Productivity of their labor a. Labor activity: productivity and its calculation. Level of mechanization of labor

Labor productivity - the effectiveness of a particular work, the effectiveness of its productive productive activities to create a product for a certain period of time.

Describing the efficiency of labor costs in material production, labor productivity is determined the number of products produced per unit of working time, or labor costs per unit of production. The more products are created per unit time, the higher labor productivity.

Distinguish between the productivity of living labor and the productivity of social (aggregate) labor.

Live labor productivity - is determined by the time spent in this production, at the given enterprise, and the productivity of social labor - by the living and past labor costs produced at the previous stages of social production and embodied in the raw materials, materials, fuel, energy, tools used in this enterprise in the production process products.

As scientific and technological progress, production improvement, the share of the cost of social labor increases, as the worker’s equipment is equipped with new labor tools (from simple machines to electronic systems). However, the main trend is that the absolute cost of both living and social labor per unit of output is reduced. This is the essence of increasing the productivity of social labor.

Labor productivity measured by two indicators: a direct indicator - the development and the opposite - the complexity.

Product development per unit of time spent - the most common and universal indicator of labor productivity. Due to the fact that, as noted above, the cost of working time can be expressed in terms of the number of man-hours worked, man-days, the average list number of workers or all employees of the enterprise, they distinguish between average hourly and average daily output and average output per payroll worker or employee of all personnel directly related to the production of these products.

The average hourly output is determined by dividing the amount of output for a period by the number of man hours actually worked for that period.

The average daily output is determined by dividing the number of products produced for any period by the number of man-days worked for this period. Man-hours worked include clean-up time and inter-shift work breaks and downtimes. Therefore, the average daily output depends on the average hourly output and the actual length of the working day.

The average monthly (quarterly, annual) output is calculated by dividing the output generated during the study period by the average payroll number of workers (or workers).

All these indicators are interconnected:

Average daily output \u003d Average hourly output x Average working day;

Average monthly output per worker \u003d Average daily output x Average duration of the working month;

Average monthly output per worker \u003d Average monthly output per worker x Share of workers in total number working.

A similar relationship exists between the dynamics of the considered levels.

Production (W) of product per unit time measured by the ratio of the volume of production (q) and the cost of working time (T):

The complexity of (t) manufacturing unit (the inverse indicator of labor productivity) is characterized by the cost of working time per unit of output:

By definition, there are dependencies between the considered quantities that can be used in economic calculations:

Depending on the method of calculating the volume of production (the numerator of the output indicator), statistics uses the most general plan three methods of measuring labor productivity : natural, labor, value (value). Each of them has a certain economic significance and boundaries of application.

· In conditions of production of homogeneous products, it is natural to measure production in physical quantities. At the same time, the level of labor productivity is measured by the number of products in the corresponding physical measurements (tones, meters, liters, etc.) or the average payroll number of employees per unit of time spent - man-hour, man-day.

Natural indicators can and should be used to characterize labor productivity in teams, at sites and at an individual workplace. The evaluation method is simple, clear and reliable when uniform products are produced. However, most often although homogeneous products are produced, they differ in some properties.

In these cases, it is advisable to use a conditionally-natural indicator of labor productivity, in which one type of product or work is equivalent to another (prevailing) in relative labor intensity. For example, 100 products with a labor input of 12 man-hours each were produced in the workshop; 30 products with a labor input of 6 people-h and 80 products with a labor input of 3 people-h each. Then the conditionally-natural volume of production will be, man-hours;

30-1-100 (12/6) + 80 (3/6) \u003d 30 + 200 + 240 \u003d 620 (person-hours)

Of course, when calculating the volume of production and production, it is necessary to use the normative complexity of a unit of production.

Indicators in the labor dimension can be applied in cases where a large number of products are produced at workplaces, in teams and at sites, the assortment of which often changes. In this case, the output is determined in constant standard hours, (the volume of work is multiplied by the corresponding norms of time, and the results are summarized). Such an indicator has a number of shortcomings (insufficient substantiation and unequal standards, their frequent revisions, etc.), which does not contribute to an objective assessment of the level and dynamics of labor productivity even at individual workplaces and teams.

In the context of the production of heterogeneous products, it is advisable to use cost indicators of labor productivity at the level of enterprises, industries and for the economy as a whole.

For example, in Russia, all types and volumes of products, works and services are expressed in monetary terms - rubles, which is determined by multiplying volume indicators (gross or net products) by the corresponding prices or, which is more preferable, through value added (net products). The fact is that when calculating the volume of products at selling prices, the sum of the data of all departments will include, in essence, the gross turnover, and not the gross or marketable products of the enterprise as a whole. When using the indicators of added value, the problem of re-invoice does not arise, and the sum of the net production of all shops is equal to the value added processed by the enterprise as a whole.

Production is also calculated in monetary terms. Since 1994, production volumes have been calculated in current prices, and their dynamics can be calculated using wholesale prices for the months of the reporting year.

Comparing the volume of production with the corresponding costs of living labor, we get a cost indicator of the level of labor productivitywhich can be expressed by the following formula:

where is the volume of production in monetary terms;

Labor costs for manufacturing a specified volume of products.

Social labor productivity (for the economy as a whole) is calculated as the ratio of gross national income (GNI) produced to the average annual number of people employed in the sphere of material production.

With the transition to an international methodology, the level of productivity of social labor is determined by the ratio of GDP at market prices to the average annual number of economically active population.

Any work must be effective: to produce material or other benefits in sufficient quantities and with a reasonable ratio of income and expenses. Labor is embodied in man-made products. Therefore, it is so important to evaluate the indicator of labor productivity as a factor of production efficiency. Thus, we can conclude about the optimality of labor costs as a single worker, and a group or a large team.

In the article we will talk about the nuances of assessing labor productivity, we give a formula and case studies calculations, as well as factors that can show the analysis of the results.

Labor productivity relativity

Labor productivity as an economic indicator carries direct information about the degree of effectiveness of workers invested in manufactured products.

By laboring, a person spends time and energy, time is measured in hours, and energy in calories. In any case, such work can be both mental and physical. If the result of labor is a man-made thing, product or service, then the labor invested in it takes a different form - “frozen”, that is, materialized, it can no longer be measured by usual indicators, because it reflects past labor investments and costs.

Evaluate labor productivity - means to determine how efficiently the worker (or group of workers) invested his work in creating a unit of production in the specified time period.

Performance Study Coverage

Depending on how wide the audience you need to research on the subject of labor productivity, this indicator may be:

• individual - show the cost-effectiveness of labor for one employee (its increase reflects the efficiency of production of 1 unit of output);
• local - the average for the enterprise or industry;
• public- show productivity across the entire employed population (ratio of gross product or national income to the number of people employed in production).

Production and labor input

Labor productivity is characterized by two important indicators.

1. Production - the amount of labor performed by one person - this is how one can measure not only the number of things produced, but also the provision of services, the sale of goods and other types of work. The average output can be calculated by taking the ratio of output to the total number of workers.
   The output is calculated by the following formula:
   • B - production;
   • V is the volume of production (in money, standard hours or physical terms);
   • T - the time that went into the manufacture of a given volume of products.
2. Labor input - the costs and associated efforts accompanying the production of goods. They can be of various types:
   • technological- labor costs for the production process itself;
   • serving- expenses for equipment repair and production service;
   • managerial- labor costs for the management of the production process and its protection.

   NOTE! The combination of technological and service labor costs is labor input. And if you add management to production, you can talk about full time.

   To calculate the complexity, you need to apply the following formula:

Methods for assessing labor productivity

The use of a particular formula to calculate this economic indicator due to the intended result, that is, the answer to the question of what units we want to get as indicators of labor efficiency. It can be:

• monetary value;
• the product itself, i.e. its quantity, weight, length, etc. (the method is applicable if the manufactured product is the same);
• conventional units of goods (when the manufactured products are heterogeneous);
• volume for accounting time (suitable for all types of products).

To apply any of these methods, you must know the indicators:

• N is the number of workers with respect to whom the calculation is applied;
• V is the amount of work in one expression or another.

Calculation of labor productivity by the cost method

PRst \u003d Vst / N

• PR article - value labor productivity;
• V article - the volume of production in financial (value) terms.
• N - the number of units producing products

Example No. 1

The owner of the pastry shop wants to know the productivity of the cake-making department. In this department, 10 pastry chefs are employed, who make cakes valued at 300 thousand rubles for an 8-hour shift. Find the labor productivity of one confectioner.

To do this, first divide 300,000 (volume daily production) by 10 (number of employees): 300,000 / 10 \u003d 30,000 rubles. This is the daily productivity of one employee. If you need to find this figure per hour, then divide the daily productivity by the duration of the shift: 30,000 / 8 \u003d 3,750 rubles. in hour.

Calculation of labor productivity by the natural method

It is more convenient to use if the manufactured products can easily be measured in generally accepted units - pieces, grams or kilograms, meters, liters, etc., while the goods (services) produced are homogeneous.

PRnat \u003d Vnat / N

• PR nat - natural labor productivity;
• V nat - the number of units of manufactured products in a convenient form of calculation.

Example No. 2

We study the productivity of the department of manufacturing chintz fabric at the factory. Suppose that 20 employees in a workshop produce 150,000 m of chintz in 8 hours of daytime hay. Thus, 1 employee makes (conditionally) calico 150 000/20 \u003d 7500 m of chintz per day, and if you look for this indicator in metro hours, we divide the individual output by 8 hours: 7500/8 \u003d 937, 5 meters per hour.

Calculation of labor productivity by the conventional method

This method is convenient in that it is suitable for calculations in cases where the manufactured product is similar in characteristics, but still not the same, when it can be taken as a standard unit.

Precon \u003d Vcon / N

• PR conv - labor productivity in arbitrary units of production;
• V conv - the conditional volume of production, for example, in the form of raw materials or other

Example 3

The mini-bakery produces 120 bagels, 50 pies and 70 rolls in an 8-hour working day, 15 employees are employed in it. We introduce a conditional coefficient in the form of the amount of dough (suppose that all products have the same dough and they differ only in molding). 8 kg of dough is spent on a daily bagel, 6 kg on pies, and 10 kg on buns. Thus, the indicator of the daily consumption of the test (Vusl) will be 8 + 6 + 10 \u003d 24 kg of raw materials. We calculate the labor productivity of 1 baker: 24/15 \u003d 1.6 kg per day. The hourly rate will be 1.6 / 8 \u003d 0.2 kg per hour.

The calculation of labor productivity by the labor method

This method is effective if you need to calculate temporary labor costs, while taking the volume indicator in norm-hours. It is applicable only to those types of industries where the temporary tension is approximately the same.

PRtr \u003d V for units T / N

• PR tr - labor productivity;
• V per unit T - the amount of products manufactured for the selected unit of time.

Example No. 4

A worker takes 2 hours to make a stool, and 1 hour to a highchair. Two joiners for an 8-hour shift made 10 stools and 5 high chairs. Find their labor productivity. We multiply the volume of manufactured products by the production time of one of its units: 10 x 2 + 5 x 1 \u003d 20 + 5 \u003d 25. Now we divide this figure by the time period we need, for example, if we want to find the productivity of one worker per hour, then divide by (2 working x 8 hours). That is, it turns out 25/16 \u003d 1.56 units of production per hour.

The ultimate goal of any business venture is to make a profit. A businessman or enterprise uses a set of necessary resources: goods, raw materials and supplies, energy sources, property and technical equipment, new technologies, labor and services of various organizations.

To obtain a positive result, you should accurately determine economic effect from using all the elements of these resources.

What is it, why count

Every employer dreams that the staff hired by him will perform as much work as possible in a shorter period of time. For averaged calculation of the effectiveness of the work team labor productivity indicators are used.

The most objective will be the assessment of the productivity of workers who perform homogeneous work under similar conditions. In this case, in the analysis, you can see how many operations, parts, assemblies employees perform, that is, count in kind: how many people produced products per hour, shift, month, or how much time he needed to produce a unit of production.

During the production and execution of various works, their volume is calculated in value terms, which to some extent reduces the accuracy of the calculation.

What is the practical meaning of these indicators?

• Comparison with the planned, basic or actual indicator of previous periods helps to find out whether the work efficiency of the collective as a whole and individual structures of the enterprise increased or decreased.
• It allows you to assess the potential load on employees and the ability of the enterprise to fulfill a certain volume of orders for a specified period.
• It helps to determine the size of the usefulness of introducing additional technical means and applying new technologies. For this, the average employee productivity indicator is compared before implementation and after the application of technical innovations.
• Based on the analysis of the data obtained, a system of staff incentives is being developed. The amount of bonuses and incentives will be calculated correctly if it provides a corresponding increase in the company's revenue and profits.
• The analysis also reveals specific factors that positively and negatively affect the complexity. For example, interruptions in the supply of spare parts, raw materials and materials, frequent breakdowns of equipment, inadequate organization of labor in the workshop or enterprise. If necessary, the timekeeping of working hours is added to such an analysis and appropriate adjustments are made to the standardization of labor of individual units and the work of middle and senior managers.

You can see detailed information on calculating this indicator in the following video:

Formulas and calculation examples

The generalized formula for labor productivity:

P \u003d O / H Where

• P - the average labor productivity of one employee;
• O - the amount of work performed;
• H - the number of employees.

Such an indicator characterizing how much work one person performs for a selected period (hour, shift, week, month) is also called working out.

Example 1 In January 2016, the studio completed 120 orders for sewing outerwear (jackets). The work was carried out by 4 seamstresses. The labor productivity of one seamstress was 120/4 \u003d 30 jackets per month.

The inverse is labor input - determines how much labor (man-hours, man-days) is needed to produce a unit of production.

Example 2 In December 2015, the furniture factory workshop produced 2,500 chairs. According to the time sheet, the staff worked 8,000 man-hours. It took 8000/2500 \u003d 3.2 man-hours to make one chair.

To determine labor productivity in the shop, structural unit factory, factory for the period (month, quarter, year) the formula is used PT \u003d ° C / srP Where

• PT - the average productivity of one employee for the period;
• оС - total total cost finished products for the period;
• srR - workers shop.

Example 3 The metal workshop in November 2015 produced finished products totaling 38 million rubles. The average number of employees amounted to 400 people. 63600 man-hours worked. In December 2015, products worth 42 million rubles were manufactured, and the average number was 402 people. 73560 man-hours worked.

Production per person:

• In November, it amounted to 38,000 thousand rubles / 400 \u003d 95 thousand rubles.
• In December, 42,000 thousand rubles / 402 \u003d 104.5 thousand rubles.

The growth rate of labor productivity in the workshop was 104.5 / 95 x 100% \u003d 110%.

The complexity of manufacturing finished products in the amount of 1 million:

• In November: 63600 man-hours / 38 million rubles \u003d 1673.7 man-hours,
• In December: 73,560 man-hours / 42 million rubles \u003d 1,751.4 man-hours.

A qualitative analysis of labor indicators makes it possible to optimize the total number of employees, their placement, identify the existing shortcomings and reserves in the organization of labor and the need for technical improvement of work processes.

From this article you will learn:

As indicators of labor costs can be used man-hours, man-days, the average number of employees for the period.

Factors and reserves of labor productivity growth

Factors affecting labor productivity can be combined into four groups:

Material and technical. Associated with the use of new technology, the introduction of new technologies, types of raw materials.
Organizational and economic. They are determined by the level of organization of labor, production and management.
Socio-psychological. They imply the socio-demographic composition of labor collectives, their level of training, the moral and psychological climate in the team, etc.
Natural and social conditions in which labor takes place.

These factors comprehensively affect the increase or decrease in labor productivity. Identification of the influence of each of them is necessary for planning specific measures to increase labor productivity in the enterprise.

Reserves for increasing labor productivity are unused opportunities for saving labor costs.

The increase in productivity can be noted in the following cases:

1. Products are increasing, production costs are decreasing.
2. Products increase, costs remain unchanged.
3. Products are increasing, costs are increasing, but at a lower rate.
4. Products remain unchanged, costs are reduced.
5. Products are reduced, costs are reduced, but at a faster pace.

At a separate enterprise, work to increase labor productivity can be carried out in the following main areas:

Due to the reserves of reducing labor intensity, namely, the introduction of new work technologies, automation and modernization of production, etc.

Due to the reserves of improving the use of working time - the organization of labor and production management, improving the structure of the enterprise.

Due to the improvement of the personnel structure - staff development, changes in the ratio of production and managerial personnel, etc.

Managing the productivity of a company or an individual division involves increasing productivity. In line with this approach, HR-studio “People’s Time” implements a number of sequential steps, for example:

1. Creation of a system for measuring labor productivity.
2. The determination of reserves of growth of labor productivity by growth factors, taking into account the resource capabilities of the enterprise.
3. Development of an action plan to increase labor productivity.
4. Development of a scheme of material incentives for staff to achieve the planned indicators.
5. More employee training effective ways work.

In the process of performance management, the first of these steps is especially important, since we can only control what we can measure. Already at this stage, the company faces a number of difficulties associated with a lack of understanding of what exactly, how and in what units we will measure. It is quite difficult, for example, to express in certain units the products of intellectual workers, managers, and service industry specialists. Thus, the performance measurement system becomes the product of a common agreement for decision makers on this issue at the enterprise. The main thing is that they clearly understand what exactly is being measured and how.

The performance measurement system reflects the actual performance of the enterprise. For adoption, it is necessary to develop standards with which the obtained indicators are compared. The standards can be similar indicators of the enterprise in the previous period, indicators of competing enterprises, certain standards a priori set by experts, etc. Comparing the actual indicators with the normative, the enterprise managers receive material for further planning actions in the field of work to increase productivity, identify the reserves for the growth of labor productivity.

The performance measurement system is built individually for each enterprise and takes into account its features.

Labor productivity growth

Labor productivity is a dynamic indicator, that is, it matters only with a progressive change.

It is the increase in labor productivity that is the most important condition that ensures the growth of material production and income.

Labor productivity growth depends on many factors. A factor in the growth of labor productivity (or its reserves) is considered to be a combination of objective and subjective reasons for a change in the level of labor productivity. The classic definition of the role of increasing labor productivity and its main factors was given by Adam Smith: "The annual product of the land and labor of any people cannot be increased ... otherwise, only by increasing the number of its productive workers and the productive force already employed ... as a result of the increase capital, that is, funds ... or as a result of a more appropriate separation and distribution of employees. " During the time that has elapsed since the writing of these words, only a small specification of these factors has occurred.

Currently, growth factors of labor productivity are aggregated into three groups:

Group I - fixed capital factors. Their role is determined by the quality, level of development and the degree of use of investments and tangible fixed assets. These factors are associated with the mechanization and automation of labor, the introduction of advanced technologies, the use of high-quality and effective materials. However, the growth of materialized labor should not be higher than the growth in the volume of work achieved due to the influence of this factor. But it is practically difficult to accurately determine the magnitude of output growth achieved only by increasing, since any type of activity is carried out under the influence of fixed assets, their structure, prices and applied technologies.

Group II - socio-economic factors. This is the composition and quality of workers (their qualifications), working conditions, the attitude of workers to work, etc. In the group of socio-economic factors, the composition and quality of the workforce play a special role, since the contribution of each individual to the total aggregate labor is not the same: the team always produces more than average, while others produce less than average. But the methods used today for calculating labor productivity do not take this into account.

Labor productivity individual worker depends on his abilities, skill and knowledge, age, state of health and a number of other reasons. From the perspective of effective labor, it is important for you to find "your" employee whose work capacity and labor productivity are potentially above average. Such a selection of employees is assisted by a system of interviews, assessments of the quality of labor, certification and professiography.

Analyzing the group of socio-economic factors of labor productivity growth, it should be noted the importance of the state and expenditures of the country on education and health care, i.e., society’s capital investments in social sphere. There is no doubt that the level of school and professional (including higher) education in the country depends professional training workers, and from the state of medical services to the population - the health of the nation and each individual employee. The full composition and rational structure of food products, the availability and accessibility of durable goods, the state of the service sector, including housing and communal services, are all necessary components of the quality of life that allow you to quickly and quickly restore a person’s working capacity, affect his mood and comfortable state. Among the socio-economic factors, it is impossible not to note the importance of the mechanism of redistribution of society's income between individual segments of the population.

Group III - organizational factors. They cover a whole range of activities for the organization of labor and management, personnel management, which have a direct impact on the growth of labor productivity. The concept of “organization of labor and management” includes the selection of the size and location of the enterprise, cooperation, specialization and combination as a form of organization of production at the enterprise, the scheme, structure and style of enterprise management, the definition of the tasks of its departments. A special subgroup is constituted by factors affecting the relationships in the team and labor discipline. It should be mentioned, firstly, the system of values \u200b\u200bof employees and the principles of interaction that affect the goals of the personnel and the behavior of workers, their interaction both in groups and in the team as a whole, secondly, measures to activate workers, thirdly, measures control over the implementation of management decisions and the correction of errors and miscalculations, etc.

The action of the above factors of labor productivity growth is due to natural and social, that is, objective, conditions of activity. It can also be noted climatic conditions and natural wealth of the country, her social development, political life and, finally, the level of well-being of the population.

1. growth factors of living and materialized labor. As already noted, this is due to reserves of labor intensification within the framework of normal intensity and to measures to increase the share of fixed capital;
2. factors of growth of labor productivity due to the time of action. This group distinguishes between current factors associated with organizational and technical measures that do not require significant investment re-equipment, and promising factors associated with fundamental transformations in engineering and technology. The effect of the latter is designed for a longer period of time, usually more than one year;
3. factors due to the role and place in the economy: a) national economic; b) intersectoral and industry; c) intracompany; d). The effect of national economic factors is associated with the presence and use of labor, the structure of production, the level of social division of labor (including international). Intersectoral and sectoral factors of labor productivity growth are associated with the features of the organization of production - its specialization, concentration and combination, with inter-production cooperation. Factors of growth of labor productivity in the workplace include a set of measures to eliminate the loss of working time and its more rational use.

The influence of factors of growth in labor productivity is expressed in labor savings and costs.

Given the great importance of the growth of labor productivity for the development of the country's economy, much attention is paid to this indicator, the content and direction of which are determined by the tasks set. The traditional domestic approach to analysis involves studying the change in an indicator for a specific period, calculating the influence of various factors on its change and assessing their impact, studying the indicator in dynamics over a number of years, etc.

In the factor analysis of labor productivity, indicators are examined that have a direct impact on its change. For example, we study the influence of the share of workers employed in production, the number of days worked, the length of the working day and hourly labor productivity on the change in labor productivity of a worker for a specific period. Calculations are performed according to the formula

UhDhRhPh 100%,

Y - the index of the proportion of workers employed in production, as part of the total number of employees;
D is the average number of days worked by one production worker;
P is the average length of the working day;
P - hourly labor productivity of workers employed in production.

Positive influence the change in annual labor productivity had:

Increase in the number of working days per year;
increase in working hours;
increase in employee hourly output.

A negative impact on the change in labor productivity had a decrease in the share of workers in the main production in the total number of employees of the enterprise. Further software analysis should determine the specific reasons for the decrease in the proportion of workers in the main production. If the decision related to the increase in the number of workers in non-primary production (for example, employees) was not justified, then it is advisable to change in favor of increasing the number of workers in primary production (mass professions).

The transformation of economic relations in Russia has now pushed into the background issues of labor productivity growth. The point of view has become widespread that the privatization of property and the orientation of the entrepreneur to profit will automatically lead to increased labor productivity. However, due to the imperfection of the market mechanism, this has not happened yet. The level of labor productivity in Russia still lags behind the level of this indicator economically. The productivity of social labor in the country decreased by almost a quarter. Moreover, according to individual surveys, the largest decrease in the indicator was allowed precisely at enterprises that switched to the private sector: there the level of labor productivity decreases 1.4 times faster than at state enterprises. The main reasons for this situation were general economic problems that caused a decline in production (by 43% in state-owned and 49% in private enterprises), a change in structure and a decrease in population demand, and, finally, the chronic lack of funds for enterprises wages. There is a depreciation of labor, which is bad for labor productivity. Cheap labor has never been productive, and there is no need to talk about its rational use.

Russia needs nationwide targeted programs that would contribute to the development of the country's productive forces under various ones. In addition, enterprises need their own programs and plans aimed at increasing labor productivity, taking into account specific business conditions and financial capabilities.

Labor productivity indicators

Labor is a purposeful activity of man. An indicator of labor is its productivity. To measure labor productivity, efficiency of use, two main indicators are used: output and labor intensity.

Production - the number of products produced per unit of working time or per one mid-level employee or worker per year (quarter, month).

There are three methods for determining production: natural, value (money) and labor. Production in kind or in value terms is defined as the ratio of the volume of commodity (gross or sold) products to the average number of employees (or workers).

The natural valuation method is used in mono-nomenclature production, when the volume of output can be expressed in the corresponding physical (natural) units of measurement. The advantage of this method is a more accurate and objective result on labor productivity. The disadvantage is that it can be applied only at those enterprises that produce homogeneous products.

The cost method is the most universal, and therefore has found the widest application. With its help it is possible to calculate labor productivity in enterprises with multinomenclature production. Using the valuation valuation method, it is possible to determine and compare labor productivity not only within one enterprise, but also in a region, industry, and the country as a whole. When estimating this indicator by the value method, gross, commodity or sold products.

Production rates depend not only on the method of measuring production volume, but also on the unit of measurement of working time (day, hour, etc.).

Labor method definition of production is also called the method of normalized working time. This method based on the use of the labor intensity indicator of products, reflecting the volume of living labor costs for the production of a unit of production. This indicator is used mainly at machine-building enterprises and enterprises of manufacturing industries in assessing the productivity of the main production workers in individual areas, in teams and in the production of heterogeneous and incomplete production, the volume of which cannot be measured in physical units or in terms of value.

When determining the level of labor productivity through the indicator of production, the numerator (volume of manufactured products) and the denominator of the formula (labor costs for production or the average number of employees) can be expressed in different units of measurement. In this regard, depending on the denominator used, the formulas distinguish between hourly average, daily average, monthly average, quarterly and average annual production.

The hourly average production rate characterizes the average volume of production produced by one worker in one hour of actually worked time. It is determined by dividing the volume of manufactured products by the number of man-hours worked. When calculating the hourly output, the intrashift downtime is not included in the worked man-hours; therefore, it most accurately characterizes the level of productivity of living labor.

The average daily production rate reflects the average volume of production produced by one worker for one worked day. It is defined as the ratio of the volume of production to the number of man-days worked. When calculating the daily output, the full-time downtime and absenteeism are not included in the worked-out man-days. It depends on the average hourly production and the degree of use of the working day, is equal to their product.

If labor costs are measured by the average number of workers, then you get the indicator of the average monthly (average quarterly, average) output per one average average worker (depending on what period of time the volume of production and the number of workers refer to month, quarter, year). The average monthly output depends on the average daily output and on the number of days worked on average by one average daily worker. The monthly average production rate can be calculated per average employee of industrial production personnel.

Indicators of average quarterly and average annual output per one average employee (employee) are determined similarly.

Labor input is the cost of working time for the production of a unit of production. The advantage of the labor intensity indicator is that it allows one to judge the cost-effectiveness of living labor at different stages of manufacturing a particular type of product, not only in the enterprise as a whole, but also in the workshop, on the site, in the workplace, i.e. to penetrate into the depth of the execution of a particular type of work, which cannot be done using the production indicator calculated in value terms.

Depending on the composition of labor costs included in it, technological complexity, the complexity of the production service, the production complexity and the complexity of production management are distinguished.

Technological complexity (Ttehn) is determined by the labor costs of the main workers - pieceworkers and time-workers. It is calculated for production operations, parts, assemblies and finished products.

The complexity of the service (That) represents the labor costs of auxiliary workers (main and auxiliary workshops) and units engaged in the maintenance of production. Its calculation is made for each operation, product or in proportion to the technological complexity of the products.

Production complexity (TPR) is composed of the complexity of technological and maintenance, i.e. it is the labor costs of the main and auxiliary workers for the implementation of a unit of work. It is calculated by the formula:

Tpr \u003d Ttehn + That
The complexity of management (Tu) consists of the labor costs of managers, specialists, employees. One part of such costs, which is directly related to the manufacture of products, is directly related to these products, another part of costs, which is not directly related to the manufacture of products, is related to them in proportion to production labor.

The total complexity of the products (TP) represents the costs of all categories of PPP, the sum of the costs of living labor for the production of a unit of production. It is determined by the formula:

Tp \u003d Ttehn + To + Tu
Depending on the nature and purpose of labor costs, each of these indicators of labor intensity can be design, future, normative, planned and actual:

Regulatory labor intensity is calculated on the basis of existing labor standards: time norms, production norms, service time norms and number standards. It is used to determine the total amount of labor required for the manufacture of individual products, and for the implementation of the entire production program;
planned labor intensity differs from the normative one by the amount of reduction in labor costs planned in the current period due to the implementation of organizational and technical measures;
actual labor input is the sum of the labor spent on the output volume of the product or the volume of work performed.

Increasing labor productivity is of great economic and social importance, which must be considered at the macro and micro levels.

At the macro level (from the national economic point of view), an increase in labor productivity means: an increase in gross domestic and national product,; growth of accumulation fund and consumption fund; basis for expanded reproduction; the basis for raising the country's citizens and solving social problems; the basis for the development of the country and the growth of economic power of the state.

At the micro level (enterprise), the growth of labor productivity allows: to significantly reduce the cost of production and sales of products, if the growth of labor productivity outpaces the increase in average wages; ceteris paribus, increase the volume of production and sales of products, and consequently, the growth of profit; pursue a policy to increase average wages to employees; more successfully carry out the reconstruction and technical re-equipment of the enterprise; increase the competitiveness of enterprises and products, ensure financial stability of the work.

The level of labor productivity is influenced by many factors that can be divided into two groups: individual and external to the employee. Individuals include qualifications, work experience in one place, age, etc. The following factors are considered external: working conditions, the level of labor intensity of products, the current system of payment and stimulation of labor, technological progress, impact natural conditions, changes in the structure of production and other factors.

In domestic practice, the following classification of reserves for increasing labor productivity has spread:

Increasing the technical level of production (mechanization and automation of production; introducing new types of equipment; introducing new technological processes; improving the structural properties of products; improving the quality of raw materials and new structural materials);
improving the organization of production and labor (increasing standards and service areas; reducing the number of workers who do not comply with standards; simplifying the management structure; mechanizing accounting and computing work; changing the working period; increasing the level of production specialization);
a change in external, natural conditions (a change in the geological conditions of the extraction of coal, oil, ore, peat; a change in the content of nutrients);
structural changes in production (change in the specific gravity of certain types of products; change in the complexity of the production program; change in the share of purchased semi-finished products and components; change in specific gravity new products).

It should be noted that the growth of labor productivity most directly affects the final financial results the work of the enterprise, i.e. profit margin. This influence is manifested, first of all, through an increase in production and sales of products and a decrease in its cost. At the same time, cost reduction due to this factor will be only if the growth rate of labor productivity will outstrip the growth rate of the average wage of employees.

Labor productivity calculation

GENERAL PROVISIONS

1. The methodology for calculating labor productivity (hereinafter - the Methodology) was developed by the Ministry of Labor and social protection with the participation of the Ministry of Economy, the Ministry of Statistics and Analysis in pursuance of the order of the Council of Ministers of the Republic of Belarus of November 29, 2006 No. 30/161, 225-2547.

2. The Methodology takes into account: international experience in calculating labor productivity in the whole economy, the possibility of an information base in the Republic of Belarus, as well as the practice in the republic of calculating labor productivity at the industry and specific organization level.

4. Productivity - an indicator characterizing the output per unit of resources used, and representing the ratio of production volume and labor costs.

5. For the purpose of a unified approach to calculating labor productivity, both at the level of a specific organization and at the industry level, the method used the cost method as the most common.

INDICATORS OF LABOR PRODUCTIVITY AND THE PROCEDURE OF THEIR CALCULATION AT THE LEVEL OF THE ORGANIZATION

6. To measure labor productivity at the organization level, a labor productivity indicator is used, which is calculated as the ratio of the volume of manufactured products (works, services) in value terms to the average number of employees of the organization, ie according to the following formula:

Where P - labor productivity;

V is the volume of manufactured products (works, services);

H - the average number of employees of the organization.

7. The choice of specific indicators (a system of indicators) that really reflects the dynamics of labor productivity depends on the specifics of the organization, its organizational and production structure, as well as types of production and technological processes and types (nomenclature) of products (works, services) produced.

8. The volume of manufactured products (works, services) is determined in value terms in comparable prices, for transport enterprises - in current prices.

Taking into account industry specifics, the volume of manufactured products (works, services) will be determined as:

The volume of production (works, services of an industrial nature) - for industrial enterprises;

The volume of contract work performed on their own, for construction organizations;

Revenues from the transport of goods and passengers - for transport enterprises, including rail, road, air, water transport;

Revenues from the provision of communication services - for communications enterprises;

Volume of production agriculture - for agricultural organizations.

METHODS FOR DETERMINING DYNAMICS OF LABOR PRODUCTIVITY AT THE LEVEL OF ORGANIZATION

9. In the structural divisions of the organization, the comparison of labor productivity is carried out according to its dynamics (pace), ie by comparing the performance indicator in this (reporting) period with the performance indicator in the previous period, taken as the base (base period). As a result of the comparison, an index is obtained, defined as a coefficient or as a percentage.

So, if we designate productivity in the reporting period through PT1, and in the base period through PT0, then the productivity index (Ipt) will be equal to:

Ipt \u003d PT1 / PT0,

And the percentage of productivity growth (Rpt):

Rpt \u003d (PT1 / PT0) x 100.

10. When determining productivity indices for several structural units (workshops) of an organization that produce the same products, their value will depend not only on productivity in each structural unit (workshop), but also on changes in the proportion of structural units with different levels of labor productivity.

11. The productivity index of variable composition is determined by comparing the average levels of productivity of the reporting and base periods and reflects not only the level of labor productivity in individual structural units (workshops), but also structural changes, i.e. changes in their specific gravity with different levels of productivity.

12. Along with the productivity index of variable composition, to determine the growth of labor productivity without taking into account structural changes, the productivity index of constant composition is determined.

This index is calculated by weighing private performance indices in individual structural divisions by hours worked (or number of employees) in the reporting period. The formula for calculating this index is as follows:

Ipos \u003d (SUM Ipti x Chi) / (SUM Chi),

Where Ipos - constant productivity index;

SUM Ipti x Chi - the sum of the products of private productivity growth indices for each structural unit and the number of employees in the reporting period;

SUM Chi - the sum of the number of employees in the organization (PPP) in the reporting period.

CALCULATION OF LABOR PRODUCTIVITY AT THE INDUSTRIAL LEVEL

13. At the industry level, the labor productivity indicator can be calculated by dividing the volume of manufactured products, goods (works, services) for the corresponding period (year, quarter) by the number of people employed in the relevant sectors of the economy.

14. To determine labor productivity in the industry, indicators are used:

For industrial enterprises - the volume of production (work, services of an industrial nature) and the average number of industrial production personnel (data in form 1-P (monthly) “Report on production of goods and work performed, services of an industrial nature”);

For construction organizations - the volume of contract work performed on their own, and the average number of construction and production personnel (form 1-KS “Report on the performance of contract work”, monthly frequency);

For communications enterprises — income from the provision of communication services and the average number of employees of enterprises (form 65-communication “Report on public communication services”, quarterly frequency and form 1-work “Report on labor and movement of employees”, monthly frequency);

For enterprises railway transport - income from the transportation of goods and passengers and the average number of employees of railway enterprises (form 1-zhel “Report on the carriage of goods and passengers, and indicators of the use of rolling stock”, and 1-labor “Report on labor and movement of workers”, monthly frequency) ;

For enterprises of air and water transport - income from transportation of goods and passengers and the average number of employees of transport enterprises (form 4-air “Report on income and expenses of regular and non-scheduled air carriers”, 65-BT “Report on transportation by inland water transport for general use”, quarterly frequency, and the form 1-work “Report on the labor and movement of workers”, monthly frequency);

For enterprises of automobile transport - income from transportation of goods and passengers and the average number of employees of transport enterprises (forms 1-tr (SC) “Report on the availability and use of road transport” and 1-ton (annual) “Report on labor”, annual frequency) ;

For agricultural organizations - the volume of agricultural production and the average number of employees of agricultural production organizations. Given the seasonal nature of agricultural production, labor productivity is calculated at the industry level once a year.

15. The calculation of the growth rate (decrease) in labor productivity at transport enterprises is carried out by dividing the growth rate (decrease) in income from the transportation of goods and passengers calculated from actual prices and the growth rate (decrease) in the average number of employees.

The calculation of the growth rate (decrease) in labor productivity in other organizations is carried out by dividing the growth rate (decrease) in the volume of production of goods (works, services) in comparable prices and the growth rate (decrease) in the average number of employees.

Labor productivity analysis

The most important quality indicator of the work of industrial enterprises (organizations) is labor productivity. Labor productivity is understood as the degree of labor efficiency, which is characterized by the saving of living and past (materialized) labor.

Steady growth in labor productivity is one of the main conditions for increasing production efficiency, increasing output and reducing its cost.

The level of labor productivity in industrial enterprises is measured by the number of products produced by workers or workers per unit of time, or the amount of working time spent per unit of output. It can be determined in kind, labor and value terms.

At present, at most industrial enterprises (organizations) labor productivity is characterized by output per worker in industrial production and per worker. In addition, in the practice of planning, accounting and analysis, indicators of labor productivity of employees are used:

The average daily output of one employee;
hourly average output of one employee.

The average annual (quarterly, monthly) output of one employee and worker is calculated by the ratio of the volume of production to the average number of employees and workers.

The average daily output of products of one employee is calculated by the ratio of the volume of production to the total number of worked man-days by all employees.

The average hourly production of one employee is the ratio of the volume of production to the total number of man-hours worked by all employees.

In planning and reporting, the main one is the indicator of output per employee. In order to more accurately determine the level and dynamics of labor productivity, it is necessary, along with the above indicators, to calculate labor productivity in labor units (standard hours, standard wages, standard processing costs), which exclude the effect of changes in production costs as a result of structural changes.

The average output of one employee depends on the average output of the worker and on the ratio between the number of workers and other categories of workers, that is, on the structure of the personnel of the enterprise. This dependence can be expressed as a formula:

WR \u003d Q / R \u003d (Q / r) * (r / R) \u003d Wr * Kr
where: Q is the volume of production;

R is the average number of employees;
r is the average number of workers;
Wr - production of one worker;
Kr is the share of workers in the total number of employees.
Hence, by comparing the growth rates for the output per employee and worker, it can be established how the change in the structure of personnel has affected the labor productivity indicator.

The difference in the growth rates of the annual and daily output of the employee’s output indicates the nature of the change in the length of the working year. So, if the actual duration of the working year is higher than last year, then the growth rate of annual output overtakes the growth rate of the daily, and vice versa, the increase in day-to-day losses, reducing the actual duration of the working year, leads to the fact that the growth rate of daily output is higher than the corresponding indicator annual.

The level of daily production is affected by the dynamics of hourly production, as well as the use of shift work time. At the same time, a decrease against the last year of the actual working day in the reporting year, i.e., an increase in intra-shift downtime, negatively affects the growth rate of daily output: daily output is growing more slowly than hourly. With the lengthening of the working day, the opposite tendency is manifested in hours.

After studying the ratio of labor productivity indicators, it is necessary to analyze the factors affecting its deviations.

In the analysis, it is necessary to establish the direction and size of the influence of labor factors on labor productivity and output. The level of average annual output per employee is influenced by changes against the plan or last year of the duration of the working year, working day and hourly labor productivity. The relationship of these indicators is visible from the following factorization of the initial formula for calculating the production of products per 1 employee:

WR \u003d Q / R \u003d (TD / R) * (T hour / TD) * (Q / T hour),
WR \u003d D * t * Wh
where: TD - the total number of man-days worked by all employees;
Tchas - the total number of man-hours worked by all employees;
D - the number of days worked during the period by one employee;
t is the duration of the working day (shift);
W hour - the average hourly production of one employee.

As you can see, the level and dynamics of labor productivity of workers is influenced by numerous and various factors of an extensive and intensive nature, such as, for example: changing the structure of products and the structure of personnel, the use of working time, the introduction of new equipment and advanced technology, advanced training of workers and employees, improving the organization of production and labor, improving labor standards, etc.

When drawing up plans for labor and evaluating the activities of enterprises (organizations), factors of labor productivity growth are grouped into the following enlarged groups: increasing the technical level of production, changing the volume and structure of production, improving management, organizing production and labor, and industry factors.

The influence of extensive factors on labor productivity, i.e., changes in the structure of personnel and the use of working time, is considered according to the plan and reporting on labor (f. No. P-4, No. 1-t).

Labor productivity formula

Labor productivity (P) is measured by the amount of work (products, turnover, services) produced by one employee per unit of time (hour, shift, week, month, year), and is calculated by the formula:

Where O is the amount of work per unit of time;
H is the number of employees.

Labor productivity - labor efficiency. Labor productivity can be measured by the amount of time spent per unit of output, or by the amount of output produced by an employee over time. Fri \u003d Q / Zht, where Q is the output, Zht is the cost of living labor.

It is measured through two indicators: output (direct indicator) and labor input (indirect). Depending on the units in which labor costs are expressed, it can be annual, daily and hourly.

When measuring labor productivity by the labor method, the time standards for producing a unit of production or selling a unit of goods are used:

Where Пm - labor productivity measured by the labor method;

Оm - the amount of work in units of standard time;

Vf is the actual operating time.

Labor productivity factors

Factors - these are the driving forces, causes, influencing any process or phenomenon.

Two groups of factors for increasing productivity should be distinguished:

1) managed by a business entity (strategic decisions, organizational issues, leading and controlling mid-level personnel, technology, means of production, research and development, product quality, working conditions, information);

2) not controlled by a business entity (government political measures, market mechanism, laws, provision of natural resources, labor resources, culture and social values).

Groups of factors of labor productivity growth:

Material and technical related to the technical level of production, improvement of technology, technology, materials used;
organizational, characterizing the organization of labor, production and management;
socio-economic, related to the human component of production - the quality of workers, their motivation and job satisfaction.

As an independent factor, the scale of production is sometimes singled out.

The complex of material and technical factors and their influence on the level of labor productivity can be characterized the following indicators:

The energy-labor ratio - the consumption of all types of energy per industrial worker;

Electricity of labor - electricity consumption per industrial worker;

The technical equipment of labor - the volume of fixed assets per employee;

The level of mechanization and automation - the proportion of workers engaged in mechanized and automated labor;

Chemicalization of production, the use of advanced materials and chemical processes - the ratio of chemicalized production processes in its total volume.

One of the main material and technical factors is improving the quality of products - satisfying social needs with less expense of money and labor, since high-quality products replace a larger number of low-quality products. Increasing the durability of products is tantamount to an additional increase in their output.

Material and technical factors are most important because they provide savings not only for living but also for materialized labor.

Organizational factors are determined by the level of organization of labor, production and management. These include:

1. Improving the organization of production management:

Improving the structure of the management apparatus;
improvement of production management systems;
improvement operational management production process;
implementation and development of automated production management systems;
inclusion in the scope of the automated control system of the maximum possible number of objects.

2. Improving the organization of production:

Improvement of material, technical and personnel preparation of production;
improving the organization of production units and the arrangement of equipment in the main production;
improvement of the organization of auxiliary services and farms (transport, storage, energy, instrumental, economic and other types of production services).

3. Improving the organization of labor:

Improving the division and cooperation of labor, the introduction of multi-station services, expanding the sphere of combining professions and functions;
introduction of advanced labor methods and techniques:

Improving the organization and maintenance of jobs;
the introduction of technically sound labor cost standards, expanding the scope of labor standards for temporary workers and office workers;
introduction flexible forms labor organization;
professional selection of personnel, improvement of their training and professional development;
improvement of working conditions, rationalization of work and rest;
improving wage systems, increasing their catalytic role.

Without using these factors, it is impossible to get the full effect of material and technical factors.

Socio-economic factors are determined by the qualities of labor collectives, their socio-demographic composition, levels of training, discipline, labor activity and creative initiative of employees, a system of value orientations, in departments and in the enterprise as a whole, etc.

Depending on the nature of the effect on labor productivity, all factors can be divided into two groups - direct and indirect. The action of direct factors can be represented in the form of a functional dependence, determining with a greater or lesser degree of accuracy the increase in labor productivity due to each of them, material and technical and organizational factors belong to this group.

Indirect factors have an indirect effect on labor productivity; these include most socio-economic factors.

Reserves of labor productivity growth.

Reserves are understood as unused opportunities to increase the volume and improve the quality of products (works, services) by enhancing the creative principle in the work of workers and the economical use of material and technical resources, eliminating all kinds of production losses.

Reserves of labor productivity growth are unused opportunities for saving labor costs (reducing labor intensity and increasing output).

Quantitatively, reserves can be defined as the difference between the achieved and the highest possible levels of labor productivity over a certain period of time.

There are several approaches to the classification of reserves for the growth of labor productivity.

1. The totality of reserves should be classified in accordance with the classification of factors. This makes it possible during the analysis to identify the main causes of losses and unproductive labor costs for each factor of labor productivity and to outline ways to eliminate them.

2. The reserves of growth of labor productivity at the enterprise may differ in two ways:

By the nature of the factors used (extensive and intense);
by impact areas (by groups of used resources).

3. The level of occurrence distinguishes reserves: national, regional, interindustry, sectoral, and intra-production.

National reserves and their use affect the growth of labor productivity throughout the country. These are reserves associated with the location of enterprises, the irrational use of employment, underutilization of opportunities market methods management, etc.

Regional reserves are opportunities for the best use of productive forces characteristic of a given region.

Intersectoral reserves are associated with the possibility of improving intersectoral relations, strengthening contractual discipline between enterprises of different industries.

Industry reserves are opportunities for the growth of labor productivity that are characteristic of enterprises in a particular sector of the economy.

Internal production reserves are determined by shortcomings in the use of raw materials, materials, equipment, and working time at the enterprise. In addition to direct losses of working time - intra-shift and full-day, there are hidden losses associated with the correction of defective products, with the performance of work not provided for by the technology.

By terms of use, reserves are divided into current and prospective.

They plan to use current reserves during the month, quarter, year, depending on the real capabilities of the enterprise.

Prospective reserves are those for the realization of which in the near future the enterprise does not have sufficient resources, and their use is planned in the future in a year or more years.

Labor productivity in the enterprise

Cadres are the most valuable and important part of the productive forces. On the this stage development of our economy, it is important to consider what is necessary for the proper organization of work and training.

The problems of personnel at the enterprise have already been studied by such scientists as Grishnova OA, Ovchinnikova T.I. On the whole, their studies show not only the global role of labor resources, but also what their labor productivity depends on. But, in my opinion, this problem is worthy of further study.

The purpose of the study is to determine what is, with the help of which indicators they can be characterized and what their effectiveness depends on.

The results of the study prove the importance of having well-trained personnel in the enterprise, as well as the consequences of an increase or decrease in the growth rate of labor productivity.

Personnel (personnel) of the enterprise are all its employees performing various production and financial functions.

Directly by the very organization of labor and personnel management of an enterprise are meant:

Hiring part-time employees
The arrangement of workers in accordance with the existing production system
Distribution of duties among employees
Training and retraining
Labor stimulation
Improving the organization of labor
Caring for employees who are unnecessary in the enterprise for various reasons

The staff of the enterprise is characterized using quantitative and qualitative indicators. Qualitative indicators include the profession, specialty and qualifications of specialists. Under the profession refers to the ability of a specialist to carry out a special kind of activity that requires theoretical knowledge and practical skills. In turn, a specialty is a type of activity within a profession that has specific features and requires additional skills and knowledge. Examples of professions and specialties can be: for workers - a turner (profession) is divided into specialties: turner - carousel, turner - borer and others; - an economist (profession) is divided into specialties: planner, financier, marketer, and so on. Qualification is the ability of a specialist to perform work of a certain complexity. It is determined by theoretical training, depending on the level of education, and the experience acquired in practical activities. Each profession requires its own combination of theoretical training and experience. According to the level of qualification, specialists of each category are divided into four groups. So for workers, these groups will, as qualifications increase, be called:

Unskilled workers with no special training;
unskilled, that is, workers trained for a short time;
skilled workers underwent training, usually with a separation from production, within two to three years;
highly qualified, that is, having undergone lengthy training and having extensive experience.

The Efficiency of the use of labor resources of the enterprise characterizes labor productivity, which is determined by the number of products produced per unit of working time or labor costs per unit of output. The main indicators of labor productivity at the enterprise level are: production per unit of time and the complexity of production. Labor productivity is the productivity of people's production activities, an indicator characterizing the efficiency of labor costs in material production and determined by the quantity of products produced per unit of working time, or labor costs per unit of production. It is measured by the quantity of products produced by an employee in the field of material production per unit of time, or the amount of time spent on the production of a unit of production. Social labor productivity is expressed in the amount of national income generated per worker employed in the branches of material production. Distinguish between the productivity of living labor and the productivity of aggregate social labor.

An important stage of analytical work at the enterprise is the search for reserves to increase labor productivity, which can be classified as follows:

Increasing the technical level of production as a result of mechanization and automation of production; introducing new types of equipment and processes; improving the structural properties of products; improving the quality of raw materials and the use of new structural materials;
Improving the organization of production and labor by raising labor standards and expanding service areas; reduction in the number of workers who do not comply with the norms; simplification of the management structure; mechanization of accounting and computing work; increasing the level of specialization of production;
Changes in external environmental conditions (mining and geological conditions for the extraction of coal, oil, ore, peat, etc. content of useful substances);
Structural changes in production due to changes in the specific gravities of certain types of products; the complexity of the production program; the share of purchased semi-finished products and components; specific gravity of new products.

The decrease in the growth rate of labor productivity negatively affects almost all aspects of the production and economic activity of the enterprise.

Summing up, we can say that personnel are the most valuable and important part of the productive forces, and personnel management is an integral and most complex part of managing the enterprise as a whole. For the proper organization of work and training, there is a qualification division of labor based on differentiation of complexity production process. People’s activities are characterized by basic indicators of labor productivity at the enterprise level. The objective of any enterprise is to increase the productivity of workers using the main factors. Thus, the considered indicators represent an inextricable chain of the main elements of production, and their ratio and regulation directly affects the decrease or increase in the efficiency of enterprises in any industry.

Labor productivity methods

Labor productivity is determined by the volume of products (work) produced by the employee per unit time. The volume of production can be calculated by gross, marketable, clean, conditionally clean products and other indicators. The hours worked are calculated in man-hours, man-days, in the average number of employees.

By dividing the volume of production by the number of man-hours or man-days worked by workers, an indicator of hourly or daily labor productivity is determined.

By dividing the volume of products released per month, quarter, year by the corresponding average number of employees of industrial production personnel, we obtain monthly, quarterly, annual labor productivity.

Thus, the level of labor productivity (PT) is estimated by dividing the volume of production (OP) per unit of time worked (T) or the number of employees (P):

PT \u003d OP: T;
PT \u003d OP: R.

A change in the level of labor productivity (its dynamics) is defined as the ratio of the level of labor productivity of the reporting period to the base or planned. This indicator characterizes the percentage of its growth or decline in the reporting period.

By comparing the planned and basic levels of labor productivity, the percentage of its growth stipulated by the plan is calculated, and by comparing the actual and basic levels, the percentage of deviation of labor productivity relative to the level of the previous year is calculated.

There are three methods for measuring labor productivity: natural, value and labor.

The natural method of measuring labor productivity is that labor productivity (or production) is determined by dividing the number of manufactured products in physical measures (pieces, tons, meters, etc.) by the number of employees or the amount of time spent.

The calculation is performed according to the formula:

PT \u003d OP: P;
PT \u003d OD: T,

Where PT - production in kind; OP - the volume of production in physical measures.

EXAMPLE 1. The metallurgical plant for the year produced 50 thousand tons hire, and the average number of employees of the plant for the year amounted to 2 thousand people. Therefore, labor productivity is equal to:

Fri \u003d 50,000: 2000 \u003d 25 t.

The natural method of measuring labor productivity is useful in the analysis of production, especially production in the workplace and for certain types of products.

However, using natural indicators, it is possible to measure the level and dynamics of labor productivity only by type of product (work) without taking into account quality and work in progress.

Using this method, it is impossible to determine the entire volume of manufactured products, and, consequently, labor productivity per employee.

The cost (money) method of determining labor productivity is that production is determined by dividing the volumes, expressed in constant wholesale prices of the enterprise, by the number of employees or the amount of time spent.

EXAMPLE 2. The enterprise for the year produced products A for 2 million rubles., Products B for 1.5 million rubles. and products B for 1 million rubles. The average number of employees for the year amounted to 1 thousand people. Define the average annual output per employee:

Fri \u003d 4500 rub.

The cost method of measuring labor productivity allows you to keep track of heterogeneous products, to differentiate prices depending on their quality. However, this method is not free from disadvantages.

Firstly, with a change in the range of products, the cost of raw materials and materials, the share of cooperation, the development of gross output distorts the dynamics of labor productivity.

Secondly, there is the possibility of hiding the actual cost of labor by manipulating prices or developing the informal sector.

In value terms, labor productivity can be calculated by gross, marketable, net (normative), conditionally net production.

The labor method of measuring the growth of labor productivity is based on a comparison of the working time spent on the production of a given volume of products in the reporting and base period.

This method allows you to keep track of the costs of producing a unit of production not only at a separate workplace, in the team. But also at the scale of the enterprise, industry, etc.

Moreover, the volume of production is measured in normalized working hours, and labor productivity is determined by dividing the volume of work performed in standard hours by the average number of workers.

EXAMPLE 3. The company for the year produced products A - 5 thousand units, products B - 10 thousand units. The total complexity of products A in the reporting year was 10 standard hours, products B - 6 standard hours. The average number of employees for the year was 500 people. We calculate labor productivity per employee:

Fri \u003d 220 standard hour.

A significant drawback of the labor method is the difficulty of accounting for the costs of working time.

The complexity of the product - the cost of working time to produce a unit of production by one worker or group of workers. The decrease in the complexity of products is closely interconnected with labor productivity, as can be seen from the following formulas:

; , where is the increase in labor productivity to the base level,%;
- reduction in the complexity of products compared to the base level,%.
EXAMPLE 4. At the enterprise, the decrease in the complexity of products compared to the base level amounted to 25%:

Those. labor productivity increased by 33.33%.

Labor productivity growth compared to the baseline was 25%:

Those. labor intensity of products decreased by 20%.

The following types of labor intensity are distinguished: technological, labor-intensiveness of production service, production, production management and full.

Technological complexity (Tm) is the sum of the labor costs of all the main workers - pieceworkers and time-workers. It is defined as follows:

Tm \u003d Trc + TPn,

Where Trs - the labor costs of the main work-makers; Tpn - labor costs of the main workers - time workers.

EXAMPLE 5. The labor costs of the main laborers for the production of products at the enterprise for the year amounted to 150 thousand people-hours, of the main temporary workers - 50 thousand people-hours.

Tm \u003d 150,000 + 50,000 \u003d 200,000 people. - hour.

The complexity of production services (To) is the sum of the labor costs of the auxiliary workers of the main workshops and all the auxiliary sections of services engaged in the maintenance of production.

EXAMPLE 6. For the year, the labor costs of auxiliary workers of the main workshops amounted to 50 thousand people-hours, and the labor costs of workers of auxiliary sites and services engaged in servicing production - 75 thousand people-hours.

That \u003d 50,000 + 75,000 \u003d 125,000 people. - hour.

Production complexity (TPR) is the labor costs of all workers in the main and auxiliary workshops. It is calculated by the formula:

Tpr \u003d Tm + To.

EXAMPLE 7. The technological complexity of 200 thousand people-hour., The complexity of the production service - 125 thousand people-hours.

Hence:

Tpr \u003d 200,000 + 125,000 \u003d 325,000 people. - hour.

The complexity of production management (Tu) reflects the labor costs of managers and specialists.

The total complexity (T) is the sum of the labor costs of all categories of personnel and is determined by the formula:

T \u003d Tpr + Tu.

The complexity is normalized, actual and planned and is determined per unit of output. At the place of application of labor distinguish the complexity of the factory, workshop, precinct and the complexity of the workplace.

Economic analysis often uses indicators such as the index of labor time (labor input) and labor productivity index.

The index of the cost of working time (Jвр) reflects the reduction in the cost of working time (labor) per unit of output and is calculated by the formula:

Where? Q1 - the volume of manufactured products produced in the reporting period in appropriate units; t0 and t1 - time spent per unit of production in the base and reporting periods.

EXAMPLE 8. In the base period, the complexity of product A was 15 standard hours, in the reporting period, 10 standard hours; the complexity of the product B in the base period - 5 standard hours; in the reporting period - 3 standard hours. The output in the reporting year amounted to 10 thousand units for product A, 15 thousand for product B. The index of costs of working time will be equal to:

Labor productivity index (Jpr) is the reciprocal of the index of labor time costs, calculated by the formula:

Where? Q1 - the volume of products produced in the reporting period in the appropriate units of measurement; t0 and t1 are the costs of working time, respectively, in the base and reporting periods per unit of output.

EXAMPLE 9. Using the data for example 8, we calculate the index of labor productivity:

1,5;
= 1,66;
= 1,551.

To determine changes in labor productivity, an index is widely used, based on a comparison of the output of products per employee in the reporting and base periods, in monetary terms at comparable prices:

Jп \u003d:;
Jп \u003d,

Where q0 and q1 are the volumes of production in physical terms, respectively, in the base and reporting periods; C - comparable price (net product standard) per unit of output; P0 and P1 - the average number in the base and reporting periods; B0 and B1 - production of commodity (gross) products at comparable enterprise prices per employee of industrial production personnel (or workers), respectively, in the base and reporting periods.

EXAMPLE 10. In the reporting period, the company produced products A - 10 thousand units. (in the base period - 9 thousand units), products B - 5 thousand units. (in the base period - 4 thousand units). The cost of a unit of product A is 5 rubles., Product B is 10 rubles. The average number of employees in the reporting period - 1 thousand people., In the base - 1100 people.

Define the labor productivity index:

Using the above examples of analytical calculations by the index method, it is possible to perform the same calculations on the basis of the relevant data for your enterprise, workshop, and site and, comparing the results with the indicators of other similar units, identify unused reserves of labor productivity growth.

Planning the headcount of an enterprise.

2. All employees of enterprises are divided into workers, managers and specialists.

The grouping of personnel into categories facilitates the determination of the need for employees of the relevant profession and qualifications, the establishment and financial incentives, the organization of training and retraining of personnel, and contributes to their better use.

The analysis of structural changes in the staff makes it possible to identify trends in the distribution and redistribution of personnel, their qualitative change.

In the category of workers, in turn, there are workers who are directly involved in the production of products or contributing to its implementation, engaged in the management of machines, mechanisms or aggregate installations, monitoring, control and regulation of automatic machines, automatic lines and automatic devices (if they are paid according to the tariff scale of workers ), as well as workers engaged in the repair, commissioning and maintenance of equipment. Handling or providing other services to the production.

Workers are divided on the basis of production on the main and auxiliary. The main ones include workers engaged in the implementation of the technological process, and the auxiliary ones include workers who are not directly involved in technological processbut conducive to its implementation.

They are divided into functional groups:

Organizational and technological, utility and technological;
Maintenance of equipment, mechanisms, apparatuses;
Manufacturing tooling;
Maintenance of buildings and structures;
Control, transport and handling;
Carrying out acceptance, storage and delivery material assets;

Power Supply Group:

Ensuring labor protection, safety measures and industrial hygiene;
Training and production improvement.

When analyzing the structure of workers, it is necessary to study the quantitative relationships between individual groups of workers in the reporting and planning periods.

Leaders make up the category of workers managing the activities of labor collectives.

Specialists are employees for whose posts, in accordance with qualification requirements, higher or secondary specialized education is required.

Consider the number and composition of employees.

Based on the possibility of use, all reserves are divided into reserve reserves and loss reserves.

Stock reserves by their economic nature are most similar to the concept of a reserve in general, since they represent the unused opportunities for a more efficient organization of labor. The reserve reserves include, for example, underutilization of equipment by time, which may be due to interruptions in the load of equipment, interruptions in energy supply, unproductive use of operating time on this equipment, insufficient qualification of an employee, etc.

Reserves of losses include loss of working time, marriage, overspending of all types of energy, raw materials and materials. Therefore, this group of reserves is associated with the economical and efficient use of material and material factors of production.

Losses of working time are more productive than the loss of working time in connection with downtime, absenteeism, absenteeism; as well as unproductive labor costs due to the need to fix the marriage or exceeding the planned labor costs (due to violations of technology).

At the place of identification and use, all reserves are divided into:

1. nationwide (rational use of the employed population, integrated use of natural resources);
2. regional (opportunities for better use of the production potential of the region);
3. industry and inter-industry (improving the use of relations between industries, combining and concentration of production);
4. internal production (reserves to reduce the complexity and reserves of the best use of total working time).

By the time of use, all reserves are divided into current and prospective, the basis for the implementation of which are large-scale technical re-equipment, reconstruction or modernization of the existing enterprise. The implementation of promising reserves is a rather lengthy process, requiring a lot of preparatory work.

Decline in labor productivity

Small salary

Situation. A great way to suppress any desire to work with colleagues is to constantly emphasize how little they pay in the company. True, whining and complaints are not always enough. Then a colleague who decided to “open your eyes” to the real situation is armed with statistics of other people's salaries and now and then sings “comparative songs” to you. Few people do not work with this method. First you nod understandingly, then you begin to sigh. Finally, your mood deteriorates, and there is no desire to work. But the topic of salary is truly inexhaustible. Especially such conversations are activated closer to the moment of receipt of settlement sheets and reach their peak on the days of receipt of wages. “Well, where does such a salary fit? sighs a colleague. - Only I was able to pay for a communal apartment and a loan. More money not enough for anything. ”

How to avoid a decline in labor productivity? The first thing that is important to understand in this situation is that you agreed to work for the promised salary. If she categorically did not suit you, you would have long gone in search of a warmer place. Secondly, comparative analysis is also different. Suppose you are not getting the highest salary (compared to another company). But at the same time, and not the lowest. There is such a thing as average salary in branch. And if you find yourself in the "middle peasants", this is not so bad. Monitor the statistics - and you will obviously find many organizations and enterprises where the employee performing your functions receives another (or much) less. When colleagues bother you with their complaints, bring yourself other data - so as not to let others influence your mood.

Don't appreciate

Situation. Dissatisfied colleagues often like to repeat that management does not value them. “I’ve been working for this company for the sixth year,” complains some Natalya Petrovna. “But you won’t get a good word from the leadership.” You plow on them, plow, ruin your health, and thanks - zero. ”

How to avoid a decline in labor productivity? The thing is that the high-quality fulfillment of the employee’s immediate duties is the norm for leadership, but not a cause for praise. The head believes that for quality work you get a monthly salary (and sometimes bonus). This is an assessment of your work. But if something went wrong, you could be fined, deprived of a premium or, in the end, kicked out. Therefore, one should not expect any special recognition from the chef. “Do you think you're oppressing your back here?” So you get paid for it! ” - my former boss liked to repeat.

Increase responsibilities

Situation. The business is growing rapidly. Every company now and then introduces new services for customers, the range of goods sold is growing, sales are growing. All this leads to the fact that the volume and range of responsibilities is growing by leaps and bounds. “I used to make 16 pages a week, then 20, and now all 24,” complains Svetochka, a typesetter. “And you haven’t received a single dime extra!”

How to avoid a decline in labor productivity? Management has the right to load an employee to such an extent that he is busy all 8 working hours. Of course, it seems illogical to the employee that he used to have 3 hours a day for breaks, coffee breaks, conversations with colleagues and wandering around the Internet, and now - no more than an hour. Even more perplexing is when you work all day “without rest” - there was no time to visit a girlfriend in a neighboring office and drink a cup of tea. True, this happens extremely rarely. As an employee, do not load (with the exception of representatives of those professions that are engaged in customer service - banking workers, etc.), he always has time for a coffee break, as well as the opportunity to answer the phone calls of his mother, girlfriend and the missus. However, what did you want? Still, they pay you not for conversations and not for smoke breaks. They pay for 8 hours of working time, therefore, they can stretch the range of responsibilities to the very “I can’t”.

No growth

Situation. Bad is the soldier who does not dream of becoming a general. Therefore, it is generally accepted that every employee only does what he dreams of promotion, career growth and the position of director or, at least, department head. “Yes, I stayed at this job! - complains the designer Masha. - No progress! No development! Tired of everything! "

How to avoid a decline in labor productivity? Tales of “growth” is a myth created for the employee to see a “bright future”. Firstly, one must understand that not everyone can become a boss, because this requires fundamentally different qualities than those that are required from an ordinary employee. This is the ability to lead, "lead", manipulate, skillfully combine the methods of carrot and stick, "bitchy." In this regard, my boss liked to repeat: "The leader should not be soft and humane." Therefore, if you are a good accountant or merchandiser, this does not mean that you will become an excellent leader. Perhaps your character is suitable just for hard work, and not for "introducing the masses of ideas to increase labor productivity" and "convincing the need for reductions and redistribution of duties among the remaining staff." Secondly, there are companies where, in principle, “left-wing people” are not allowed in leadership positions. In particular, we are talking about family business, where the director and department heads are husband, wife, brother, nephew and children. In this case, hoping for some kind of increase is naive and stupid. Thirdly, think for yourself whether you need it — to be responsible for other people, arrange for “executions” and “pardons,” engage in personnel work (and it’s always hard to work with people) ... And how to go on vacation or on sick leave ? Perhaps you do not need this "promotion" and "development" at all. You can live happily just doing your job well.
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In this article I want to tell you about various formulas for calculating labor productivity.

A person works in order to create various benefits, such as services or products. To begin, let's decide why we need to try to increase labor productivity. One of the most important criteria for evaluating the effectiveness of one or a group of workers is the productivity of their labor. After all, the higher labor productivity, and, therefore, the production of a unit of goods per unit of time, the less costs are spent per unit of result.

Any good, product or service produced by a person is his living, concentrated, materialized work.

Let us define living work.

Living labor is labor carried out by man, expending energy measured in calories. Living labor is divided into mental and physical.

But the work embodied by any thing, mechanism or service, is a completely different matter, since it personifies the work done earlier.

For example, the cost of electricity, payment production premises etc. And therefore, an increase in labor productivity leads to lower costs.
To measure the labor of workers, an indicator of labor productivity is used.
What labor productivity is: - this is a certain indicator, having calculated which we will find out how fruitful the labor of workers is for a certain period of time (year, month, day, work shift, hour, etc.). It is also necessary to remember such a term as "development".

Production is called the amount of work produced by one worker. Using the production rate you can measure different kinds work :, production of goods, provision of services, sale of goods.
The formula for labor productivity is quite simple:
You need to divide the amount of work done for a certain period of time by the number of employees.

Form view when substituting variables.
Where for
P we take labor productivity, for O - the volume of work for a certain period of time, and for H - the number of workers.

Calculation formula cost labor productivity

Let's look at an example.

Imagine that you are the owner of a chain of fast food restaurants. And you want to know the productivity of a hot dog workshop, one of your establishments. Suppose there are 20 cooks in it who are busy making hot dogs. Over the entire shift, they manage to produce products for 100 thousand rubles. So, in order to find out the labor productivity of one worker, we will need to divide 100 thousand / rubles into 20 workers (cooks). Thus, we learn that one chef makes 5 thousand / rubles of products per shift. In order to find out labor productivity per cook per hour (assuming that the shift is 8 hours), we will need to divide 5 thousand into 8 hours, and in the end we will find out that in one hour one cook produces 600 rubles hot dogs .

Formula natural

But the calculation of labor productivity can be calculated not only in money. In addition to this method, there are several more. For example, a natural way. It can be used if your company produces one type of product. In this case, labor productivity can be measured, in meters, tons, pieces. Per unit of time.

Let's look at a simple example. Back to our diner. Suppose that in its assortment there is only one product name - hot dogs. Then labor productivity can be calculated in hot dogs / hour. Suppose that the same 20 chefs make 1000 hot dogs per shift. Then dividing 1000 hot dogs into 20 cooks. We learn that one cook produces 50 hot dogs per shift. Then if we need data for an hour, we simply divide 50 by 8 and find out that one worker produces 6.25 hot dogs per hour.

Formula shareware method of calculating labor productivity

There is also a conditionally natural method of calculation. This method can be used if the company produces homogeneous products, but with any differences. In this case, manufactured goods are considered in arbitrary units. Let's say you manufacture metal fasteners, for a shift 30 workers produce: 120 nails, 30 bolts and 40 screws. In order to calculate the total production productivity, we need to use the conversion factor, metal products. The production of 120 nails takes 1000 grams of iron, the manufacture of 30 bolts 500 grams, and 40 screws 1500 grams. As a result, having added all the manufactured products in their general initial form (iron), 1000 g + 500 g + 1500 g \u003d 3000 g / metal products.

Calculation formula labor performance

Labor method based on volume measurementmade goods, for the calculation of which you need to use the conditional production complexity. In order to calculateperformance labor you need the volume of production in units of work time divided by the actual time of work. Let's look at an example. Once again, back to our diner. Imagine that two cooks made 30 hot dogs, despite the fact that it takes 25 minutes to make one hot dog, and 40 hot dogs,temporary the cost of making one hot dog is 15 minutes. We will use these data to calculateperformance labor. To do this, you need to: multiply the volume of manufactured products by the time of manufacture of one unit of goods(30 × 25 + 40 × 15) , then divide it all into a temporary one that interests usrange . Let's say we are interested in data for one hour.(30 × 25 + 40 × 15) / 2x8x60 \u003d 11850/960 \u003d 12.3 units of goods / hour.

One of the advantages of labor calculation of labor productivity, it is worth noting the possibility of its use in the calculation of any types of services and work. However, for its application, you need to know the time standards for the manufacture of one unit of the product for each type of work, which is not always possible.

Labor input formula

The concept of laboriousness implies the expenditure of working time on the production of one unit of goods or services.

And as usual for a better understanding, let’s take an example. Let's say two cooks in your diner made 1,000 hot dogs in 3 days. The complexity of a man’s watch (with a shift of 8 hours) will be exactly 2x3x8 \u003d 46. Here, I think everything is clear. Now let's look at a more complicated example. 7 chefs made 10 holiday cakes in 5 days. Let's try to calculate the total and specific labor intensity in man hours. 7x5x8 \u003d 280 man hours, this we got the total complexity. Already received 280 man-hours, divide by 10 cakes, 280/10 \u003d 28 man / hours for the manufacture of one cake.

The use of such an indicator as labor intensity allows to increase the accuracy of labor productivity calculations. It is also possible to trace an inverse correlation between labor intensity and labor productivity. The lower the labor intensity, the higher the labor productivity indicators and vice versa.

Labor mechanization level formula

Society does not stand still and as it develops, the level of mechanical labor increases. which positively affects the growth of labor productivity. The more we use mechanized labor, the higher our ability to produce materialized labor, and the less we use living labor. An increase in the productivity of mechanized labor allows one to increase the productivity of goods without increasing the share of living labor.

Workers in mechanized labor are those who carry out their work with automated, machines and mechanisms.

The formula itself is as follows:

Let's look at an example. Let's say you have hot dogs at the diner. Part of the hot dogs is produced using special automated devices, and the other part is manual. In the preparation of hot dogs by manual method, 80 chefs are involved, and in the preparation by mechanized method 20. Let's try to determine the level of mechanization of your production. In total, 30 cooks are involved in the production of hot dogs. Of these, 10 are engaged in mechanized labor. Then we need to divide 100 by 20 and multiply by 100%. 20/100 * 100% \u003d 20% of mechanized labor.

It is also important to know about such a concept as labor intensity.

The intensity of labor is understood to mean the force of tension of living labor in a certain period of time, measured by physical, mental, and nervous energy consumption.

If you want to increase the level of labor intensity in your production, this will require appropriate compensation in the form of an increase in caring pay, or an additional weekend.

But it is worth remembering that there are still a lot of blank spots in the study of labor productivity. It is far from always possible to accurately compare labor productivity from different areas. Therefore, in the calculation according to the formula of labor productivity, it is worth considering the features of each particular case. Difficulties may arise when comparing the productivity of a person who sells hot dogs with a person who sells cars. One month’s revenue may be 50 thousand rubles, and the second 5 million. But when counting by formula cost of labor productivity, we do not get accurate data for comparing the labor productivity of these entities. Canbring a bunch of examples where forreceiving satisfactoryresults to assess labor productivity, it will not be enough to use standard formulas. For frequent indicators of the formulas have to be combined, or evaluated all together in order to see a complete picture.

And that’s all. If you still have questions about calculating formulas. Then ask your questions in the comments. For simtake my leave. All the best.

 

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