The production staff of the enterprise lies at the basis of the formation of the economic benefits of the company, acting as its initial link, forming products, and hence profit. In the framework of this topic, the composition and formation of this category of employees, determining their number, as well as management in order to obtain effective work and the desired result, should be especially considered.
General view
If we consider the entire staff of the company as a whole, then we can break it into two large blocks: administrative and production personnel.
The first group includes employees from the management sphere both at the highest level and at the level of individual company divisions. The group also includes employees who are not directly able to influence the final results of the company, but play a huge role in its functioning. An example is the staff of accounting and human resources.
As part of the second group, we will consider the category of production personnel that directly interests us, to which we include all the specialists and employees who are direct executors of the company's production processes. It is their main activity that is able to provide and generate revenue for the company. In addition, attendants are usually included here .
The concept
Different sources of information often carry out the separation of company employees into managerial, production, service, support, engineering and other types of personnel. This distinction is deeper and more meaningful.
It should be noted that in modern Russian legislation there is no clear concept of the division of personnel into categories. In this connection, employers, as a rule, use the uniform qualification reference books and the standards provided in them. They also reflect the division into professions and positions.
In this regard, we can conclude that the division of employees into categories is not mandatory for the company, but a possible option, which gives the employer a resource to more effectively manage and evaluate the company's labor resources.
Thus, by employees of the production staff we will mean those employees of the company who directly or indirectly perform the functions of industrial (production) purpose, influencing through this process the financial results of the company.
Structure
Having considered the general definition of this category of personnel, we turn to the study of its composition in enterprises.
The most common classification of production personnel is:
- Workers who are directly involved in the process of manufacturing products, manufacturing products, etc. It doesn’t matter to what extent the worker is involved in the production sphere, the main thing is that he participates in it at least in some way.
- Younger employees who are not directly involved in the production process, which cannot be attributed to managers.
- Engineering and technical (administrative and technical) personnel, ensuring the functioning of the company at a profitable level by solving various technical issues and problems.
- Production service personnel (support) who are not involved in production. This category includes workers cleaning the premises and providing meals to other employees.
- Security, not involved in the production process and more likely related to the service sector.
- Interns and students who undergo practical training, but do not have any functions.
Based on the presented classification, it can be concluded that production personnel are not always directly involved in the manufacturing process. However, the fact that these employees cannot be attributed to the managerial category allows them to be assigned to the study group.
Main purpose
Determining the immediate tasks facing production personnel seems to be a rather complicated process in connection with the multifunctionality of this category. However, the main overall goal will be to comply with the requirements of the management, conduct production activities in accordance with the position and profession in accordance with existing internal rules and regulations of the law.
As examples of the tasks you can imagine:
- customer service and provision of services at the stage of communication and work with them;
- separate sections of the production process (workshop) and the implementation of certain functions by the employee in organizing the work of these sections;
- providing services to the company and its processes.
Features of the activity
In the process of managing production personnel, management should take into account a number of features related to this category of employees. Among them are:
- Subordination in the process of organizing work. This fact means that the company must have created all the legal documentation that will regulate the activities of production personnel, determine the clear functions and responsibilities of this category of employees, administrative management mechanisms and their impact. The main elements of this work are the analysis of the activities of production personnel, as well as control and regulation.
- The optimal share of production workers in the structure. At industrial enterprises, the share of such employees should be at least 50% of the entire staff. The best option is 60%. The extreme limit refers to a value of 90%. With a small number of managers in the company, the efficiency of managing production employees is reduced.
- Formation of rational systems and forms of remuneration. There are a huge number of possible options for the formation of a wage fund for production workers. The manager’s task is to choose an option that will maximally tie workers to the final results of the company and contribute to the growth of the company's profitability. A standard example: the use of piecework wage system, which allows you to create cost management capabilities and creates the motivation of workers to work effectively. However, the choice of such forms and systems remains with the employer.
Calculation
The issues of managing production personnel are closely related to the calculations of the required number of employees.
In order to more accurately determine this category, it is possible to use special planning techniques, which are described below.
The calculation of the number can be carried out separately for the plots, shops of the enterprise, and as a result, for the whole company. To this end, determine the amount of work required to be performed in standard hours and the annual fund of working time of one employee, which must be compared with each other.
Among the funds of working time can be identified:
- calendar, that is, the total number of days in a year;
- nominal, at which we remove non-working days from the calendar fund;
- valid, in which we subtract the unused time from the nominal, for example, vacation, illness, etc.
When determining the abundance, one of the following methods can be used:
- using labor standards;
- applying equipment maintenance standards.
Basic formulas
Consider the first option. In this case, use the formula for determining the number of production personnel:
KSP = ƩNiti / (i = 1, ... m),
where KSP - the total number of workers on the list;
N i - production program, planned volume, natural units;
t i - the complexity of the unit of production according to plan;
Fd - the actual fund of working time in days;
m - the number of types of products manufactured by these workers.
The number of employees is divided into:
- payroll, which is obtained by dividing the complexity calculated in standard hours by the actual time fund of one employee;
- attendance, which is obtained by dividing by the nominal fund of working time.
Among the indicators also calculate the ratio of payroll (R):
R = Fn / Fd,
where fn is the nominal fund of time.
The formula for the dependence of the list and explicit indicators is as follows:
KSP = Kyav * R,
where Käv - the number of employees is explicit;
KSP - the number of employees payroll.
Calculation for other categories
All calculations above concerned the main production workers. Now consider the calculations in relation to the serving staff.
The calculation is carried out by two methods:
- when using service standards, which means the number of jobs for employee servicing;
- based on the availability of jobs.
At the next stage, the number of production and service workers is summed up to satisfy the general needs of the enterprise for workers.
When calculating the number of engineers, employees, as well as junior service personnel, it is necessary to draw up a staffing table in accordance with the characteristics of a particular enterprise. When calculating the abundance, service standards, controllability standards and mathematical modeling methods are used.
The formula below also determines the additional need for personnel of the enterprise.
K add = (Ksp - Kf) + Ksp * Y / 100%,
where KSP - list number;
Kf - the actual number at the beginning of the year;
Y - percentage of employee loss according to plan.
Based on the presented calculations, it is possible to draw up a staffing plan for a specific enterprise, which is a workforce balance.
Management features
In order for the employees of the enterprise to carry out their functions efficiently in the production process, it is necessary to competently build a management system for them. Manufacturing practice of personnel management includes the following elements:
- Analytics of the work of all employees. This control element involves evaluating the activities of each employee according to the job description, which indicates clear requirements for the profession.
- Developing a staff need plan. The number should be rational, since surpluses lead to cost overruns, and deficiencies lead to disruptions in the timing of work.
- Selection of candidates for positions and professions. Only the personnel corresponding to the specialties and professions with the presence of certain knowledge and skills should be selected as attracted candidates.
- Creating training and employee development systems. It is necessary to allocate financial resources for the development of employees in connection with changing external environmental conditions and from time to time to evaluate their qualifications.
- The introduction of rational remuneration and a motivation system that encourages employees to quality and highly productive labor.
- Ensuring labor protection and safety. This area of activity is formed in accordance with the current legislation of the country. It is even possible to create separate labor protection services within the enterprise.
Training
I wanted to dwell on the training system for production personnel in more detail.
The organization of this process at the enterprise is aimed at professional growth and development of employees with the goal that they can provide the most effective return. During such training, the required skills, skills in a particular profession or position are mastered.
The need for the introduction of a training system in production is due to the following factors:
- a decrease in the average category of workers or its inconsistency with the category of work;
- growth in the number of defective products
Such facts indicate that the time has come to improve qualifications.
The main forms of industrial training are:
- Courses that imply not only theoretical points, but also the holding of a huge number of practical classes on the development of equipment and a workplace, the organization of production training for personnel.
- Courses in combined professions that contribute to the emergence of the possibility of staff rotation.
- Innovation training, helping to research new products, labor organization technologies, new equipment.
- Programs that involve a higher level of training, during which the most experienced employees share their experience and knowledge with others.
Within the framework of each individual enterprise, other forms of training and professional growth are also possible, but the goal is the same - to replenish the luggage of knowledge of employees.
Final word
The production staff of the organization ensures the functioning of the production process at the enterprise. The final results of the company directly depend on his work. Therefore, it is correct to form, distribute and manage it - an important task of leadership.