The personnel of the enterprise is the totality of all employees of the enterprise, ensuring the implementation of its functions. This is the main resource of the enterprise, on the use of which the efficiency of the enterprise depends.
The personnel of the enterprise by the nature of participation in the production process is divided into industrial-production and non-industrial. The composition and classification of the company’s personnel is presented in Figure 4.1.
Industrial production personnel (IFE) are directly engaged in the implementation of the production process and production maintenance. These are employees of the main and auxiliary divisions, plant management, research and development departments and bureaus, accounting, planning and financial department, etc.
Non-industrial personnel include employees employed in public catering establishments, in medical institutions, housing and communal services, in children’s preschool institutions, rest homes and boarding houses, subsidiary farms listed on the balance sheet of the enterprise.
Depending on the nature of the functions performed, the following categories of industrial and production personnel are distinguished: workers, managers, specialists, other employees, junior service personnel, apprentices and security.
Workers are directly involved in the production process. They are divided into main and auxiliary. The main workers carry out the production of products, the auxiliaries are engaged in the maintenance of production processes. In modern conditions, due to automation and computerization of production, the use of flexible production systems and robotic complexes, the main content of workers’ activities is the observation of equipment, its adjustment, adjustment, repair, therefore the ratio of main and auxiliary workers changes.
Managers – personnel who carry out technical, organizational and economic management of the production process and labor collective. They prepare, adopt and implement management decisions. These are the heads of the enterprise (director and his deputies, chief engineer, chief accountant, chief economist, chief power engineer, etc.), heads of structural units (head of department, bureau, sector), line managers (heads of sections, shifts, workshops, productions, masters).
Specialists ensure the collection and processing of all management information, are engaged in the performance of economic, accounting, technical and research functions. These are engineers, economists, normers, accountants, technologists, designers.
Other employees (technical executors) – employees engaged in the preparation and execution of documentation, accounting and control, economic services. These include: clerks, secretaries-assistants, declarants, dispatchers, cashiers, timekeepers, accountants, senior storekeeper, etc.
Junior Maintenance Personnel (MOP) are employees who perform the functions of caring for office space, servicing workers, managers and specialists. These are cleaners, storekeepers, wardrobe attendants, operators of copiers, multipliers and computers, courier, etc .;
Apprentices are employees of the enterprise who undergo industrial training in order to master a certain profession.
Protection – this category of employees ensures the safety of the enterprise, preserving its material values from theft and natural disasters, ensuring the inviolability of information constituting a trade secret of the enterprise.
The personnel of the enterprise can be characterized with the help of quantitative and qualitative indicators. Quantitative indicators are related to the assessment of the number of employees, including in the categories of SPT. Qualitative indicators include profession, specialty and qualification.
A profession is understood as a type of labor activity that requires theoretical knowledge and practical skills. The concept of “specialty” defines the type of labor activity within the framework of this profession, which has specific features and requires additional skills and knowledge.
For example, the profession of a locksmith, specialty – a mechanic of mechanical assembly works, a mechanic of control and measuring devices; the profession is a turner, and the specialty is a carousel turner, a boring turner, etc.).
Qualification is the ability of a specialist to perform work of a certain complexity. Qualification is determined by theoretical training, depending on the level of education, and the experience gained in practical activities. Each profession requires its own combination of theoretical training and experience. According to the level of qualification, workers are divided into low-skilled, skilled and highly qualified.
For specialists, two types of qualification can also be distinguished, depending on:
level of education: specialists with secondary specialized education; specialists with higher education; highly qualified specialists with academic degrees (candidate and doctor of sciences) or academic title (associate professor, senior researcher, professor); from the specialty obtained: economist, economist-manager, mechanical engineer, engineer-technologist, engineer-economist, etc.
To characterize the level of qualification of employees, tariff categories are used. The main factors influencing the qualification category are the level of education of a particular employee and the complexity of the work requiring appropriate qualifications. These requirements are laid down in the qualification characteristics provided for by the qualification directories “Unified Tariff and Qualification Directory of Works and Professions” and “Qualification Handbook of Positions of Employees”.
The distribution of employees of enterprises of the Republic of Belarus by tariff categories is made on the basis of the Unified Tariff Scale, which contains a range of tariff categories from 1 to 23.
The level of qualification of employees of enterprises is assessed by the following tariff categories:
workers – from 1 to 8; specialists with secondary education – from 6 to 10; specialists with higher education – from 10 to 15; heads of structural subdivisions – from 14 to 19; chief specialists – from 15 to 22; line managers – from 11 to 20; head of the organization from 16 to 23.
Employees are classified as workers, managers, specialists and other employees in accordance with the National Classifier of the Republic of Belarus “Professions of Workers and Positions of Employees (OKPD).
The specifics of the enterprise, its size, organizational and legal form and industry affiliation determine the requirements for the professional and qualification composition of employees.
The structure of the personnel of the enterprise is characterized by the ratio of the number of individual categories of employees in their total number. The largest share in the structure of personnel of industrial enterprises is occupied by workers.
The main factors influencing the structure of personnel include:
the level of mechanization, automation and computerization of production; application of modern technological processes; the use of new forms of energy and materials; forms of organization of production, etc.
To ensure the compliance of the educational and qualification level of employees with the requirements of modern production, the system of their training and retraining is constantly being improved. The reasons for the need for personnel training are: lack of sufficiently qualified workers, technological changes requiring the acquisition of new knowledge and retraining of personnel, the development of market relations and the potential of employees, increased competition from foreign firms, ensuring the production of competitive products, etc.
Training can be conducted in the following areas:
introductory training for new employees; industrial training to master the necessary methods of work in the shortest possible time; training courses using simulators; supervising training to improve knowledge of the technical and administrative aspects of the work; training of managers and specialists in order to improve professional knowledge and management skills and increase the efficiency of their work; rotation – temporary use of staff in other posts; internships at foreign companies.