Functional division of labor in scientific organizations. Forms and types of labor. Types of division of labor
Organization of a clear and well-coordinated work of the main and auxiliary workers, if the productivity of the main workers is largely dependent on the work of the auxiliary (for example, crane operators and molders in foundries);
Workers who do not have a fixed place of work or clearly defined duties (for example, when performing loading and unloading operations).
Joint labor of a group of workers with elements of interchangeability and combination of professions, since it becomes difficult to identify the individual output of each, and consolidation of operations is undesirable due to the unequal workload of workers (assembly and welding work in the manufacture of large machines and assemblies);
Production lines, assembly lines when there is no production need to create backlogs at individual workplaces, although they are possible due to different performance of performers, and only an increase in output from the final operation is required;
Maintenance of equipment when the processing cycle exceeds the duration of one shift (machining on large and unique metal-cutting equipment, forging and stamping work with a long heating time of workpieces, etc.);
Servicing multi-machine complexes for machining, when the transfer of a shift on the go significantly increases labor productivity and equipment utilization (teams of milling machines, boring workers, teams of workers servicing the complex of gear-cutting equipment).
However, the technical conditions of production do not determine the unambiguous choice of the organizational form of labor. For certain types of work, under the same technical conditions, both brigade and individual forms are possible. Under such conditions, it must be borne in mind that the brigade form creates opportunities for changing labor, on the basis of combining professions and functions, increases its content, promotes advanced training and, ultimately, increases interest in labor and in its collective results.
At engineering enterprises, all forms of collective labor organization are common, including specialized shift and through teams, complex shift and through teams.
22. The concept of division and cooperation of labor, their forms.
labor cooperation- a system of production relationships between workers in the implementation of the labor process.
Labor cooperation in enterprises carried out in various forms depending on specific production conditions. This is affected by:
the nature of the equipment used
technology features
type of production
the degree of division of production processes and many other factors.
Cooperation of labor can occur when individual work is performed at separate workplaces, when combining professions, in collective (group) work.
Mandatory conditions for the collective form of labor organization are the presence of industrial relations between workers in the labor process and the common goal of the work performed. Types of teams on various grounds:
specialized and complex
with full, partial division of labor or complete interchangeability of workers
paid individually or collectively with the distribution of collective earnings according to the labor contribution of each employee to the final results of the activities of the entire team (according to KTU, KTV, KKT, etc.)
with full or partial self-government.
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Division of labor - this is the differentiation of people's activities in the process of joint labor. By the level of division of labor, one can judge the development of the productive forces of society. The higher the degree of division of labor, the higher the level of development of productive forces.
There are three interrelated types of division of labor:
- general (within society, i.e. manifested in the delimitation of people's activities between large sectors of the economy, i.e. between industry, construction, agriculture, transport, etc.);
- private (within a separate branch of farming. In agriculture, this division of labor appears in the form of its differentiation by cattle breeding, pig breeding, horticulture, vegetable growing, etc.);
-singular (expresses the division of labor between workers within a separate enterprise).
General and private the division of labor is studied by other economic disciplines. The object of the NOT is singular division of labor.
Division of labor at the enterprise simultaneously produced in the following basic forms :
1. technological;
2. functional;
3. vocational qualification.
1. Technological division of labor is carried out on the basis of the division of the production process into stages (procurement, processing, assembly), redistributions, phases, partial technological processes and operations. The technological division of labor is associated with the division of labor according to the branches of the enterprise, the phases and stages of plant development, and the types of work.
Within the framework of the technological division of labor in relation to certain types of work, depending on the degree of differentiation of labor processes, it differs:
postoperative;
Detailed;
subject division of labor.
Operational division of labor provides for the distribution and consolidation of technological process operations for individual workers, the placement of workers, ensuring their rational employment and optimal loading of equipment.
Substantive division of labor provides for the assignment to a specific contractor of a set of works that allow the complete manufacture of the product (assembly of an electrical outlet, etc.).
Detailed division of labor involves the assignment to the contractor of the manufacture of the finished part of the product or part.
2. Functional division of labor provides for the separation of various types of labor activity and the performance of specific work by the relevant groups of workers specializing in the performance of production or other functions of various content and economic significance.
According to the functional division of labor, there is a division of all workers into:
- major engaged in the direct production of products or the performance of basic work;
- auxiliary who themselves do not directly produce marketable products, but provide with their labor the work of the main workers;
- serving who by their labor create the conditions for the productive work of both the main and auxiliary workers.
Managers, specialists and employees are divided into separate functional groups.
3. Vocational and qualification division of labor is carried out depending on the professional specialization and complexity of the work and involves the performance of work at the workplace within the framework of a particular profession and the qualifications of the workers. Based on the volume of each type of these works, it is possible to determine the need for workers by profession, qualification category and category, both for the enterprise as a whole and for its structural divisions.
In this regard, there are the boundaries of the division of labor :
1. technological
2. economic
3. psychophysiological
4. social.
1. Technological frontier division of labor is determined by the existing technology, which divides the production process into operations. lower bound the formation of the content of the operation is a labor technique, consisting of at least three labor actions, continuously following each other and having a specific purpose. upper bound division of labor will be the manufacture of the entire product at one workplace.
2. Economic frontier The division of labor is determined by the fact that the specialization of performers associated with the fragmentation of the labor process should ensure their full load during the work shift and contribute to an increase in labor productivity.
3. Psychophysiological border division of labor is determined by the allowable physical and psychological stress. The duration of operations should be within acceptable limits and contain a variety of labor techniques, the implementation of which ensures the alternation of loads on various organs and parts of the body of workers.
4. Social border the division of labor is determined by the minimum necessary variety of functions performed, which ensures the content and attractiveness of labor. The worker should not only see the results of his work, but also receive a certain moral satisfaction from it. Labor, which is a set of simple movements and actions, reduces interest in it. It does not contribute to the growth of labor productivity and skills of workers.
The division of labor is inextricably linked with its cooperation. The deeper the division of labor, the greater the importance of cooperation.
labor cooperation- the joint participation of people in one or different, unrelated labor processes.
The task of cooperation t ore - to ensure the greatest consistency between the actions of individual workers or groups of workers performing various labor functions.
There are two types of cooperation:
1. simple
2. complex
At simple cooperation there is no division of labor, work is carried out collectively and independently of each other. For example: lifting and moving heavy objects by hand.
Complex cooperation is the result of the division of labor. Each performer is assigned a specific function. Each of them is not capable of carrying out the labor process without cooperation with other workers, the works are interconnected and interdependent. For example: grain harvesting, when everyone performs his function (combine operator, driver, tractor driver, etc.).
Forms of labor cooperation:
1. intershop;
2. intrashop;
3. intradistrict.
Intershop cooperation associated with the division of the production process between shops and consists in the participation of teams of shops in the general labor process for the enterprise for the manufacture of products.
Intrashop cooperation consists in the interaction of individual structural divisions of workshops (sections, production lines).
Intradistrict cooperation consists in the interaction of individual workers in the process of joint labor or the organization of collective labor of workers united in brigades.
The role of cooperation in agriculture:
1. Gives you the opportunity to complete the work in a short time.
2. Helps to increase labor productivity.
3. Helps to overcome critical deadlines for many agricultural works.
4. Promotes more efficient use of public means of production
23. The concept of the labor rate and the rate of labor costs. The structure of labor standards.
labor rate- the volume of the labor task that the employee must perform during the established working hours. Compliance with labor standards is one of the main responsibilities of every employee.
Labor cost rate- this is the amount of labor that must be spent on the qualitative performance of a given work in certain organizational and technical conditions. The labor cost rate determines the amount and structure of the necessary labor costs for the performance of a particular job and is the standard against which the actual costs are compared in order to determine their rationality.
The structure of the labor standard ...
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The system of norms and labor standards serves to ensure production
venous processes with data regulating labor activity. By-
the acceptance of labor standards implies a division into labor cost norms and norms of re-
results of labor.
The labor input rate is the amount of labor that is required to be spent
aim at the qualitative performance of a given work in certain organizations
ration-technical conditions. The labor cost rate determines the value and
the structure of the necessary labor costs for the performance of a certain work and
is the standard against which the actual costs are compared in order to determine
dividing their rationality.
Objectively, there are two forms of labor costs:
and the cost of labor (physical and nervous energy). TO standards for
waste of working time include norms of time (Нв), norms of abundance (Нч),
service rates (Nobs), controllability rates (Nu), duration rates
operations (Nd) and norms of labor intensity (Tn). Cost rates of physical and nervous
noah energy include: norms of the severity of labor, norms of the pace of work and norms
psychophysiological functions of the body.
The results of labor are expressed by a certain amount of work performed
bot. TO performance standards include: production standards (Nvyr), standard
fixed tasks, norms for the use of equipment.
Norms of time - the main type of labor standards, as they serve
initial data for the calculation of all labor standards.
Norm of time(Nv) determines the necessary time spent in one
employee or group to perform a unit of work (product). Norm of time
Meni is measured in seconds, minutes, hours, shifts, days. It is applied for
rationing of those types of work for which you can pre-set their
duration:
Hb = t pz +t op +t obs +t exc . (5.9)
The specific expression of the norm of time are t pcs and t piece
t PCS = t op +t obs +t exc or t PCS = t op ( 1 +
to),(5.10)
where to - the relative value of the cost of service time, as well as rest and
personal needs, % to t op .
t piece =
T pz +t op +t obs +t tl , (5.11)
where T pz – preparatory and final time for a batch of products,
P - the number of items in a batch.
Production rate(Nvyr) determines the number of units of products that must be manufactured by one or a group of workers for a certain period of time (hour, shift). The production rate is measured in physical units (pieces, meters, tkm, cubic meters, etc.). Production rate
applies to workers engaged in the performance of work of the same name,
is calculated on the basis of the norm of time for the execution of a unit of output or
execution of a unit of work.
Service rate(But) expresses the required number of units
equipment, workers or production facilities assigned to
service for one or a group of workers. The service rate is determined based on the duration of the shift ( T cm) and the norms of the service time of one object (Nv.o):
population rate(Nnumber) determines the number of workers required to perform a certain amount of work (for example, to maintain a blast furnace, a rolling mill, a chemical plant, an electric locomotive, a train, etc.).
Controllability rate(Well) is a kind of service norm
and is used to standardize the work of employees; determines the number of employees or departments (according to psychologists, 5-8), which can
be directly accountable to one manager.
Duration norm(Nd) - a kind of time norm, more often used in conditions of multi-machine maintenance, in automated work. The duration norm determines the time during which an operation (work) must be performed on one machine, unit or workplace (min, h).
Norm of labor intensity(Tn) is more often used in a collective
(team) organization of labor and determines the necessary time spent by one or a group of workers to perform a unit of work or manufacture a unit of output (norm-hour, normo-min).
Normalized task determines the required nomenclature and volume
work in labor or natural units, which must be performed
one or a group of workers for a certain period of time (shift,
tki, month). Due to the specifics of the work performed, which determines
(the use of a time-based form of remuneration in connection with the requirements of high
the quality of work and the inability to fully plan their volumes,
at the enterprises of railway transport, damage is widely used
a variable form of remuneration with a normalized task. Known is the experience of the Sverdlovsk Railway in the development of technological and rationing cards for repair workers.
The norms considered are directly related to complexity norms(categories) of work performed, which determine the necessary qualifications of employees. Based on the norms of the complexity of the work, the rate of its payment per unit of time is determined - the tariff rate.
Labor rates are used for in-house planning
labor, organization of labor, establishment of a normal level of labor productivity, organization of wages, social protection of workers from excessively high labor intensity and organization of labor management in general.
The classification of normative
labor materials. Regulatory materials for labor rationing, these are regulated parameters of equipment operation modes, labor costs and time of breaks in work, which serve to set standards. In terms of content, labor standards are divided into standards for equipment operation modes, time standards, work pace standards, and standards for the number of employees.
Standards for operating modes of equipment contain equipment parameters (speed, feed, depth of cut, etc.), on the basis of which the most efficient modes of the technological process are established, ensuring minimal labor costs.
Time standards contain regulated time spent on
performance of individual elements of the labor process (labor movements,
actions, techniques), for the manufacture of a unit of production, the implementation of a unit
work, maintenance of a piece of equipment, workplace, production area, etc.
Work pace standards establish a regulated pace
performance of work (on the conveyor).
Number standards determine the regulated number
workers needed to perform a given amount of work.
The standards are contained in various reference books. They are being developed
based on observations, measurements and design of labor processes.
Labor standards - source material (basis) for the development of labor standards.
Labor planning is carried out on the basis of labor standards.
Understanding the essence of labor norms and standards is based on understanding the differences between them:
– the norm corresponds to a strictly defined value of the factors that determine its value under the conditions of a particular production process;
standards are set for a set of factor values (for example, time
to move the part depending on its mass: 0.1 kg, 0.2 kg, 0.3 kg, etc.);
– the norm is set for a specific job; standards are used repeatedly to establish standards for work of a certain type;
– norms should be revised when the conditions for which they were established change; The rules have been in place for a long time.
Main Functions labor standards are
distribution according to work
scientific organization of labor and production
production planning
grade labor activity individual employees and teams, which serves as the basis for moral and material encouragement and dissemination of best practices.
Labor regulation includes: (The role of labor standards)
study and analysis of working conditions and production possibilities at every workplace;
study and analysis of production experience to eliminate deficiencies, identify reserves and reflect best practices in labor standards;
rational composition design , method and sequence of performing elements of the labor process, taking into account technical, organizational, economic, physiological and social factors;
establishment and implementation of labor standards ; systematic analysis implementation of labor standards and revision of obsolete standards.
25. methods of labor rationing
Labor rationing This is a type of labor management activity.
Labor rationing, the establishment of a measure of labor costs for the manufacture of a unit of product or the performance of a given amount of work in certain organizational and technical conditions.
Under labor rationing methods understand a set of techniques for establishing labor standards, including: analysis of the labor process, designing rational technology and labor organization, calculation of standards.
Choice of method the rationing of labor is determined by the nature of the rated work and the conditions for their implementation.
analytical
And total methods.
Analytical Methods involve the establishment of standards based on the analysis of a specific labor process, the design of rational modes of operation of equipment and methods of work of workers, the definition of norms for the elements of the labor process, taking into account the specifics of specific jobs and production units. The norms calculated by this method are called technically justified (if only the technical and technological parameters of the operation are taken into account) and scientifically justified (if not only technical and technological, but also economic, psychophysiological and social parameters are taken into account).
At summary methods norms are set on the basis of statistical data on the time spent on similar works, the experience of a master or rater, that is, without proper justification. The norms established with the help of summary methods are called experimental-statistical. According to experts, such norms are approximately 30% weaker than analytical ones. Experimental-statistical norms do not allow efficient use of production resources, so they must be replaced by norms established by the analytical method.
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Labor rationing methods
The methods of labor rationing are understood as a set of methods for us-
the formation of labor standards, including: analysis of the labor process, design
rational technology and labor organization, calculation of standards.
The choice of the labor rationing method is determined by the nature of the rationing
my work and the conditions for their implementation.
used to set labor standards. analytical
And total methods.
Analytical Methods presuppose the establishment of norms on the basis of
analysis of a specific labor process, designing rational operating modes of equipment and methods of work of workers, determining standards for the elements of the labor process, taking into account the specifics of specific workplaces and production units. The norms calculated by this method are called technically justified (if only the technical and technological parameters of the operation are taken into account) and scientifically justified (if not only technical and technological, but also economic, psychophysiological and social parameters are taken into account).
According to the method of obtaining the initial data, analytical methods are divided
on the analytical and calculation when normative materials are taken as the basis, and analytical research, when calculations are made on the basis of data obtained as a result of observation of labor processes at the analyzed workplaces (materials of chronometric observations).
With summary methods, norms are established on the basis of statistical
data on the time spent on similar work, the experience of the master or
rater, i.e. without proper justification. The norms established with
the power of summary methods are called experimental-statistical. Estimated
specialists, such norms are about 30% weaker than analytical
skies. Experimental-statistical norms do not allow efficient use
production resources, so they must be replaced by norms that
tanovlennym analytical method.
26. The main forms of remuneration are time and piecework..
The main forms of remuneration are time and piecework..
Time - this is a form of remuneration in which the employee's salary depends on the time actually worked and the employee's wage rate, and not on the number of work performed. Depending on the unit of accounting for hours worked, hourly, daily and monthly tariff rates are applied.
Organizational structure is a set of ways in which the work process is first divided into separate work tasks, and then coordination of actions to solve problems is achieved (Henry Mintzberg, “Structure in a Fist”). As a matter of fact, organizational structure determines the distribution of responsibility and authority within the organization. As a rule, it is displayed in the form of an organigram - a graphic scheme, the elements of which are hierarchically ordered organizational units (divisions, job positions).
The structure of the enterprise is established based on the volume and content of the tasks solved by the enterprise, the direction and intensity of the information and documentation flows that have developed at the enterprise, and taking into account its organizational and material capabilities.
Horizontal division of labor
The horizontal division of labor leads to the fact that each worker turns into a partial worker. In other words, he produces finished product, but only performs some of the operations necessary to obtain the finished product. In order for the finished product to be ultimately obtained, the actions of all partial workers must, as noted above, be coordinated, that is, management is necessary.
Where there is no division and cooperation, there is no need for governance. The larger and more complex the organization, the more important the role and the more complex the management process. Therefore, if in small organizations the performance of managerial functions can be combined with other activities, then in large organizations management is a separate type of activity.
Vertical division of labor
Since work in an organization is divided into its component parts, is carried out through the joint efforts of many people, and needs to be managed, someone must manage it. If the organization includes a sufficient number of people and groups whose activities should be coordinated, then there will be many coordinators. And this means that among the coordinators, a division of labor also arises and that their activities will also have to be coordinated. Thus, people appear in the organization whose task is to coordinate numerous coordinators-managers. It is clear that the work that managers will perform, coordinating directly the performers, will differ markedly from the work of their superiors.
Thus, in the organization there are two internal forms of division of labor. The first is the division of labor into components that make up parts general activities, i.e., the horizontal division of labor. The second, called the vertical division of labor, separates the work of coordinating actions from the actions themselves and highlights the levels of such coordination.
Functional division of labor - the division of labor depending on the nature of the participation of performers in the production process. At the same time, they distinguish:
- workers: main and auxiliary;
- managers: linear and functional;
- specialists: designers, technologists, suppliers, etc.;
25.1 Memory: remembering. Conditions conducive to meaningful memorization. Types of memorization.
Memorization. It proceeds in three forms: imprinting, involuntary memorization, arbitrary memorization.
Imprinting - durable and accurate preservation in the short term and long-term memory events as a result of a single presentation of material for several seconds.
In short-term memory, eidetic images arise - the image of what is seen is stored in the mind as a whole, color and stable form are preserved.
In long-term memory, imprinting occurs under a strong emotional impression.
Involuntary memorization is the preservation of events in the memory as a result of their repeated repetition.
Involuntary memory reflects permanent, repetitive events
Arbitrary memorization - arose in labor activity, most often a person resorts to memorization.
In relation to the original text, there are literal, close to the text and semantic.
According to the nature of the connections, mechanical and semantic memorization are distinguished.
Patterns of memorization:
1. on purpose. 2. by means of presenting the material. 3. according to the logical structure. 4. on the organization of the learning process.
Preservation. More or less prolonged retention in memory of information obtained in the experiment.
Preservation has two sides: actual preservation and forgetting.
Playback. Recreation in activity and communication of the material stored in memory.
Includes three levels: recognition, reproduction, recall.
The ratio of the levels of development of memorization and preservation.1. Fast memorization - fast forgetting.2.Slow memorization - slow forgetting.3.fast memorization - slow forgetting.4. slow memory - fast forgetting.
Federal Agency for Education
State educational institution
higher professional education
Ural State Pedagogical University»
Faculty of Management, Advanced Training and Retraining of Personnel
Department of Theory and Practice of Organization Management
2nd year student of the Faculty of Management, advanced training and retraining of personnel
Functional division of labor in the personnel management system
Course work
Scientific adviser:
Ekaterinburg
1. Introduction
2. From ancient times
3. The principle of division of labor
4. Types of division of labor
5. Functional division of labor as the basis of the enterprise
6. Temporary resource.
7. Labor cooperation as an integral part of the division of labor
8. Pros and cons of the functional division of labor
9. Conclusion
Introduction
Relevance.
In our time it is very difficult to determine what should be the structure of the organization for successful business and without highly qualified specialists it is simply impossible. Depending on the scale of the organization, tangible and intangible goods or services that it produces, the definition of the structure of the organization of labor comes. Many structures can be involved at the same time, but each manager sees the only true and main one of them, in which all resources will be used to the maximum, bringing benefits and not harming the organization.
Target.
The purpose of our work is to get acquainted with the structure of the organization, to analyze the types of division of labor, of which we will focus on the functional division of labor.
Research objectives :
1. Consider a structural approach to the organization
2. Determine the features of the functional division of labor in management.
Object of study- the structure of the organization with a functional division of labor.
Subject of study- functional division of labor in the personnel management system.
Ever since humans evolved from hunting and gathering to pastoralism and growing plants, at a time when they needed interactions not only to survive and protect themselves from predators and nomads, but also to share and produce rare goods. It was then that the first hearths were lit, which, after many millennia, began to be called the division of labor. Communities, tribes and other communities have lived for many years due to the fact that everyone was assigned a role, a task whose goal was the general welfare. So in each community, what is now called specialization stood out due to their abilities. Selection from the tribe of hunters "weapons" (who hoped better than others or managed to make bows and arrows faster), turning this skill into the main occupation, exchanging others for their products for livestock or game. Another stood out for his ability to build dwellings, receiving a reward again with cattle or game, gradually this ability to become his main occupation, so the “carpenter” stood out from the tribe. In the same way, other "specialties" appear. Consequently, the division of people into various "professions" also occurs, when natural talents are developed to perfection in some particular area. And so, the difference in abilities in all cases is "not so much a cause, but a consequence of the division of labor." The difference between the most dissimilar people is created "not so much by nature as by habit, practice and education." Likewise, if it were not for the inclination to bargain and exchange, each person would have to obtain for himself everything necessary for life, everyone would have to do the same work, and then there would not be such a difference in occupations, which gave rise to a difference in abilities and made this difference useful. Various products of the activity of people of various talents and abilities are, as it were, gathered into one total weight, thanks to bargaining and exchange, from which a person can buy for himself the works of other people's activities that he needs.
At present, the division of labor is understood as the differentiation of the production activities of people in the course of production processes. The correct division of labor allows all participants in the production process to be assigned to jobs, taking into account their personal characteristics, professional and business qualities. The division of labor means the separation of various types of labor and their assignment to the participants in the production process.
The principle of division of labor - This is the basic principle of organization, which is based on the impossibility of equally effective performance by one person of a complex of heterogeneous activities. On the other hand, this principle is a reflection of the diversity of needs of individuals and society as a whole. In the course of social evolution, there is a grouping of types of labor, correlated with certain needs of people and groups. The same processes occur not only at the level of the entire human community, but also in less large formations- ethnic groups, states, social groups, organizations.
At the general social level, a general and a particular division of labor are distinguished. The general division of labor leads to the emergence of industries and services (industry, agriculture, infrastructure industries, etc.); private - to the formation of sub-sectors and areas of activity (mining and manufacturing industry, crop and livestock farming in agricultural production, etc.)
At the level of organizations, the division of labor involves the differentiation and specialization of labor activity, the isolation within the framework of complex activity of more particular types and subtypes of activity.
IN modern conditions development of market trends in Russia, due to a qualitatively new system of economic relations and mechanisms of competitive relations, one of the urgent tasks of adapting economic entities to conditions of uncertainty is to improve the strategy and structure of the organization of production management. In the new conditions, the main trends and concepts of management have emerged, presenting new requirements for the organization of enterprise management, consisting mainly in improving the management system in general and the organizational structure in particular, as one of its most important components. The need to change the organizational structure of most enterprises, the improvement and development of the management system, the transition to new management standards, the lack of qualified managers determine the importance and relevance for enterprises of the problem of choosing the organizational structure of enterprise management that contributes to the most effective achievement of goals. As a priority way to solve this problem, it is proposed to develop and implement a mechanism for the formation and development of the organizational structure of enterprise management.
An important factor in improving the effectiveness of management is the division of labor of managers, that is, the specialization of managerial workers in the performance of certain types activities (functions), delimitation of their powers, rights and responsibilities. In accordance with this, we will consider three main types of division of labor of professional managers: functional, structural, role (technological).
Types of division of labor in organizations
horizontal division of labor. This is the differentiation of labor activity and tasks performed within the same functional level - by areas, units, actions or operations. In other words - by areas of application, professions, technologies or areas of performing activity.
The result of the horizontal division of labor at the corporate level is a system of units (departments) focused on the implementation of the same or similar groups of actions, which, in turn, is the basis of the organizational structure.
Since modern activity is diverse and complex, being divided into many elements, it needs a certain coordination and control. Firstly, managers and performers are distinguished in any activity, and secondly, the managers themselves are divided according to their responsibility, the scale of decision-making, the volume of functions performed, and areas of control. This process is called the vertical division of labor. As a result of this division of labor, management levels, ranks of the management hierarchy, and positions appear in the organization.
The integral result of the horizontal and vertical separation labor becomes a complete organizational structure that determines both the functional positions of employees and departments, and official positions (formal statuses) of employees.
The division of labor contributes to the growth of professional skills, the improvement of the quality of work, the rise in labor productivity, etc.
Otherwise, the following types are distinguished:
- the general division of labor provides for the separation of various types of activities throughout the country, for example industrial production, agriculture, services, etc.;
· - private division of labor involves the separation of various activities within the industry, such as automotive, hairdressing, etc.;
· - a single division of labor provides for the separation of various activities within the enterprise or its division.
There are several forms of division of labor in enterprises and organizations:
· - functional;
- professional;
- technological;
- qualification and others.
The functional division of labor means the differentiation and isolation of the activities of groups of workers according to management functions as relatively independent areas of activity.
Functional division labor provides for the separation of certain jobs and categories of personnel at enterprises, depending on their content and functions. The most numerous functional group of personnel is represented by workers, who are divided into main and auxiliary. The former are directly involved in the implementation of the main production functions, the latter ensure the performance of these functions (adjustment, equipment repair, material control, etc.)
According to the functions performed, other well-known categories of personnel are distinguished: managers, specialists, employees, technical performers, junior service personnel, students, etc.
In modern enterprises, the functional division of labor serves as the basis for the effective use of all categories of personnel.
Improving the efficiency of the functional division of labor involves the specialization of workers, engineering and technical workers and employees on the basis of a clear separation of the functions of marketing, design, management, production of goods, personnel management, etc.
Thus, the division of labor on a functional basis can come from the work of specific employees assigned to perform a particular operation and up to senior managers leading and controlling specific processes.
Scientific and technological progress leads to the development and improvement of labor tools - machines, mechanisms, tools, to progressive changes in production technology. The more production is mechanized and automated, the farther away is the working performer from the object of labor and from its direct transformation. The functions of a worker are performed by a machine, automatic machine or appropriate equipment. At the same time, two somewhat contradictory trends appear: on the one hand, the labor process is facilitated, but at the same time, it requires a higher qualification of the worker for its implementation (knowledge of the machine, management skills, study of technology, etc.). On the other hand, the mechanization of labor processes is accompanied by their deep division into small and insignificant labor operations, which leads to the monotony of labor. As a result, the employee's fatigue increases, interest in work is lost, and there is a desire to leave this place of work and change the area of application of one's labor.
Within the framework of the functional division of labor, there is a change in the functional groups of workers: in general, the number of workers decreases with an increase in the number of employees, and among workers there is an outstripping growth in the share of auxiliary and service workers compared to the main ones.
The division of labor on a functional basis, as we found out, is divided into direct manufacturers, auxiliary workers, maintenance personnel and management personnel and specialists.
In general, the process of division of labor includes the definition in activity:
· functional areas;
· functional units;
actions (sustainable labor functions);
operations.
To determine these elements of activity, we use the so-called functional-level approach, from the position of which the activity is considered as a multi-level system, each level of which has its own elements. Each of these elements implements certain functions in relation to the "superior" level or to the entire activity.
Functional areas of activity combine those elements that are associated with the performance of any organizational function - financial management, production or personnel. Usually in the organization each of the specified functions corresponds to its own structural unit (or manager).
Functional units of activity (FED) are already components of the field of activity, “responsible” for the implementation of some tasks that are close in content and complexity. For example, in the activities of a manager who manages personnel, there are several such units: training (training and retraining of personnel, advanced training, etc.), control (monitoring compliance with discipline, labor legislation, etc.), communicative (interviewing and interviews with candidates) and others.
Each FED includes certain actions. These are the smallest units of activity that retain all of its characteristics. Action is a stable labor function, that is, it is a behavioral act in which the meaningfulness of behavior is preserved - the subject is realized (what the activity is aimed at), the goal is comprehended, the procedure is thought out, and the means of its implementation are consciously selected. Continuing the process of division of labor on the example of a personnel manager, in the training unit of his activity, the following actions can be distinguished: determining the need for training, developing learning objectives, drawing up a training plan, etc.
Actions consist of operations - most often of unconscious, automated particles of action. That is, when performing a certain operation, a person practically does not think about its subject and purpose.
For example, creating a new file while working on a computer is an action. You are aware, aware of why (the goal) to open it - to write a letter or term paper (subject of activity). But pressing the corresponding keys or corresponding mouse movements are operations. And (of course, provided that you have a good command of the computer) this happens automatically, since it has been done more than once. A person does not think about why and why in this moment you have to press this key.
Working on a computer as a whole is a functional unit that includes quite conscious actions for creating files, moving them, designing, etc. The subject of such a unit is information, the goal is to simplify, streamline and speed up its processing, the means is the computer itself, the technology is a set of appropriate actions and operations. The result of the FED depends on the goal - developing a database, for example, or writing a term paper.
Temporary resource
The functional division of labor can lead to both an increase in production efficiency and its decrease. This requires the definition of rational boundaries for the division of labor, which can be calculated in terms of the use of working time, economic efficiency, etc. A rational indicator of the use of working time will be such a division of labor, in which the boundary between the projected and the actual share of operational time in the total fund of several workers performing a common job will be greater than or equal to zero.
Here's an example:
A team of 8 carpenters assembles frames for sofa beds. The operational time for each with an 8-hour working day is 6.3 hours. Hence, the share of operational time in the total working time fund is: (6.3x8): (8x8) = 0.788.
The plan provides for the introduction of an additional auxiliary worker, who would free the machine operators from additional work and would be engaged in scheduled preventive maintenance of all jobs (parts, cleaning, delivery of tools, etc.), as a result of which the operational time for each worker increases to 6.8 hours. , and the proportion of operational time in this case will be 0.887. Subtracting from the projected specific gravity operational time actual: 0.877 - 0.788 = 0.099, therefore the planned division is rational, since the difference between the projected and actual share of operational working time in the total working time fund is greater than zero.
Also, the addition of additional workers may not be justified, in large-scale miscalculations of the manager, this can cause economic damage to the organization.
Let's look deeper:
METHODS FOR CALCULATION OF STAFF REQUIREMENTS
Methods for determining the planned number of personnel for the whole organization, for any division or quality criterion; staffing needs (for example, in a certain profession, etc.). Basic M.r.p. in p .: a method based on the use of data on the time of the labor process. Data on the process time make it possible to calculate the number of pieceworkers or time workers, the number of which is determined directly by the complexity of the process. For the calculation, the following typical dependence should be used:
Number of workers \u003d Time required to complete the production program (Tn) / Useful fund of time for one worker (Tpol) - Coefficient of recalculation of attendance to payroll
In its turn,
Tn = ∑n NiTi + Tn.pr.i/Kv
where: n is the number of nomenclature items of products in the production program;
Ni - quantity products i-th nomenclature position;
Ti is the execution time of the process (part of the process) for the manufacture of the product of the i-th nomenclature position;
Тn.pr.i - the time required to change the value of work in progress in accordance with the production cycle of products i-th position;
Кв - coefficient of fulfillment of time norms (in foreign literature - the level of productivity, the level of time use).
A variation of the considered method can be an approach based on determining the number of administrative and managerial personnel using the Rosencrantz formula:
H \u003d ∑n MiTi - Knrv,
where: N - the number of administrative and managerial personnel of a certain profession, specialty, division, etc.;
n - the number of types of organizational and managerial work that determines the load of this category of specialists;
Mi - the average number of certain actions (settlements, order processing, negotiations, etc.) within the i-th organizational and managerial type of work for a specified period of time (for example, for a year);
Ti - the time required to complete the unit M within the i-th organizational and managerial type of work;
T - work time specialist according to employment contract(contract) for the corresponding period of calendar time taken in the calculations;
Кнрв - coefficient of necessary distribution of time;
Knrv \u003d Kdr - Ko - Kp,
where: Kdr - coefficient taking into account the costs of additional work not previously taken into account in the time required for a particular process (M - t); usually in the range of 1.2< Кдр < 1,4;
Ko - coefficient taking into account the time spent on rest of employees during the working day; usually set at 1.12;
Кп is the conversion factor of the turnout number into the payroll.
Service rate calculation method. In foreign literature, the name “unit-method” is adopted, showing the dependence of the calculated number on the number of serviced machines, aggregates, and other objects. The number of time workers or employees according to service standards is calculated by the formula: N = Number of units - Load factor / Service rate - Conversion factor of the attendance to the payroll. In turn, the service standards are determined by the formula:
Service rate \u003d T floor / ∑n (tedi - npi) + Td,
where: n is the number of types of work to service the facility;
tedi - the time required to complete the unit. volume of the i-th type of work;
npi - number of units. volume of the i-th type of work per unit. equipment or other calculation object (for example, a unit of production area);
Tpol - a useful fund of the employee's time per day (shift);
Td - the time required for the employee to perform additional functions that are not included in t units.
The calculation method for jobs and headcount standards should be considered as special case use of the method of service rates, tk. and the required number of employees in terms of the number of jobs, and the size standards are set based on service standards. The number of employees by jobs is determined by the formula:
N = Required number of employees (number of jobs) - load - Coefficient of conversion of turnout into payroll
Number standards are determined from the ratio:
Nh = Scope of work / Service rate
A specific case of applying the method of service standards should be considered the determination of the number of managers through the norms of manageability. The following can be accepted as general recommendations for their establishment: for managerial positions in departments with a significant proportion of works of a creative non-standard nature, high qualifications or frequent deviations from a pre-planned process technology, the manageability rate should be within 5-7 people; for managerial positions in units with a fairly well-established nature of work, largely determined by standard organizational and managerial procedures, the manageability rate should be within 10-12 people; in any case, the manageability rate should not exceed 15-17 people, otherwise the team becomes unmanageable. Some statistical methods can be used to calculate the headcount. They are conditionally divided into two main groups: stochastic methods; methods expert assessments. Stochastic calculation methods are based on the analysis of the relationship between the need for personnel and other variables (eg, production volume). In this case, data for the previous period are taken into account. It is assumed that the need in the future will develop according to a similar dependence. As a rule, such factors are used for calculation that do not require complex mathematical operations, but give quite acceptable results. The following stochastic methods are most often used: calculation numerical characteristics; regression analysis; correlation analysis. The calculation of numerical characteristics is used when the need for personnel is largely related to any factor and this relationship is quite stable. For example, when calculating the number of maintenance personnel, the following data are used: production volume for the past year; the complexity of the repair during this period. On their basis, the indicator of labor intensity of repair per unit is calculated. output, on the basis of which the volume of repair work for the planned period is determined. The further order of calculation is performed according to the scheme of the method based on data on the time of the workflow.
One of important points any organization and division of labor is the cooperation of labor.
labor cooperation
The division of labor in the enterprise is inextricably linked with its cooperation. The deeper the division of labor in an organization, the wider its cooperation, the more workers involved in the implementation of simple labor processes, the more performers need to be combined into a single process of production and provision of services. Cooperation is commonly understood as the unification of all categories of personnel to participate in a joint, systematically organized labor activity. Labor cooperation is carried out at all levels of management - from a separate workplace, where several workers can be employed, to all economic space enterprise and the whole country, and is a system of sustainable labor relations between individual performers or production units in the course of the enterprise or organization.
Examples of cooperation are individual working groups, production sites, various departments and services, and the organization itself, which unites all its personnel to achieve a single economic purpose.
At domestic enterprises, there are several types of industrial cooperation:
· - interdepartmental;
- intrashop;
- intra-district.
Intershop cooperation is based on the division of the production process between workshops and ensures the interaction of personnel at all stages of production.
Intrashop cooperation unites all employees in solving relevant production tasks.
The most important task intradistrict cooperation is to create conditions for the effective interaction of all employees in joint labor activities. At most enterprises, the most common forms of cooperation are production teams that combine workers of various categories. Depending on the professional composition of workers, specialized and complex teams are distinguished. Specialized teams are usually created from workers of homogeneous professions and specialties working on a single task, for example, assembly, installation and repair of equipment.
Integrated teams include workers of various professions performing a complete technological stage or a set of unified works. In such brigades, the necessary conditions are created for the development creativity and professional development of all employees. Cooperation within the framework of the scientific organization of labor is understood as an association of individual representatives or their groups in one or more interconnected labor processes.
Directions for improving labor discipline
Rational division and cooperation of labor serve as the organizational basis for the effective use of all economic resources, improving the results of the work of individual workers and professional groups.
As world experience shows, technological and organizational innovations recent years aimed at the design and development of group forms of organization and stimulation of labor.
A group is usually understood as: a work crew, a production site, an appropriate center of efficiency (for example, a business center), or the company itself.
The long-term practice of improving the organization of labor at Russian enterprises, which has become widespread in companies economically developed countries, confirms high efficiency application of the considered types and forms of division and cooperation of labor in the conditions of market relations, in particular, brigade forms of organization of labor of personnel, the combination of professions of numerous service, etc. in accordance with section VIII of the Labor Code of the Russian Federation “Labor regulations and labor discipline”, in an effective personnel management system, important organizational factors technological and labor discipline and the working schedule of the working day for employees serve. The labor discipline at the enterprise provides for obligatory obedience for all employees to the rules of conduct established by the Labor Code of the Russian Federation and others. regulations organizations.
Labor discipline characterizes the observance of the established work schedule, the fulfillment of the duties assigned to the employee and the orders of higher managers.
Discipline creates legal basis unity of labor activity of the personnel in order to most effectively achieve the necessary production results. There are various types of discipline: industrial, labor, technological, social, etc.
Production discipline covers all aspects of the production and economic activities of employees and requires them to comply with the requirements necessary for production, timely completion of production tasks, and compliance with safety regulations.
Labor discipline requires all participants in production to strictly observe the established work schedule: timely start and end of work, set time for rest breaks, accurate fulfillment of all duties assigned to the employee, unconditional implementation of all orders and instructions from management.
Technological discipline is a strict observance of all technological relations, technological modes of operation of the equipment provided for by the production process.
The internal labor regulations of the organization are approved by the employer and are an annex to the collective agreement.
According to the Labor Code of the Russian Federation and, accordingly, the rules internal regulations gross violations labor discipline are considered:
- unauthorized termination of execution job duties;
- absenteeism, including absence from work for more than four hours in a row during the working day;
- appearance at work in a state of intoxication, narcotic and toxic intoxication;
- participation in gambling;
- transfer of a pass to another person for access to the territory of the enterprise;
- damage or use of a company car for personal purposes;
- committing theft at the place of work.
For the commission of a disciplinary offense, the employer has the right to apply the following measures penalties:
- remark;
- reprimand;
- dismissal on the appropriate grounds.
Working time is the main economic category. Rational use working time at the enterprise is the first sign of the coordinated organization of labor, technological and production resources. Under working time, it is customary to understand the legally established period of work for all participants in production. Currently, such a working period is considered a forty-hour work week.
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The functional division of labor is reflected primarily in the specialization of workers by type of activity. In this case, individual functions are separated and appropriate employees are allocated to perform them.
The functional division of labor provides for the separation of various types of labor activity and the performance of specific work by the relevant groups of workers specializing in the performance of production or other functions that are different in content and economic significance. According to the functional division of labor, there is a division of all workers into the main ones, engaged in the direct production of products or the performance of basic work; auxiliary, which themselves do not directly produce marketable products, but provide with their labor the work of the main workers; service workers, who by their labor create the conditions for the productive work of both the main and auxiliary workers.
The functional division of labor is determined by the attitude to the production process of various categories of workers and the nature of the functions they perform. On a functional basis, labor can be divided into the following qualitatively isolated groups: the main one, directly involved in the main production processes; auxiliary, directly involved in auxiliary production processes; engaged in production management; ensuring the maintenance in order of industrial premises; ensuring the safety of socialist property and fire safety.
The functional division of labor is the specialization of the employees of the enterprise to perform a certain range of functions, depending on the nature of their participation in the production process. In the practice of planning and accounting for the number of industrial and production personnel, the following functional groups of workers are distinguished: workers, apprentices, engineers, employees, junior service personnel, guard guards. The functional division of labor also takes place within each functional group, as well as within the divisions of the enterprise. This allows employees to specialize in the performance of more or less narrow production tasks and increase the efficiency of their activities.
The functional division of labor determines the distribution of workers according to professions and specialties.
The functional division of labor means that the enterprise has several groups of workers according to the nature of the functions they perform.
The functional division of labor involves the division of groups of employees of the enterprise according to the nature of the functions they perform. On this basis, two large groups of workers are distinguished - the main and auxiliary. In turn, each of these groups is divided into functional subgroups.
The functional division of labor provides for the development and establishment of normative relationships between managers, specialists of higher and secondary qualifications, and between specialists and employees.
The functional division of labor consists in the fact that each group of workers is assigned the performance of functions of one type, which differs from other types in the nature of its relationship to the production process. It is expressed in the division of the personnel of enterprises into workers, engineering and technical workers, employees, apprentices, junior service personnel, security, and, in addition, in the division of workers into main and auxiliary.
The functional division of labor is expressed in the division of employees of enterprises into workers, engineering and technical workers, employees, students, junior service personnel, security, as well as in the division of workers into main and auxiliary. The main ones in drilling are workers of rigging, drilling crews and well testing crews; in oil production - operators for servicing wells and group trap installations.
The functional division of labor is determined by the nature of the use of workers in the production process. In each production there is a traditional division: main and auxiliary workers. The main workers include those workers who are directly involved in the implementation of the technological process for the manufacture of the main products, and the auxiliary workers are those workers who are not directly involved in technological process for the manufacture of the main products, but ensure its normal functioning. State modern science and technology makes it possible to mechanize production, to carry out the concentration of various types of work, to create unified technological complexes, automatic and mechanical production lines, which raises the question of the organization of labor in a new way. Sometimes, for a uniform and full workload of workers during the working day, such forms of labor organization are used as a combination of professions, the creation of an integrated team. When organizing work when combining professions, it is necessary to take into account the possibility and expediency of performing by one worker various works which were performed by workers of various professions, the territorial proximity of the location of jobs, the convenience of performing combined work in time. The combination of professions forms a worker with a wide profile. Brigades are the most common form of labor cooperation.
Directions for improving the division and cooperation of labor.
Labor cooperation.
Division of labor, its forms and efficiency criteria.
Lecture 5. Division and cooperation of labor.
The organization of labor at the enterprise begins with its division, which, as an element of the organization of labor, is the separation of the types of activities of employees, the establishment of functions, duties, scope for the employees of each of them, as well as for their groups that form different divisions.
The division of labor according to the form of manifestation is divided into 2 types:
The first type is the division of social labor into various branches of labor;
The second type is the division of labor in the production of a commodity.
Each of the types includes types of division of labor. The first type includes 2 types: general and particular, the second type - a single division of labor.
The general division of labor is the process of separating various types of labor activity within the framework of the whole society, i.e. division of labor between different spheres of activity and production.
Private division of labor is the process of separating various types of labor activity both by industry, agriculture, and within them - by individual enterprises.
The unit division of labor means the separation of various types of work within the organization, within certain structural divisions, as well as the distribution of work between individual workers.
Depending on the type and variety of work, the division of labor is distinguished: functional, professional, technological and qualification. In addition, the division of labor occurs on a "territorial" basis between large and between small units, as well as within units. All of these forms of separation coexist, i.e. are present at the same time.
The functional division of labor involves the division of personnel into functionally homogeneous groups, each of which is distinguished by its role in the implementation of the production process or activity. First of all, employees, workers, MOS, students, and guards stand out. With the functional division of labor, one of the problems is to justify the expediency of combining the functions of workers from different functional groups, for example, main and auxiliary workers. It is also necessary here to address the issues of substantiating the level of centralization and specialization of work for individual functional groups.
Professional division consists in the division of workers according to professions and specialties. A profession is understood as the type of activity (occupation) of a person who owns certain theoretical knowledge and practical skills obtained as a result of vocational training. A specialty is a kind of profession, its narrower part, the specialization of an employee within the profession. In the system of higher professional education, state educational standards the following professional gradations are distinguished: qualification, specialty and specialization.
The technological division of labor involves the placement of workers in stages, phases, types of work and production operations, depending on the production technology, on the content and features of the work. Here there are four types of division of labor: substantive, detailed, operational and by type of work.
In the substantive division of labor, the performer is assigned the performance of work related to the manufacture of the finished product.
The detailed division of labor is more common. It consists in assigning to the production workers the finished part of the product - the part - to the production worker.
The most common form of technological division of labor is operational division, when an employee performs only one or a few technological operations. The operational division of labor is associated with the emergence of a rather complex contradiction between labor productivity and its content. Historically, the process of development of material production proceeded from universal labor to specialized labor. These types of labor have their positive and negative sides. Universal labor requires versatile skill from the worker, equal skill in performing different jobs. This is, as a rule, a work that is meaningful, interesting, and rich in creative elements. With all these positive qualities, such work is not very productive. As production became more complex, to ensure the growth of labor productivity, more and more specialization was required, an ever narrower division of labor.
Advantages of specialized labor over universal labor:
1. You can more successfully select a performer to perform work that requires certain individual qualities from him.
2. The term for preparing an employee to perform a limited range of duties is reduced.
3. the worker achieves the skill, the necessary speed and accuracy of work faster.
4. prerequisites are being created for a more complete mechanization and automation of labor.
5. better opportunities are created to improve the organization of the workplace, equipping it with specialized equipment and tools.
All this contributes to the growth of labor productivity, but at the same time the content of labor decreases, the worker becomes, as it were, an appendage of the machine, one of its parts. The transition of the rational border of specialization leads to the fact that the growth of labor productivity stops due to the accumulation of negative aspects of highly specialized labor: interest in work disappears, staff turnover increases, etc.
Technological division of labor by type of work - when none of the listed types of technological division is suitable, for example, welding, painting.
The qualification division of labor is the distribution of work, depending on their complexity, between workers of different qualification groups. The level of qualification of workers is established on the basis of the assignment of qualification categories to them. The first digit corresponds lower level qualifications.
To address issues of division of labor, the concepts of "division boundaries" and "division level" are used.
The boundaries of division are the lower and upper limits, below and above which, respectively, the division of labor is unacceptable.
The level of division is an accepted calculated or actually achieved value characterizing the state of the division of labor.
There are the following boundaries of the division of labor: technical, economic, psycho-physiological and social.
The lower technical boundary of the division of labor will be a production operation consisting of one labor reception, the upper technical boundary of the division of labor will be the manufacture of the entire product at one workplace.
The lower economic boundary of the division of labor will be such a division of the labor process, when the reduction in the cost of working time to perform an operation due to the deepening of specialization equalizes, and then begins to be blocked by an increase in the time spent on transporting the object of labor from one workplace to another. The upper economic limit is determined by the duration of the production cycle for the manufacture of the entire product at one workplace.
The psychophysiological boundaries of the division of labor are determined by the magnitude of the physical and neuropsychic stress on the worker during the working day. For physical activity, the lower limit is energy consumption in the amount of 2.5 - 3 kcal / min, the upper limit is 4.5 - 5 kcal / min.
The social boundaries of the division of labor are determined by the level of monotony of labor and staff turnover, the attitude of workers to work, and the state of interpersonal relations. The monotony of labor is regulated by the duration of repeated homogeneous operations during the working day. The boundary value is the duration of such operations at least 30 seconds, the frequency of repetition of heterogeneous elements of the operation should be at least five in 30 seconds.
If the boundaries of the division of labor indicate the limits of acceptable decisions that should guide the organizers of labor and production in this area, then for a specific production situation it is important to find the best option, that is, the optimal level of division of labor, which is calculated based on the use of economic, psychophysiological and social criteria.
The economic criteria for the division of labor are: the cost of working time and material costs for the performance of work, the degree of use of the qualifications of workers, the duration of the production cycle. The level of labor productivity, production costs, profit of the enterprise. The economic direction of improving the division of labor is to achieve savings in labor and material costs, which, in turn, leads to a reduction in production costs and an increase in the profit of the enterprise.
Psychophysiological criteria for the division of labor are: indicators of human performance, which depends on sanitary and hygienic working conditions, labor intensity, distribution physical activity on different organs and systems of a person, from the magnitude of the combination of physical activity with mental. In the division of labor, the variant of labor is chosen which ensures the maximum working capacity of a person and in the best way ensures the health of the worker.
The social criteria for the division of labor are the stability of the team, low staff turnover, high labor discipline, satisfaction with the content and working conditions, etc.
Establishing the optimal level of division of labor under such in large numbers various criteria is a rather difficult task. Here it is important to decide where to start, which groups of criteria to give preference to. Most noteworthy is the experience of optimizing the division of labor, when calculations begin with the use of social, then psychophysiological, and only then economic criteria.
Question number 2.
Under the cooperation of labor understand the system of production relationship of workers in the implementation of the labor process and their interaction in the unit and at the enterprise. The cooperation of labor is inextricably linked with its division. The arrangement of workers should be carried out in such a way as to achieve their expedient interaction by rationalizing the routes for moving objects of labor, saving labor costs, and reducing the duration of the production cycle.
The scale of cooperation depends on:
The depth of the division of labor - the deeper the division of labor, the wider its cooperation;
the level of technology;
existing technology;
Organizational type of production;
Forms of division of labor;
Forms of organization of production.
The forms of labor cooperation are similar in name to the forms of its division. Firstly, cooperation is carried out on a territorial basis: intershop, intrashop or intersectoral, intrasectoral or interbrigade, intra-brigade cooperation, of course, if the enterprise is divided into shops, shops - into sections, sections - into brigades. If the enterprise or institution has a different structural division, then the forms of division of labor will be named in accordance with it.
Intershop cooperation establishes interaction between shops of different functional or technological profile.
In addition to the territorial feature, cooperation is established according to the specific feature. Here, the forms of cooperation are distinguished: functional, professional, technological and qualification. In turn, within the framework of technological cooperation, cooperation is distinguished by substantive, detailed, operational, and by type of work.
It is important to solve professionally, with knowledge of the matter, the issues of establishing rational forms of division and cooperation of labor. the improvement of these forms is achieved by combining professions and positions, expanding work areas, using multi-machine or multi-unit service. The development of collective forms of organization and stimulation of labor. great potential has the use of methods based on the use of psychophysiological features of people's perception of a particular production environment, taking into account the socio-psychological factors of the production environment, such as the age and sex composition of the team, value orientations of workers, the totality of their needs, interests, preferences, behavioral motives.
Question number 3.
The main directions for improving the division and cooperation of labor:
1. Combination of professions is such a form of organization of the work of an employee when, during normal working hours, he performs, along with work in the main profession, also work in one or more professions or specialties.
The possibility and economic feasibility of combining professions is determined by the following prerequisites and conditions:
The presence of unused working time for employees;
Mismatch of combined works in time;
Technological and functional commonality of the combined works, their close interconnection with each other, territorial proximity;
The absence of a negative impact of the combined work on the accuracy and quality of their performance;
Theoretical and practical readiness of the employee to combine work.
2. The combination of functions is the performance, along with the duties of the main profession, of certain functions that were previously performed by employees of other professions. Keeping the profile of his work, the employee partially performs the work of another employee.
The combination of professions and functions should not be confused with part-time work. Part-time work is work outside of school hours, i.e. after the end of the main work.
The combination of professions and functions is developing in the following areas:
A) the combination of heterogeneous professions, predetermined by the use of multidisciplinary technological equipment;
B) combining the main work with the maintenance of their equipment;
C) combining the main work with the economic maintenance of the workplace;
D) the combination of heterogeneous, but interrelated works of an auxiliary nature;
E) consolidation of excessively fragmented operations, increasing the diversity and content of labor.
The volume of work in a combined profession should, as a rule, be less than in the main job;
The combination should ensure normal (no more than the length of the working day in one shift) employment of the employee;
The expansion of the combination of professions should be limited by the level of fatigue of the employee, not exceeding physiological norms;
Between the volume and the number of combined works, the requirement should be observed: the greater the volume of combined works, the less the number of combinations should be;
The sum of the volumes of combined work, taking into account the time to move from one workplace to another and breaks for rest and personal needs, should be equal to or less than the duration of the work shift, i.e.
Where R i - the amount of work;
n is the number of combined jobs;
T lane - the time of breaks for rest, personal needs and for transitions from one place of work to another when combining professions, min .;
T cm - shift duration, min.
The possibility of involving an employee in combining professions can be characterized by the coefficient K joint:
, where T sv - time free from work in the main profession, min.
3. Expansion of service areas - here there is a combination of work within the same profession. By this measure, it is possible to achieve an improvement in the use of working time, the release of workers whose working day is not fully loaded, and an increase in the content of labor. often a multi-machine service system is used here, the essence of which is that one or a group of workers simultaneously service several machines.
4. Collective forms of labor organization, in particular, the brigade form of organization and stimulation of labor. In specially organized brigades, conditions are created for changing labor by expanding the production profile of workers and moving them within the brigade from one workplace to another. Such a movement makes it possible to overcome the monotony of labor, increases its diversity and content, has a beneficial effect on such psychophysiological characteristics of personnel as working capacity, fatigue, health, improves the economic results of labor, and increases its productivity.