correspond to the number of workers employed, taking into account the work schedule and shifts, and the availability of vacations.

The workplace is

This is not a chair. In fact, an employee of one or another enterprise during a long administrative leave, when he does not work at this enterprise and has no income here, actually does not have a workplace there (although most often the spatial zone in which he worked before the leave is is present and not occupied by anyone, and the employee can come and make sure of its presence). To create jobs, money is needed not only for buildings, equipment, etc., but also for everything else that is directly necessary for labor activity: raw materials, materials, wages, etc.

Workplace classification

The concept of “workplace” has many meanings and can be classified according to a number of characteristics.

The workplace has a location that, depending on the type of activity of the enterprise (production, services, etc.) can be changed, i.e. be permanent or temporary. The workplace is determined within the framework certain organization(place of work). Thus, the place of work can be legal - specified in the employment contract, or actual - specified in the order. In turn, the workplace is the exact (actual) place of work.

There are about eleven signs that characterize the workplace.

Workplaces vary:

By the number of performers: individual and collective workplaces;

By type of production: main and auxiliary;

By type of production: mass, serial and single;

By degree of specialization: universal, specialized and special;

By level of mechanization: mechanized, automated, for manual work;

By the number of equipment: single-machine, multi-machine.

Depending on the characteristics of the production process and the nature of the work performed, the number of workers is distinguished the following types jobs:

Simple workplace

A simple workplace - one worker services one unit. For example, one programmer services one set of computer equipment or one universal lathe is serviced by one turner.

Multi-machine workstation

A multi-machine workplace involves servicing several units simultaneously by one worker. This type of jobs is widespread in the textile and mechanical engineering industries. For example, five automatic lathes are serviced by one operator operator.

Collective workplace

Collective - typical for the chemical industry, petrochemical, metallurgical and a number of sub-sectors of the food industry, as well as for large vehicles (airplanes, sea and river vessels, locomotives). In this case, one unit is serviced not by one, but by several workers. For example, a large rolling mill at a metallurgical plant is serviced by up to 120 workers at a time.

Spatial workplaces

Spatial jobs are not associated with any sector of the economy, type of product or means of labor, but are determined by the nature of the work. This is, for example, geological exploration, cleaning premises, grazing livestock, etc. The worker does not have a fixed workplace, but only a delineated space. He is assigned only a permanent place of appearance - a special room or office where records are kept of the employee’s arrival and departure and his performance is monitored. The workplace of a number of production specialists and managers does not have clear regulations. They perform their immediate duties not only sitting at their desks, but also while on the premises of the company. To some extent, this is a free workplace in the understanding that this category of workers can freely use any point on the territory of the enterprise to perform their assigned duties.

Free workplace

Free workplace (to perform his duties, the employee uses any point on the territory of the enterprise).

According to the constancy of location, they are distinguished:

Stationary workplaces

Stationary workplaces are stationary, located on a fixed production area and equipped with stationary means of labor (machines, mechanisms, tools). Objects of labor are supplied directly to the workplace.

Mobile workstations

Mobile workplaces do not have production areas assigned to them, but they themselves move to the location of the objects of labor. For example, a drilling machine is moving towards a drilling site. Many jobs move simultaneously with objects of labor - cars, trains and other vehicles.

Depending on the level of mechanization and automation of the work performed, the following are distinguished:

Workplaces for manual work

Labor operations at such workplaces are performed with hand tools, and the transformation of the object is carried out at the expense of the employee’s energy costs. Examples include such types of work as: developing soil using a pick and a shovel; manual sawing of wood or trimming of logs with an ax; manual assembly of machine components and mechanisms and! etc. The work performed at these workplaces is highly labor-intensive, and labor productivity here, as a rule, is not high. However, it should be noted that it is almost impossible to completely exclude jobs with manual work from the sphere of production: even in conditions full automation adjustment and adjustment automatic systems remain manual operations, just like many types of repair and maintenance work technological equipment.

Workplaces for machine-manual work

All transformations of objects of labor at such workplaces are carried out either by machines and mechanisms with the direct participation of the worker with the corresponding energy costs on his part (for example, sawing wood on a circular saw with manual feed), or the work is performed with a mechanized tool using the efforts of the worker himself (for example, drilling holes with a hand-held electric drill, drilling holes with a hand-held pneumatic hammer drill, planing boards with an electric planer, etc.).

In machine-manual work, the transformation of the object of labor is carried out due to two sources: external energy (electrical, pneumatic, etc.) and the energy of the worker himself. Such jobs occupy an intermediate place between the first (manual) and subsequent (mechanized) groups. From an organizational point of view, with machine-manual, as well as with manual, work, multi-machine maintenance and the combination of rest time with the time of processing the object of labor are impossible.

Mechanized workplaces

All technological processes in this case are carried out by machines and mechanisms with the corresponding expenditure of external energy, but with the direct input of workers, whose role is reduced to managing the means of labor (installation of the subject of labor, starting or stopping the machine, monitoring the operation of the mechanism, quality control, removing the product and etc.). Distinctive feature jobs of this group is that the worker himself does not directly spend energy on transforming the subject of labor, but spends it only on auxiliary elements. Examples include operations for processing parts on metal-cutting machines, for controlling loading and unloading and transport mechanisms, for sewing on electric sewing machine.

Automated workstations

They are equipped with automatic mechanisms, machines or their systems, capable of performing all technological operations without the direct participation of a worker, whose role is reduced to starting and stopping automatic machines and monitoring their operation. The automatic operation time of equipment can be significant, and therefore, as a rule, it becomes possible for one worker to service several automatic machines.

Hardware workstations

These workplaces differ from mechanized and automated ones in that they are equipped with special equipment (devices), in which the transformation of objects of labor is carried out under the influence of chemical, electrical or thermal energy. As in automated workstations, the functions of operator workers are reduced to monitoring the care of devices based on instrument readings. If there are several devices and a sufficient amount of time for the automatic hardware cycle, it is possible for one operator worker to simultaneously service two or more devices.

According to the functions performed by the employee:

Manager's workplace

A manager's workplace is a place where a manager's work is performed, equipped with appropriate equipment and other supplies necessary for the effective performance of his duties. The manager's workplace is equipped in a separate office and, as a rule, consists of three functional areas: a work area, a meeting area and a relaxation area.

The manager's workplace is a separate part of the enterprise premises, equipped in accordance with the nature of the functions performed with the necessary means of labor. The size of the area and equipment of the manager’s office depend on the number of participants in meetings or meetings held in the manager’s office, on the number of simultaneously arriving visitors, the nomenclature and volume of cases and documents, various technical means and working materials, tables, i.e. The layout of the manager's office may vary depending on the nature and volume of work.

Specialist's workplace

The “specialist” has many faces and professional activity is associated with making decisions related to financial calculations, the formation and creation of various documents and calculations, and more. This could be an accountant, economist, financier, marketer, lawyer, manager. In addition, this specialist has at his disposal a computer, which he must be able to use. Therefore, we will carry out the following conditional division of his workplace into two components: a physical workplace of a specialist and an electronic workplace of a specialist.

The electronic workplace can be divided into three categories:

An electronic workplace, which, as a rule, is provided by an enterprise through the implementation of any corporate software product (system),

Application office systems,

An electronic place that is generated by each individual, depending on his qualifications and needs.

Typically, a monitor, keyboard and mouse are located on the desk. The monitor is designed to visually display information that is manipulated using the mouse and keyboard, as well as the results obtained from these manipulations.

Employee's workplace

Employees' workplaces are usually located in common rooms or isolated rooms (depending on the type of work, the number of performers and their relationship). In common rooms, work stations are usually located in parallel rows, but if workers are not related to each other by one occupation, then work rooms can be separated by partitions. Employees' workplaces are equipped depending on the specifics of their work. Currently, standard layouts of RM* have been developed various categories employees listed in the relevant catalogs and which are advisable to use when organizing the PM of a specific employee.

Worker's workplace

Workers (workers of mass professions) are the largest group, which is divided into workers of main work and auxiliary work. Essential workers are engaged in the main production of enterprises. Support workers help key workers perform work related to the main activity of the enterprise. By skill level, workers can be:

Qualified;

Low-skilled;

Unskilled.

Their ratio at the enterprise depends on the types and volumes of work performed.

Physical workplace

This is a specific area intended for the production of products, performance of work and provision of services, equipped for these purposes with an appropriate set of tools...

Economic workplace

This is an opportunity to provide employment to one employee, regardless of the number of physical jobs. A physical workplace may be available, but due to a decline in production, lack of demand for products, materials, energy, etc. there may be no demand for labor, i.e. This workplace is not functioning. On the other hand, there may be one physical workplace, but due to its high efficiency, it will be operated in several shifts, which will initiate the presence of several workplaces, which are called economic workplaces.

General requirements for workplace organization

Depending on the specifics of individual industries and technological processes workplaces can be classified according to some other criteria, for example, when working at heights, in underground or underwater conditions.

But no matter how different the conditions and types of production are, no matter how different the technologies for producing work and the levels of their mechanization are, there are the following general requirements to the organization of workplaces.

1. Technical requirements. These requirements include equipping workplaces with modern, serviceable and safe equipment, tools, fixtures and lifting vehicles in accordance with the content and characteristics of production and labor processes.

2. Organizational requirements. These requirements consist of the optimal placement of workers, taking into account the labor intensity of the ore functions performed, the organization of workplaces and the relationships between them, the efficient and economical maintenance of workplaces, and the creation of safe and healthy working conditions.

3. Economic requirements. They provide increased labor productivity, reduced production costs, improved quality of products or work, and growth wages and income of all private owners of production, as well as the most complete satisfaction of consumer demands.

4. Social and psychological requirements. Such requirements presuppose the development and improvement of the skills of workers, the unity of work teams, satisfaction with work and its results, as well as the formation of a positive psychological climate.

Certification of workplaces

According to the order of the Ministry of Health and Social Development of Russia No. 342n dated April 26, 2011, from September 1, 2011 (cancelled from January 1, 2014) new Order carrying out certification of workplaces according to working conditions. Certification was carried out not only to record harmful factors affecting human health, but also to bring working conditions into compliance with state regulatory requirements for labor protection. In addition, based on certification, compensation was established for workers exposed to harmful factors. If a person actually encounters unfavorable factors in the workplace, he is guaranteed to receive the benefits due to him - reduced working hours, additional annual paid leave or increased wages.

Job market in the labor market system

The job market is a socio-economic relationship between job owners regarding the movement of capital in the form of jobs and connection to the labor force based on supply and demand. One of the main components of employment that shapes the demand for labor is the structure of jobs and its dynamics. Employment is a consequence of the availability of jobs and incentives that determine the scale and relationship between demand and supply of labor. The workplace serves as one of the most important factors creation of a public good.

The formation of territorial, sectoral, professional, qualification, educational and other structures of the labor force is carried out to a large extent under the influence of the movement of both labor resources and jobs (their creation, improvement, liquidation), which shapes production demand for labor. The influence of the dynamics of vacant jobs in industries on the formation of the sectoral structure of employment of the population as a whole and the number of employees in individual industries is determined by the processes of job movement - opening (formation) and closing (replacement and liquidation) of vacant jobs. It should be emphasized the need to create cost-effective jobs that provide the worker with an income level not lower than living wage, and the state - tax revenues and contributions to the relevant funds. Thus, highly profitable but “shadow” jobs (we have about 30% of them)” or places with low wages cannot be considered effective.

In this regard, it seems necessary to define the concept of “creation” of a workplace. Jobs can be created both through the introduction of new ones (which will require investment in fixed production assets and an increase in working capital), and through the expansion of existing production as a result of an increase in the shift ratio, which implies the presence of unused jobs. The expansion of employment in the latter case occurred with an increase in production volumes caused by an increase in demand for goods and services. Therefore, the creation of a job can be caused either by changes in market conditions, or by targeted influence on the part of management and business entities, for example, government orders.

When applied to the Russian economy, the analysis of the movement of jobs is of particular interest, since the Russian labor market responded to the transformation shock in many ways differently than the countries of Eastern Europe. Despite the gigantic decline in production, unemployment in the Russian economy remains at a relatively low level. It would be natural to suggest that the increase in unemployment is restrained by the flexibility and mobility of the Russian labor market in its specific forms. One way to empirically test this proposition is to analyze the movement of jobs and labor.

All the many factors on which the movement of workers between jobs, as well as between the state of employment and the state of “unemployment” depends, can be divided into two categories. In the first case we're talking about about factors such as: the emergence of new markets or the contraction of old ones; technical re-equipment of companies and entire industries; increased or decreased domestic and international competition; differences in local business conditions, etc. As a rule, all of these factors lead to a change in the total number of jobs and their redistribution between individual enterprises. Which, accordingly, leads to an overflow of labor.

In the second case, we are talking about “personal” factors of labor mobility, such as: professional growth; insufficient or excessive level of qualifications; job dissatisfaction; change of place of residence; completion of studies; reaching pepsioh age, etc. Relocations occurring under the influence of these factors do not necessarily imply an increase or decrease in the number of personnel of individual companies.

The influence of the dynamics of vacant jobs in industries on the formation of the sectoral structure of employment of the population as a whole, and the number of employees in individual industries, is determined by the processes of formation and elimination of vacant jobs.

In particular, the formation of the latter occurs as a result of:

Creation of new jobs (vacancies through expansion of production, through modernization and re-equipment, new construction);

Removal of people outside the employment system under consideration;

People changing jobs within an industry or workers moving to jobs in other industries.

In turn, the closure of vacant jobs in each industry occurs through:

Hiring workers from the same or another industry;

Reception of workers from outside the employment system under consideration;

Elimination of empty jobs.

Market needs for jobs

IN market economy Of particular importance is the question of the principles for determining the need for jobs. And only after resolving this issue can we develop the right approach to determine the number and structure of jobs needed to solve the problems of employment and unemployment. We are talking about market principles for determining the need for jobs, i.e. principles that guide market structures. These include enterprises based on private property, where the main figure determining the economic activities of the enterprise is the entrepreneur (businessman). His enterprise is his business.

It is known, however, that entrepreneurship in itself does not have the goal of creating jobs, preserving them and updating them. This goal is the benefit of investing money (capital) in a profitable business. But in modern market economic conditions, entrepreneurs do not necessarily have to create jobs to make a profit, much less save them, reserve them, update them, etc. You can invest (invest) capital by purchasing shares of prosperous companies and get rich through dividends, or put money in a bank and receive interest. At one time it was even more profitable to “invest” capital in state bonds and receive a huge income, or engage in foreign exchange transactions, having a good margin from this (the difference between the amount of sale and purchase of currency). In all these cases, the profitability of investing capital is ensured without creating jobs, except for some employment of the entrepreneurs themselves and their closest “helpers” with all these commercial operations.

Job market structure

The structure of jobs, if we take into account the economy as a whole, is reflected in the structure of employment of the population, but one type of employment must be taken into account - hired employment. All types of self-employment do not have jobs, since the place where labor is applied is the entire economy. The following main links in the structure of jobs can be distinguished:

Social,

Public-private,

Territorial,

Industry,

Professional qualification,

According to the gender and age composition of those employed in hired labor,

By degree of use.

Social structure of jobs

The social structure of jobs differs from self-employment in that it reflects only one type of employment - hired employment, while the second is more complex in its structure, because it also includes various types of self-employment: entrepreneurship, small business, individual labor activity of artisans, single artisans, farmers, small traders employed in households, etc.

The driving force of the American economy in general and the labor market in particular is the private service sector.

Social structure jobs are much simpler in that it is mainly divided into wage and salary workers ("blue" and "white" collar) jobs. Quantitatively, if we take the economy of the state as a whole, jobs for workers predominate. The peculiarity of the social structure of jobs (according to the Moscow City Statistics Committee) using the example of Moscow is the predominance of jobs for employees. Not only are white-collar jobs predominant, but the data shows that the following trends are visible:

The share of jobs for employees in Moscow is increasing, while jobs for blue-collar workers is decreasing;

The share of white-collar jobs held by women is significantly higher than that of men and tends to increase;

Against, specific gravity jobs for workers employed by men has the opposite indicators.

These trends in changes in the social structure of jobs in Moscow will intensify as market relations develop in connection with structural changes in the city’s economy towards the expansion of financial and commercial structures and a reduction in the sphere of material production. This is evidenced, in particular, by the dynamics of unemployment in Moscow. According to the Moscow Employment Service, the number of unemployed workers from 1992 to 1997 increased from 3,390 to 12,792 people, i.e. almost 4 times, and employees - from 19,446 to 23,304 people, i.e. the growth was just over 20%. Unemployment among workers during these years grew almost 20 times faster than among employees. The importance of white-collar jobs in the Moscow economy is increasing, while blue-collar jobs are decreasing.

Public-private structure jobs. IN Soviet economy there was no private sector, there were actually state and cooperative-collective farm sectors, where jobs differed little, since the cooperative-collective farm sector was highly nationalized, and hired labor was not recognized at all.

Prospects for expanding the job market

When developing an anti-crisis program for creating a normal job market, progressive global and domestic experience in legislative changes in labor and production time standards should be used. By manipulating these standards, it is possible to influence the state of the jobs market, distributing jobs more evenly in the economy, reducing, eliminating, and even preventing unemployment in all its manifestations. So, scientific research It was revealed that when the working hours are reduced by 20%, the supply of jobs in the labor market also increases by 20%, reducing unemployment. Reducing the retirement age by one year increases the supply of jobs by 1%, increasing the demand for labor by also 1%.

An increase in the demand for labor and the supply of jobs is also achieved by reducing the number of working days of the week, increasing the duration of paid vacations, the number of holidays and days off, providing employees with time to study and improve their skills, acquire a new profession, and for family needs related to the birth of a child. , etc. This kind of maneuvering with labor and production standards has long been spontaneously making its way into economic practice under pressure various factors social, scientific and technological progress, crisis phenomena in the economy, etc.

Maneuvering labor and production time standards is a new direction for expanding the job market, which has so far been poorly studied and manifests itself spontaneously. Its opponents, speaking out against the consciously programmatic, legislatively adopted spread of this form, refer to poverty, to the fact that society has not yet matured, is not rich enough to use such tools. Moreover, sometimes we propose to increase the retirement age. And this is when average duration life of the male part of the population, which is now 58 years old! The implementation of such proposals would seriously aggravate the problems of employment and unemployment. As practice shows, the reduction of working hours and the retirement age did not undermine the foundations of a market capitalist economy, did not make the rich less rich, and did not increase the poverty of the working population. On the contrary, a reduction in labor time is a historical pattern, which is accompanied by an increase in the wealth of society as a whole, an increase in the well-being of both employers and workers, because the reduction in labor time is compensated by an increase in its productivity and intensity, i.e. Scientific and technological progress.

The theory of labor fatigue says that a decrease in labor duration is compensated by an increase in its intensity. Wages and pensions are of great importance in expanding the job market. Low wages and a meager pension increase tension in the labor market, since a busy worker is forced by low wages to look for secondary employment, and a pensioner actually appears on the labor market as an unemployed person, since the pension turns out to be insufficient to support his usual way of life.

Features of the workplace as a product

The peculiarity of the workplace as a product mainly lies in the fact that it is a product for production purposes, embodying the material conditions of the personal factor of production; is rooted in it important source all benefits, because, using the workplace, the worker with his labor, and the businessman with his activity as a master, create all the necessary means of life and means for productive activity. Huge number of jobs thanks to entrepreneurial activity and brought into action by the labor of hired workers, continuously reproduces the life process of the entire society. Unlike labor power, a workplace is a material, inanimate commodity. Therefore, the owner of this product - the employer - is in a more favorable relationship compared to the hired employee, since he can, as already noted, reserve, mothball jobs and store them until better times, when it becomes possible to turn them into existing jobs.

However, by itself it will not become an active workplace, because it is driven by labor, without which a businessman cannot count on turning it into an active productive cell of his economy. The workplace does not have the property of self-development and self-improvement; it acquires this property thanks to the entrepreneurial activity of the employer and the creative work of the employee. In the system of market relations, the workplace has the peculiarity that it is a passive object of purchase and sale, in contrast to labor power, the carrier of which is the employee and which is inseparable from his personality. The workplace exists in material form independently of the employer and can be alienated from him when sold for subsequent use. An employer can maintain a workplace in a different state: active, vacant, mothballed, or completely liquidate it - this largely depends on the will and desire of the employer, and not just on market conditions.

Purchasing a workplace

A workplace is purchased twice: a) by the employer on the market for physical goods for industrial purposes; its cost is paid in full and the employer becomes the owner of the workplace; b) an employee on the labor market; it is not the cost of the workplace that is paid, but the price of its temporary use by the employee, and the employee does not become the owner of the workplace. Accordingly, a workplace as a product is used in two ways: a) by the employer - to sell it for temporary use for a certain price; b) a hired worker - to create with his labor marketable products, the sale of which on the market provides him with monetary earnings.

The employer has a price, i.e. the commercial nature of the use of jobs, for the hired worker - labor, productive. It turns out that the nature of the use of a workplace by an employer is fundamentally different from the nature of the use of a workplace by an employee: the employer buys a workplace in order to sell it; hired worker - to use for production and obtaining livelihoods. The cost of a workplace as a product in the market for means of production is the cost of its purchase by the employer, i.e. the amount of money that he spent to create a job. The price of a workplace as a product in the labor market is the price that an employee pays for the temporary use of a workplace and which is the difference between the income created by labor and the wages received by the employee.

The purchase and sale of a workplace, simultaneously with the purchase and sale of labor, is legally formalized by an employment contract between a businessman and an employee, which defines the mutual rights and obligations of the parties to comply with all conditions of the purchase and sale of a workplace. The businessman undertakes to ensure uninterrupted provision of the workplace with all necessary materials, tools, maintain it in working order, etc., and if the workplace breaks down through no fault of the employee, the businessman pays for the forced break in the use of the workplace by the employee, thereby proving the fact that the workplace is rented by the employee.

For his part, the employee undertakes to use the workplace economically (productively, i.e., profitably for the entrepreneur), ensuring the professional and qualification compliance of his work with the requirements of the workplace, bear financial responsibility for stopping the workplace through his own fault, etc. The employee does not have the right to dispose of the workplace at his own discretion, to appropriate in any form the belongings of the workplace, to damage it, to disable it - for this he again bears financial responsibility. But he has the right to make improvements to the workplace, is obliged to maintain it in good condition to the best of his strength, qualifications, and capabilities, for which he has the right to count on appropriate remuneration. It follows from this that the relationship between the purchase and sale of a workplace with the conclusion of an employment agreement is just beginning and continues continuously until its termination (dismissal of the employee). In fact, this relationship is realized in production process firm, being its internal moment.

Job needs

The needs of entrepreneurship for jobs are determined by the profitability of investing capital, i.e. its needs for combustion under the pressure of competition. Experiencing the influence of market conditions, capital's need for jobs fluctuates continuously, accompanied by fluctuations in the hiring and firing of employees.

The population's need for jobs is determined by the number of people willing and able to work and be employed. For an employee, the need for a workplace comes down to the need for normal, or accepted means of subsistence. But this inevitably leads to the conclusion that satisfying the population’s needs for jobs leads to satisfying the population’s needs for normal means of subsistence. However, the vital needs of the population do not coincide with the needs of entrepreneurship for jobs, and this contradiction is manifested in destructive social consequences, first of all, in the presence, existence and growth of unemployment, the aggravation of the problem of employment and social tension, the growth of poverty, crime, etc.

Foreign and domestic experience of market management indicates that the needs of entrepreneurship for jobs quantitatively and structurally lag behind the needs of the population. This leads to the most important conclusion: market entrepreneurship is not able to solve the problem of creating, maintaining and modernizing jobs in accordance with the needs of the population and their employment needs.

Based on the dynamics of the number of jobs, one can clearly distinguish the chronology of events in the economy: since 2000, the United States has been experiencing a systemic crisis, and it is a triple one; it was supposed to happen back in the early 90s, but it was artificially delayed, first through information technology bubbles (money entered the economy through investments in high-tech funds), then through the real estate market (money entered the economy through uncontrolled lending to the population on collateral real estate). And if in the first case it can still be assumed that the IT bubble was the result of market forces, then in the second case we are talking about the conscious policy of the regulator: money had to flow into the system through any channel and without the slightest stop.

Sources and links

Sources of texts, pictures and videos

glossary.ru - glossary.ru

ru.wikipedia.org - a resource with articles on many topics, a free encyclopedia Wikipedia

photo.bankir.ru – photo bank

allbanks.ru – the largest directory of banks

coolreferat.com - free exchange educational materials

ebk.net.ua - electronic library Knyazeva

grandars.ru - general economic theory

slovari.yandex.ru - Yandex dictionaries

schema.rf - structural and logical diagrams

moluch.ru - scientific journal “Young Scientist”

dslib.net - dissertation library.

elitarium.ru - distance education center "Elitarium" (St. Petersburg)

rg.ru - Russian newspaper

eisot.ru - a unified all-Russian reference and information system on labor protection

myshared.ru-base ready-made presentations

monger.ru - community of successful traders

www.grandars.ru - economist's encyclopedia

uchebnikionline.ru - library educational literature

de.ifmo.ru- electronic textbook in management

istor-vestnik.org.- historical bulletin "On the roads of millennia"

uralpolit.ru - expert information channel

www.krles.ru - website of Krasnoyarsk Forest Management

kz24.netl - information portal Kazakhstan

hr-academy- HR Academy website

google.ru is the largest search engine in the world

video.google.com - search for videos on the Internet using Google

translate.google.ru - translator from the Google search engine

yandex.ru is the largest search engine in Russia

wordstat.yandex.ru - a service from Yandex that allows you to analyze search queries

video.yandex.ru - search for videos on the Internet via Yandex

images.yandex.ru - image search through the Yandex service

stock-list.ru – stock exchange navigator

lawmix.ru – search engine “business and government”

fortrader.ru – online magazine

dalas.ru – information and entertainment portal

Application links

windows.microsoft.com - website of Microsoft Corporation, which created the Windows OS

office.microsoft.com - website of the corporation that created Microsoft Office

hyperionics.com - website of the creators of the HyperSnap screenshot program

getpaint.net - free software for working with images

youtube.com - YouTube, the largest video hosting in the world

To put it briefly, a workplace is an open or closed area of ​​territory or space, equipped with the necessary production means within which the employee is engaged labor activity. It can also be assigned to a group of employees. Typically carried out in the workplace certain part general production cycle.

It is logical that in order to achieve high labor productivity, it is necessary to provide conditions under which his performance will be the highest.

Important! The employer should adapt workplaces, taking into account not only the specific type of activity and qualifications, but also the individual physical and psychological characteristics of each employee.

General requirements for workplace organization

These requirements are regulated by the Labor Code of the Russian Federation, Sanitary and Epidemiological Rules and Standards (SanPiN) and other legal documents.

The main goal of organizing a workplace is to ensure high-quality and efficient performance of work in compliance with established deadlines and with full use of the equipment assigned to the employee.

To achieve this, organizational, technical, ergonomic, sanitary, hygienic and economic requirements are imposed on the workplace.

What requirements must an employee’s workplace meet?

Occupational safety is a primary requirement!

The most important requirement when organizing a workplace is to ensure safe, comfortable working conditions, and to prevent the occurrence of occupational diseases and accidents. This entire set of measures is called occupational safety and health.

In other words, labor protection, in essence, is a system of legislative acts in conjunction with socio-economic, organizational, technical, hygienic, medical and preventive measures and means that ensure safe working conditions and the preservation of the health of enterprise employees.

To do this you need to create favorable conditions labor in accordance with sanitary standards, safety regulations, ergonomics, and aesthetics.

Indoor microclimate

The legislation of our country strictly regulates the temperature and humidity of indoor air. In particular, when the average daily temperature outside is below 10°C, the amplitude of its fluctuations indoors should be 22-24°C. At temperature external environment more than the specified value - 23-25°C. In case of temporary non-compliance with these conditions in one direction or another, the length of the working day is reduced (SanPiN 2.2.4.3359-16 dated June 21, 2016 No. 81).

Protection from the harmful effects of computer technology

Since today it is impossible to imagine office work without a PC, there are standards for employees using computer equipment. For example, when working with a computer with a flat monitor, the workplace must have an area of ​​at least 4.5 square meters. m, when using a kinescope monitor - 6 sq.m. After each hour of operation, the room must be ventilated (SanPiN 2.2.2/2.4.1340-03 dated May 30, 2003). Same normative act the height, width and depth for the feet under the desk are regulated, and the mandatory presence of a footrest with a corrugated surface is stipulated.

The level of electrostatic and electromagnetic fields, radiation and ultraviolet radiation, radio frequency ranges and other factors harmful to the health of employees.

Attention! The use of copiers, printers and other office equipment is prohibited in basements, and for ordinary offices, appropriate standards for the distance between technical equipment have been established (SanPin 2.2.2. 1332-03).

Lighting requirements

Also, the relevant articles of SanPin establish standards for lighting. For example, the illumination in the room should be between 300 and 500 lux. When using artificial lighting, lighting parameters must ensure good visibility of the information displayed on the personal computer screen. For local lighting, lamps installed on work tables or specially equipped panels for vertical installation are recommended (SanPiN 2.2.1/2.1.1.).

Noise requirements

The maximum threshold for noise level is 80 decibels (SanPin 2.2.4. 3359-16).
Regulatory documents provide for the installation of special foundations or shock-absorbing pads under the main noise-producing equipment and other equipment, as well as the use of noise-absorbing materials.

Providing conditions for eating

The procedure for eating at the workplace is regulated by Article 108 of the Labor Code of the Russian Federation, SNiP 2.09.04-87:

• if the number of employees is less than 10 people, a space of at least 6 square meters is required. m, equipped with a dining table;
• with up to 29 employees, the required area is twice as large;
• if the company employs up to 200 employees, it is obligatory to have a canteen-serving area;
• if the number of employees exceeds 200, the canteen must be provided with raw materials or semi-finished products.

Unregulated situations

If situations arise that are not regulated by sanitary and hygienic standards (the roof is leaking, the toilet is faulty, etc.), the employee has the right to refuse work. In this case, the employer is obliged to offer him other employment until the problem is completely eliminated. If such a decision is impossible, according to Article 157 of the Labor Code of the Russian Federation, the employer is obliged to declare downtime and pay a penalty in the amount of at least 2/3 of the employee’s average salary.

Of the ergonomic requirements for the workplace, the following should be additionally noted:

1. Selection of a rational location of the working surface and zone, taking into account the anthropometric data of a particular employee.
2. Provision of measures to prevent or reduce premature fatigue of an employee, the occurrence of a stressful situation in him, taking into account the physiological, psychophysiological characteristics of a person and his character. By the way, according to psychologists, workers who constantly use electronic computers in their work are much more exposed to stress than their less “advanced” colleagues.
3. Ensuring speed, safety and ease of maintenance in both normal and emergency operating conditions.

Technical parameters include equipment with innovative technology, devices, laboratory equipment, load-moving mechanisms, etc.

Employer's liability

According to the requirement of Article 209 of the Labor Code of the Russian Federation, the relevant federal executive body establishes the procedure for certification of workplaces in order to determine factors affecting the safety of working conditions in production. The employer is responsible for every violation of established legislation.

On the first violation officials and individual entrepreneurs are warned or subject to a fine of 2,000 to 5,000 rubles. The same for organizations - a warning or a fine in the amount of 50-80 thousand rubles (Article 5.27.1 of the Code of Administrative Offenses of the Russian Federation, part 1).

In case of repeated violation, part 5 of this article already provides for more severe penalties:

• officials are subject to a fine of 30-40 thousand rubles or disqualification from one to three years;
• fine amount for individual entrepreneurs similar, or their activities may be administratively suspended for up to 90 days;
• organizations can be fined 100-200 thousand rubles or also be subject to administrative suspension of their activities.

Instead of a conclusion

Based on the state of workplaces at a particular enterprise or office, one can judge not only the level of work organization and production culture in them, but also their solidity and the degree of trust potential and existing clients have in them.

Process- this is a part of the production process that contains targeted actions to change and (or) determine the state of the subject of labor.

A technological process can be related to a product, its component parts, or processing, shaping, and assembly methods.

Objects of labor include blanks and products. The technological process is divided into a part of technological operations.

Technological operation- This is a completed part of the technological process, performed at one workplace. The operation is associated with the implementation of a legitimate amount of work and is the main element of production planning and accounting.

A technological operation is divided into settings, positions and transitions. The main part of the operation is the transition, which is a set of processes for processing one or a set of parts, with the same tool or its set, with a constant mode.

The workplace is understood as an area, equipped with the necessary technical means, in which the labor activity of a performer or a group of performers is carried out, jointly performing one job or operation.

At the workplace, the main goal of labor is achieved - high-quality, economical and timely production of products or completion of the established amount of work.

To achieve this goal, technical, organizational, economic and ergonomic requirements are imposed on the workplace.

On the technical side, the workplace must be equipped with advanced equipment, the necessary technological and organizational equipment, tools, instrumentation provided by the technology, and lifting and transport vehicles.

From the organizational side, the equipment available at the workplace must be rationally located within the work area; an option was found for optimal maintenance of the workplace with raw materials, materials, workpieces, parts, tools, repair of equipment and accessories, and waste removal; Safe and healthy working conditions are provided for workers.

On the economic side, the organization of the workplace must ensure optimal employment of workers, the highest possible level of labor productivity and quality of work.

Ergonomic requirements take place when designing equipment, technological and organizational equipment, and workplace layout.

The labor process of an employee, regardless of what functions he performs, is characterized by inherent patterns that determine:

Placing an employee in the work area;

Position of the working area;

The sequence, quantity and spatial extent of the labor movements that comprise the labor process;

The sequence of a person’s entry into work;

Appearance, increase and reduction of fatigue.

Workplace - spatial zone of labor activity:

Equipped with the necessary basic and auxiliary equipment; - determined on the basis of labor and other standards;

Assigned to one or a group of workers to perform specific production or management tasks.

Workplaces vary:

By the number of performers: individual and collective workplaces;

By type of production: main and auxiliary;

By type of production: mass, serial and single;

By degree of specialization: universal, specialized and special;

By level of mechanization: mechanized, automated, for manual work;

By the number of equipment: single-machine, multi-machine.

Work post- this is a section of a production area equipped with technological equipment to accommodate a car and intended to perform one or more similar jobs.

A post includes one or more jobs.

Workplace- this is the area of ​​​​work activity of the performer, equipped with technological equipment, devices and tools for performing specific work.

Workplaces in a diagnostic station are a system of inextricably linked links. This connection is determined by the unity of the production process, the proportional ratio of shift tasks at all workplaces, the communication of industrial connections supplying compressed air, electricity, coolant, lubricants, etc.