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

Labor productivity- the effectiveness of specific labor, the effectiveness of its expedient 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 quantity of output produced per unit of labor time, or labor costs per unit of output. The more products are created per unit of time, the higher labor productivity.

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

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

With scientific and technological progress, the improvement of production, the share of social labor costs increases, as the worker is equipped with more and more new means of labor (from the simplest machines to electronic complexes). However, the main trend is that the absolute value of the cost of both living and social labor per unit of output is declining. This is the essence of increasing the productivity of social labor.

Labor productivity level It is measured by two indicators: a direct indicator - production and an inverse - labor intensity.

Production output per unit of labor 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 the number of man-hours worked, man-days, the average payroll number of workers or all employees of the enterprise, there are indicators of average hourly, average daily output and indicators of average output per employee. a payroll worker or an employee of all personnel directly related to the production of this product.

The average hourly output is determined by dividing the amount of output for any period by the number of man-hours actually worked during this period.

The average daily output is determined by dividing the amount of output for any period by the number of man-days worked during this period. Man-days worked include net work time and intra-shift breaks and downtime. Therefore, the value of the average daily output depends on the level of average hourly output and the actual length of the working day.

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

All these indicators are interconnected:

Average daily output = Average hourly output x Average working day;

Average monthly output per worker = Average daily output x Average working month;

Average monthly output per worker = Average monthly output per worker x Share of workers in total strength working.

A similar relationship exists between the indicators of the dynamics of the levels under consideration.

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

Labor intensity (t) of manufacturing a unit of output(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 values ​​that can be used in economic calculations:

Depending on the method of calculating the volume of production (the numerator of the output indicator), statistics use in the most general plan three methods for measuring labor productivity : natural, labor, cost (value). Each of them has a specific economic importance and limits of application.

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

In-kind indicators can and should be used to characterize labor productivity in teams, at work sites and at an individual workplace. The evaluation method is simple, clear and reliable when homogeneous 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 equated to another (predominant) in terms of relative labor intensity. For example, a shop produced 100 products with a labor input of 12 man-hours each; 30 products with a labor intensity of 6 man-hours and 80 products with a labor intensity of 3 man-hours each. Then the conditionally natural volume of production will be, man-hour;

30-1-100(12/6) + 80(3/6) = 30 + 200 + 240 = 620 (person-hour)

Of course, when calculating the volume of production and output, it is necessary to use the standard labor intensity of a unit of production.

Indicators in the labor dimension can be used in cases where a large number of products are produced at workplaces, in teams and at sites, the range of which often changes. In this case, the output is determined in constant standard hours (the volume of work is multiplied by the corresponding time standards, and the results are summarized). Such an indicator has a number of disadvantages (insufficient justification and unequal intensity of norms, 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 in teams.

In the context of the production of heterogeneous products, it is advisable to use the 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 output) by the corresponding prices or, which is more preferable, through value added (net output). The fact is that when calculating the volume of production in selling prices, the sum of the data of all departments will include, in essence, the value of the gross turnover, and not the gross or marketable output of the enterprise as a whole. When using indicators of value added, the problem of repeated counting does not arise, and the sum of net products of all shops is equal to the value added processed by the enterprise as a whole.

The output is also calculated in terms of money. Since 1994, the calculation of production volumes has been carried out in current prices, and their dynamics can be calculated using wholesale prices by months of the reporting year.

Comparing the volume of production with the corresponding costs of living labor, we obtain the cost indicator of the level of labor productivity, which can be expressed by the following formula:

where - the volume of production in monetary terms;

Labor costs for the production of a specified volume of products.

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

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

Any work must be efficient: to produce material or other benefits in sufficient quantities and with a reasonable ratio of income and expenses. Labor is embodied in the products produced by man. Therefore, it is so important to evaluate the indicator of labor productivity as a factor in production efficiency. Thus, we can conclude that the optimal labor costs as an individual worker, as well as a group or a large team.

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

Relativity of labor productivity

Labor productivity as an economic indicator carries direct information about the degree of efficiency of workers' labor invested in the output.

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

Assess labor productivity- means to determine how efficiently a worker (or a group of workers) has invested his labor in creating a unit of output in a specified time period.

Performance Study Coverage

Depending on how wide the audience needs to be researched for labor productivity, this indicator can be:

• individual- show the efficiency of labor costs of one employee (its increase reflects the efficiency of production of 1 unit of output);
• local - average by company or industry;
• public- show productivity on the scale of the entire employed population (the ratio of gross product or national income to the number of people employed in production).

Production and labor intensity

Labor productivity is characterized by two important indicators.

1. Working out- the amount of labor performed by one person - this way you 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 according to the following formula:
   • B - production;
   • V - the volume of manufactured products (in money, standard hours or in kind);
   • T is the time taken to manufacture a given volume of products.
2. Labor intensity- costs and attendant 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 managing the production process and its protection.

   NOTE! The total of technological and maintenance labor costs is production labor intensity. And if we add to the production managerial, then we can talk about full labor intensity.

   To calculate the labor intensity, you need to apply the following formula:

Methods for assessing labor productivity

Applying one or another formula to calculate this economic indicator is determined by the intended result, that is, the answer to the question of what units we want to receive as indicators of labor efficiency. It can be:

• monetary expression;
• the product itself, that is, its quantity, weight, length, etc. (the method is applicable if the manufactured product is the same);
• conditional units of goods (when the manufactured products are heterogeneous);
• volume for accounting time (suitable for any type of product).

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

• N - the number of workers for which the calculation is applied;
• V is the amount of work in one expression or another.

Calculation of labor productivity by cost method

PRst = Vst / N

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

Example #1

Owner confectionery shop wants to know the productivity of the pastry department. This department employs 10 confectioners who, in an 8-hour work shift, make cakes estimated at 300,000 rubles. Let's find the labor productivity of one confectioner.

To do this, we first divide 300,000 (the amount daily production) for 10 (number of employees): 300,000/10 = 30,000 rubles. This is the daily productivity of one employee. If you need to find this indicator per hour, then we divide the daily productivity by the duration of the shift: 30,000 / 8 = 3,750 rubles. at one o'clock.

Calculation of labor productivity by natural method

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

PRnat = Vnat / N

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

Example #2

We investigate the productivity of the calico fabric manufacturing department at the factory. Suppose that 20 employees of the shop produce 150,000 m of calico in 8 hours of daily hay. Thus, 150,000 / 20 = 7500 m of calico is produced (conditionally) per day by 1 employee, and if we look for this indicator in metro hours, then we divide the individual output by 8 hours: 7500 / 8 = 937, 5 meters per hour.

Calculation of labor productivity according to the conditionally natural method

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

PRsl = Vcond / N

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

Example #3

The mini-bakery produces 120 bagels, 50 pies and 70 buns 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 (assume that all products use the same dough and they differ only in shaping). For a daily norm of bagels, 8 kg of dough is consumed, for pies - 6 kg, and for buns - 10 kg. Thus, the indicator of the daily consumption of dough (Vusl) will be 8 + 6 + 10 = 24 kg of raw materials. Let's calculate the labor productivity of 1 baker: 24 / 15 = 1.6 kg per day. The hourly rate will be 1.6 / 8 = 0.2 kg per hour.

Calculation of labor productivity according to the labor method

This method is effective if you need to calculate time labor costs, while taking the volumetric indicator in standard hours. It is applicable only for such types of production, where the temporary tension is approximately the same.

PRtr \u003d Vper unit T / N

• PR tr - labor productivity;
• V per unit T - the number of products manufactured in a selected unit of time.

Example #4

It takes a worker 2 hours to make a stool, and 1 hour to make a high chair. Two carpenters made 10 stools and 5 chairs in an 8-hour shift. Let's find their labor productivity. We multiply the volume of manufactured products by the time of production 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 we divide by (2 workers x 8 hours). That is, it turns out 25 / 16 \u003d 1.56 units of production per hour.

The ultimate goal of any entrepreneurial undertaking is to make a profit. A businessman or enterprise uses a complex of necessary resources: goods, raw materials, energy sources, property and technical means, new technologies, labor and services of various organizations.

To obtain a positive result, it is necessary to accurately determine economic effect from the use of all elements of these resources.

What is it, why count

Every employer dreams that the staff he hires can do as much work as possible in a shorter period of time. For average calculation of the efficiency of the work of the workforce performance indicators are used.

The most objective assessment will be the productivity of labor of workers performing homogeneous work under similar conditions. In this case, in the analysis, you can see how many operations, parts, assemblies are performed by employees, that is, calculate in physical terms: how much one person has produced products per hour, shift, month, or how much time he needs to manufacture a unit of production.

In the production and performance of various works, their volume is calculated in terms of value, which to a certain extent reduces the accuracy of the calculation.

What is the practical meaning of these indicators?

• Comparison with the planned, base or actual indicator of previous periods helps to find out whether the efficiency of the work of the team as a whole and individual structures of the enterprise has increased or decreased.
• Allows you to assess the potential burden on employees and the ability of the enterprise to fulfill a certain volume of orders within a specified period.
• Contributes to the determination of the size of the usefulness of introducing additional technical means and application of new technologies. To do this, the average employee's output is compared before and after the introduction of technical innovations.
• Based on the analysis of the obtained data, a personnel incentive system 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 profit.
• The analysis also reveals specific factors that positively and negatively affect labor intensity. For example, interruptions in the supply of spare parts, raw materials and materials, frequent breakdowns of equipment, insufficient organization of labor in the workshop or at the enterprise. If necessary, timekeeping of working hours is added to such an analysis and appropriate adjustments are made to the rationing of the work of individual departments and the work of middle and senior managers.

For detailed information on the calculation of this indicator, you can see the following video:

Formulas and calculation examples

The generalized formula for labor productivity:

P \u003d O / H, where

• П - average labor productivity of one worker;
• O - the amount of work performed;
• H is 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 development.

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

Reverse indicator - laboriousness- determines how much labor (man-hours, man-days) is needed to produce a unit of output.

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

To determine the productivity of labor in the workshop, structural unit plant, factory for the period (month, quarter, year) the formula is used PT=оС/срР, where

• PT is the average labor productivity of one employee for the period;
• oC - total total cost finished products during the period;
• cp - shop workers.

Example 3 The shop of metal products in November 2015 produced finished products for a total amount of 38 million rubles. The average number of employees was 400 people. 63,600 man-hours worked. In December 2015, products worth 42 million rubles were manufactured, and the average headcount was 402 people. 73560 man-hours worked.

Production per person:

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

The growth rate of labor productivity in the shop was 104.5 / 95 x 100% = 110%.

Labor intensity for the manufacture of finished products in the amount of 1 million:

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

Qualitative Analysis labor indicators makes it possible to optimize the total number of employees, their placement, identify 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, man-hours, man-days, the average number of employees for the period can be used.

Factors and reserves of labor productivity growth

Factors affecting labor productivity can be grouped into four groups:

Logistics. associated with use new technology, the introduction of new technologies, types of raw materials and 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 have a complex effect on 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.

Performance improvement can be stated in the following cases:

1. Production increases, the cost of its production decreases.
2. Production increases, costs remain unchanged.
3. Production increases, costs increase, but at a slower pace.
4. Products remain the same, costs are reduced.
5. Production is 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 for reducing labor intensity, namely, the introduction of new work technologies, automation and modernization of production, etc.

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

By improving the structure of personnel - improving the skills of employees, changing the ratio of production and management personnel, etc.

Managing the productivity of a company or a separate division involves increasing productivity. In line with this approach, the HR-studio "Vremya lyudi" implements a number of successive steps, for example:

1. Creation of a system for measuring labor productivity.
2. Determining the reserves of labor productivity growth by growth factors, taking into account the resource capabilities of the enterprise.
3. Development of an action plan to increase labor productivity.
4. Schema design financial incentives personnel for achieving the planned indicators.
5. Employee training more effective ways work.

In the performance management process, the first of these steps is especially important because we can only manage 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 turns out to be quite difficult, for example, to express in certain units the products of intellectual workers, managers, and service sector specialists. Thus, the performance measurement system becomes the product of a common agreement for decision makers this issue at the enterprise. The main thing is that they clearly understand what exactly and how is measured.

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. Similar indicators of the enterprise in the previous period, indicators of competing enterprises, some a priori standards set by experts, etc. can serve as standards. Comparing the actual indicators with the normative ones, the company's managers receive material for further planning of actions in the field of work to increase productivity, and identify reserves for increasing labor productivity.

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

Growth in labor productivity

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

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

The growth of labor productivity depends on many factors. Labor productivity growth factors (or its reserves) are considered to be a set of objective and subjective reasons that cause a change in the level of labor productivity. The classic definition of the role of raising the productivity of labor and its main factors was given by Adam Smith: “The annual product of the land and labor of any people cannot be increased ... otherwise than only by increasing the number of its productive workers and the productive power of those already employed ... as a result of an increase in capital, that is, funds ... or as a result of a more expedient division and distribution of the employed." In the time that has passed since the writing of these words, there has been only a slight concretization of these factors.

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

Group I - factors of fixed capital. Their role is determined by the quality, level of development and degree of use of investments and fixed assets. These factors are associated with the mechanization and automation of labor, the introduction of advanced technologies, the use of high-quality and efficient 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 amount of growth in output achieved only by increasing , since any type of activity is carried out under the influence of fixed assets, their structure, prices and technologies used.

Group II - socio-economic factors. These are 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 labor force play a special role, since the contribution of each individual to the total aggregate labor is not the same: some in the team always produce more than the average, while others - less than the average. But the methods currently used 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 point of view of effective labor, it is important for them to find "their" employee, whose work capacity and labor productivity are potentially above average. This selection of employees is assisted by a system of interviews, assessment of the quality of work, certification and professiography.

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

III group - organizational factors. They cover a whole range of actions 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 choice 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 divisions. A special subgroup is made up of factors influencing relationships in the team and labor discipline. Here we should name, firstly, the value system of employees and the principles of interaction that affect the target settings of personnel and the behavior of employees, their interaction both in groups and in the team as a whole, secondly, measures to activate employees, and thirdly, measures control over the execution of management decisions and the correction of errors and miscalculations, etc.

The action of the listed factors of labor productivity growth is due to natural and social, i.e., objective, conditions of activity. You can also note the effect climatic conditions and natural wealth of the country, its community 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 the reserves of labor intensification within the framework of normal intensity and with measures to increase the share of fixed capital;
2. Factors of growth in 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 changes in engineering and technology. The action of the latter is designed for a longer period of time, as a rule, more than one year;
3. factors determined by the role and place in the economy: a) economic; b) intersectoral and sectoral; c) intracompany; G) . The action of economic factors is associated with the availability 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 peculiarities of the organization of production - its specialization, concentration and combination, with interproductive cooperation. Labor productivity growth factors in the workplace include a set of measures to eliminate the loss of working time and its more rational use.

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

Given the great importance of labor productivity growth 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 over a specific period, calculating the influence of various factors on its change and assessing their influence, studying the indicator in dynamics over a number of years, etc.

At factor analysis productivity study indicators that had a direct impact on its change. For example, 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 the labor productivity of an employee for a specific period is studied. Calculations are performed according to the formula

UxDxRxPch 100%,

Y - index specific gravity workers employed in production, as part of the total number of employees;
D - 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 the hourly output of the worker.

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

The transformation of economic relations in Russia has now relegated the issues of labor productivity growth to the background. The point of view has become widespread that the privatization of property and the profit orientation of the entrepreneur will automatically lead to an increase in labor productivity. However, due to the imperfection of the market mechanism, this has not yet happened. The level of labor productivity in Russia still lags behind the level of this indicator in the economy. The productivity of social labor in the country has decreased by almost a quarter. Moreover, according to individual surveys, the largest decline in the indicator was made precisely at enterprises that switched to the private sector: there, the level of labor productivity is declining 1.4 times faster than at state-owned 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 the structure and a decrease in demand from the population, and, finally, a chronic lack of funds for enterprises wages. There is a depreciation of the labor force, which has a bad effect on the level of labor productivity. Cheap labor has never been productive, and there is no need to talk about its rational use.

Russia needs nationwide targeted programs, which would contribute to the development of the country's productive forces under various conditions. 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 human activity. The indicator of labor is its productivity. To measure labor productivity, efficiency of use, two main indicators are used: production and labor intensity.

Output - the amount of products produced per unit of working time or per one average employee or worker per year (quarter, month).

There are three methods for determining output: natural, cost (cash) and labor. Output in physical or value terms is defined as the ratio of the volume of marketable (gross or sold) output 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, you can calculate the productivity of labor in enterprises with multi-product industries. When using the cost method of valuation, it is possible to determine and compare labor productivity not only within one enterprise, but also in the region, industry and in the country as a whole. As the volume of production, when evaluating this indicator by the cost method, gross, commodity or sold products.

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

labor method determination of production is also called the standardized working time method. This method is based on the use of the indicator of labor intensity of products, reflecting the volume of costs of living labor for the manufacture of a unit of output. This indicator is mainly used for machine-building enterprises and enterprises of the manufacturing industries in assessing the productivity of labor of the main production workers in separate areas, in teams and in the production of heterogeneous and work in progress products, the volume of which cannot be measured either in natural units or in value terms.

When determining the level of labor productivity through the indicator of output, the numerator (volume of output) 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 average hourly, average daily, average monthly, average quarterly and average annual output.

The indicator of average hourly output characterizes the average volume of output produced by one worker in one hour of actual time worked. It is determined by dividing the volume of manufactured products by the number of man-hours worked. When calculating the hourly output, the composition of the worked man-hours does not include intra-shift downtime, so it most accurately characterizes the level of productivity of living labor.

The indicator of the average daily output reflects the average volume of output produced by one worker in one day worked. It is defined as the ratio of the volume of manufactured products to the number of man-days worked. When calculating the daily output, the composition of the worked man-days does not include all-day downtime and absenteeism. It depends on the average hourly production of products and the degree of use of the length of the working day, is equal to their product.

If labor costs are measured by the average number of workers, then they get an indicator of the average monthly (average quarterly, average annual) output per one average worker (depending on which 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 pay worker. The indicator of the average monthly output can be calculated for one average employee of industrial and production personnel.

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

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

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

Technological labor intensity (Тtehn) is determined by the labor costs of the main workers - pieceworkers and time workers. It is calculated by production operations, parts, assemblies and finished goods.

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

Production labor intensity (Tpr) is made up of the labor intensity of technological and maintenance, i.e. is the labor cost of the main and auxiliary workers for the performance of a unit of work. Calculated according to the formula:

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

The total labor intensity of production (Tp) represents the costs of all categories of PPP, the sum of the costs of living labor for the manufacture of a unit of output. Determined by the formula:

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

Normative labor intensity is calculated on the basis of the current labor standards: time standards, production standards, service time standards and headcount standards. It is used to determine the total amount of labor costs required both for the manufacture of individual products and for the implementation of the entire production program;
the 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 intensity is the sum of perfect labor costs for the volume of output produced or the amount 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: growth in gross domestic and national product, ; the growth of the accumulation fund and the consumption fund; the 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 the economic power of the state.

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

The level of labor productivity is influenced by many factors that can be divided into two groups: individual and external in relation to the employee. Qualifications, work experience in one place, age, etc. belong to the individual. The following factors are considered external: working conditions, the level of labor intensity of products, the current system of remuneration and incentives for labor, technical progress, the 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 become widespread:

Raising the technical level of production (mechanization and automation of production; introduction of new types of equipment; introduction of new technological processes; improvement of the structural properties of products; improvement of 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 the standards; simplifying the management structure; mechanization of accounting and computing work; changing the working period; increasing the level of production specialization);
change in external, natural conditions (change in mining and geological conditions for the extraction of coal, oil, ores, peat; change in the content of useful substances);
structural changes in production (change specific gravity certain types of products; change in the labor intensity 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. the amount of profit. This influence is manifested, first of all, through an increase in production and sales of products and a decrease in their cost. At the same time, the cost reduction due to this factor will be only if the growth rate of labor productivity outstrips the growth rate of the average wages of employees of the enterprise.

Calculation of labor productivity

GENERAL PROVISIONS

1. The methodology for calculating labor productivity (hereinafter referred to as 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 dated November 29, 2006 No. 30/161, 225-2547.

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

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

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

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

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

Where P - labor productivity;

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

H - the average number of employees of the organization.

7. The choice of specific indicators (system of indicators) that actually 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 manufactured products (works, services).

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 your own, - for construction organizations;

Income from the transportation of goods and passengers - for transport enterprises, including railway, road, air, water transport;

Income from the provision of communication services - for communication enterprises;

Production volume Agriculture- for agricultural organizations.

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

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

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

Ipt = PT1 / PT0,

And the percentage of productivity growth (Rpt):

Rpt = (PT1 / PT0) x 100.

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

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

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

This index is calculated by weighting private productivity indices in individual structural units 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 is the performance index of the permanent composition;

SUM Ipti x Chi - the sum of the products of private indices of productivity growth 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 sectoral level, the labor productivity indicator can be calculated by dividing the volume of manufactured products, goods (works, services) for the relevant period (year, quarter) by the number of employees in the relevant sectors of the economy.

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

For industrial enterprises - the volume of production (works, services of an industrial nature) and the average number of industrial and production personnel (data of form 1-P (monthly) "Report on the production of products 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 communication 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-labor "Report on labor and movement of employees", monthly frequency);

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

For air and water transport enterprises - income from the transportation of goods and passengers and the average number of employees of transport enterprises (forms 4-avia "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 form 1-labor "Report on labor and movement of employees", monthly frequency);

For road transport enterprises - income from the transportation of goods and passengers and the average number of employees of transport enterprises (forms 1-tr (shos) "Report on the availability and use of road transport" and 1-t (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. Calculation of the growth (decrease) rates of labor productivity at transport enterprises is carried out by dividing the growth (decrease) rates of income from the transportation of goods and passengers, calculated from actual prices, and the growth (decrease) rates of the average number of employees.

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

Labor productivity analysis

The most important qualitative 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 (embodied) labor.

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

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

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

Average daily output per worker;
average hourly output per worker.

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

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

The average hourly output per worker is the ratio of output 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 units of labor intensity (standard hours, standard wages, standard processing costs), which exclude the impact of changes in product costs as a result of structural changes.

The average output of one worker 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 enterprise's personnel. This dependence can be expressed as a formula:

WR=Q/R=(Q/r)*(r/R)=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 output of one worker;
Kr is the share of workers in the total number of employees.
Hence, by comparing the growth rates in terms of output per worker and worker, it is possible to establish how the change in the structure of personnel affected the labor productivity indicator.

The difference in the growth rates of the annual and daily output of the worker indicates the nature of the change in the duration of the working year. So, if the actual duration of the working year is higher than in the previous year, then the growth rate of annual output overtakes the growth rate of the daily one, and vice versa, an increase in all-day losses that reduce the actual duration of the working year leads to the fact that the growth rate for daily output is higher than the corresponding indicator annual.

The level of daily output is influenced by the dynamics of hourly output, as well as the use of shift working time. At the same time, the reduction against the previous year in the actual length of the working day in the reporting year, i.e., the increase in intra-shift downtime, negatively affects the growth rate of daily output: daily output grows more slowly than hourly output. With the lengthening of the working day in hours, the reverse trend is manifested.

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

When analyzing, it is necessary to establish the direction and extent of the influence of labor factors on labor productivity and output. The level of average annual output per worker is affected by a change in the length of the working year, working day and hourly labor productivity against the plan or last year. The relationship of these indicators is visible from the following decomposition into factors of the original formula for calculating output per 1 worker:

WR=Q/R=(TD /R)*(Th /TD)*(Q/Th),
WR=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 per period by one employee;
t is the length of the working day (shift);
Wh is the average hourly output per worker.

As you can see, the level and dynamics of labor productivity of workers is influenced by numerous and diverse factors of an extensive and intensive nature, such as, for example, changes in 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, improvement of the organization of production and labor, improvement of labor rationing, etc.

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

The influence of extensive factors on labor productivity, i.e., a change in the structure of personnel and the use of working time, is considered according to the data of the plan and reporting on labor (form 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 a period of time. Pt=Q/Zht, where Q is output, Zht is the cost of living labor.

It is measured through two indicators: production (direct indicator) and labor intensity (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 the production of a unit of output or the sale of a unit of goods are used:

Where Pm - labor productivity, measured by the labor method;

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

Vf - actual operating time.

Labor productivity factors

The factors are driving forces, the causes affecting any process or phenomenon.

Two groups of performance improvement factors should be distinguished:

1) under the control of a business entity (strategic decisions, organizational issues, middle management and control personnel, technology, means of production, research and development, product quality, working conditions, information);

2) not under the control of the business entity (government policies, market mechanism, laws, security natural resources, workforce, culture and social values).

Groups of labor productivity growth factors:

Logistical, related to the technical level of production, improvement of technologies, equipment, 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 power supply of labor - the consumption of all types of energy per industrial worker;

The electric power of labor - the consumption of electricity per industrial worker;

Technical armament of labor - the volume of fixed production assets per employee;

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

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

One of the main material and technical factors is the improvement of product quality - the satisfaction of social needs with less money and labor, since high quality products replace more low quality products. Increasing the durability of products is equivalent to an additional increase in their output.

Material and technical factors are the most important, since 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 automated systems production management;
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;
organization improvement production units and 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, introducing multi-machine maintenance, expanding the scope of combining professions and functions;
introduction of advanced methods and techniques of work:

Improving the organization and maintenance of workplaces;
the introduction of technically justified norms of labor costs, the expansion of the scope of labor rationing of time workers and employees;
implementation flexible forms labor organization;
professional selection of personnel, improvement of their training and advanced training;
improvement of working conditions, rationalization of work and rest regimes;
improvement of wage systems, increasing their stimulating role.

Without the use of these factors, it is impossible to obtain the full effect of the 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, the system of value orientations, in departments and at the enterprise as a whole, etc.

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

Indirect factors have an indirect impact on labor productivity, they include most socio-economic factors.

Reserves for labor productivity growth.

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

Labor productivity growth reserves 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 maximum possible levels of labor productivity for a certain period of time.

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

1. It is advisable to classify the totality of reserves 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 outline ways to eliminate them.

2. Reserves for labor productivity growth in an enterprise can differ in two ways:

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

3. According to the level of occurrence, reserves are distinguished: national, regional, intersectoral, sectoral, 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, irrational use of employment, underutilization of opportunities market methods management and others.

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

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

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

Intra-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 all-day, there are hidden losses associated with the correction of defective products, with the performance of work not provided for by the technology.

According to the terms of use, the reserves are divided into current and prospective.

Current reserves are planned to be used within a month, quarter, year - depending on the real capabilities of the enterprise.

Prospective reserves are those for the implementation of which the enterprise does not have sufficient resources in the near future, 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 proper organization work and training.

The problems of personnel at the enterprise have already been studied by such scientists as Grishnova O.A., Ovchinnikova T.I. In general, 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 what indicators they can be characterized and on what their effectiveness depends.

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 under the very organization of labor and personnel management of the enterprise are meant:

Hiring part-time employees
Arrangement of workers in accordance with the established system of production
Distribution among workers official duties
Training and retraining of personnel
Stimulation of labor
Improving the organization of labor
Caring for employees who are unnecessary at this enterprise for various reasons

The personnel of the enterprise is characterized by quantitative and qualitative indicators. Qualitative indicators include the profession, specialty and qualifications of specialists. A profession is understood as 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 - turner (profession) is divided into specialties: turner - carousel, turner - borer and others; - 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 experience gained 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 who do not have special training;
low-skilled, that is, workers who have been trained for a short time;
skilled workers were trained, as a rule, off-the-job, within two to three years;
highly qualified, that is, those who have undergone lengthy training and have extensive work experience.

The efficiency of the use of labor resources of an enterprise characterizes labor productivity, which is determined by the amount 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 output per unit of time and labor intensity of products. Labor productivity - the productivity of people's production activities, an indicator that characterizes the efficiency of labor costs in material production and is determined by the amount of products produced per unit of working time, or the labor costs for the production of a unit of output. It is measured by the amount of output 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 output. The social productivity of labor is expressed in the amount of national income produced per one employed worker in the branches of material production. Distinguish between the productivity of living labor and the productivity of total 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:

Raising the technical level of production as a result of mechanization and automation of production; introduction of new types of equipment and technological processes; improving the design 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 natural 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 proportions of certain types of products; the complexity of the production program; shares of purchased semi-finished products and components; share of new products.

The decrease in the growth rate of labor productivity has a negative impact on almost all aspects of the production and economic activities 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 difficult part of enterprise management as a whole. For the proper organization of work and training of personnel, there is a qualification division of labor based on the differentiation of complexity. production process. The activities of people are characterized by the main indicators of labor productivity at the enterprise level. The task of any enterprise is to increase the productivity of employees with the help of the main factors. Thus, the considered indicators represent an inextricable chain of the main elements of production, and their correlation 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 an employee per unit of time. The volume of production can be calculated by gross, marketable, net, conditionally net production and other indicators. The time worked is 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, the indicator of hourly or daily labor productivity is determined.

By dividing the volume of output produced in a month, quarter, year, by the corresponding average number of employees of industrial and 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) by the unit of hours worked (T) or the number of employees (P):

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

The 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 base levels of labor productivity, the percentage of its growth provided for by the plan is calculated, and by comparing the actual and base levels, the percentage of deviation in labor productivity in relation to the level of the previous year.

There are three methods of measuring labor productivity: natural, cost and labor.

The natural method of measuring labor productivity is that labor productivity (or output) is determined by dividing the quantity of goods produced in physical measures (pieces, tons, meters, etc.) by the number of workers or the amount of labor time spent.

The calculation is performed according to the formula:

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

Where PT - production in physical terms; OP - the volume of manufactured products in physical terms.

EXAMPLE 1. Iron and Steel Works produced 50 thousand tons per year. rolled products, and the average number of employees of the plant for the year amounted to 2 thousand people. Therefore, labor productivity is equal to:

PT \u003d 50,000: 2000 \u003d 25 tons.

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

However, with the help of natural indicators, it is possible to measure the level and dynamics of labor productivity only by types of products (works) 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 worker.

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

EXAMPLE 2. During the year, an enterprise 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 of the enterprise for the year amounted to 1 thousand people. Let's determine the average annual output per worker:

Fri = 4500 rubles.

The cost method of measuring labor productivity makes it possible to keep records of heterogeneous products, to differentiate prices depending on their quality. However, this method is not free from shortcomings.

First, when changing the range of products, the cost of raw materials and materials, the share of cooperation, output in terms of gross output distorts the dynamics of labor productivity.

Secondly, there is the possibility of concealing the real labor costs by manipulating prices or developing the shadow sector.

In value terms, labor productivity can be calculated on the basis of gross, marketable, net (normative), conditionally net output.

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 output in the reporting and base period.

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

At the same time, 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. An enterprise produced products A - 5 thousand units for the year, products B - 10 thousand units. The total labor intensity of products A in the reporting year was 10 standard hours, products B - 6 standard hours. The average number of employees of the enterprise for the year was 500 people. Calculate labor productivity per worker:

Fri = 220 normal hours.

A significant drawback of the labor method is the complexity of accounting for the cost of working time.

Labor intensity of production - the cost of working time for the production of a unit of output by one worker or group of workers. The decrease in the labor intensity of products is closely related to labor productivity, as can be seen from the following formulas:

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

Those. labor productivity increased by 33.33%.

The increase in labor productivity compared to the baseline amounted to 25%:

Those. the labor intensity of production decreased by 20%.

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

Technological labor intensity (Tm) is the sum of the labor costs of all the main workers - pieceworkers and time workers. It is defined like this:

Tm = Trs + Tpn,

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

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

Tm = 150,000 + 50,000 = 200,000 people - hour.

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

EXAMPLE 6. For the year, the labor costs of auxiliary workers in the main shops amounted to 50 thousand man-hours, and the labor costs of workers in auxiliary sections and services engaged in servicing production were 75 thousand man-hours.

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

Production labor intensity (Tpr) is the labor costs of all workers in the main and auxiliary shops. It is calculated by the formula:

Tpr \u003d Tm + To.

EXAMPLE 7. Technological labor intensity was 200 thousand man-hours, the labor intensity of production maintenance was 125 thousand man-hours.

Consequently:

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

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

Total labor intensity (T) is the sum of the labor costs of all categories of personnel and is determined by the formula:

T \u003d Tpr + Tu.

Labor intensity can be normalized, actual and planned, and is determined per unit of output. According to the place of application of labor, the labor intensity of the factory, shop, district and labor intensity of the workplace are distinguished.

In economic analysis, indicators such as the index of labor costs (labor intensity) and the index of labor productivity are often used.

The index of labor costs (Jvr) reflects the reduction in labor costs (labor intensity) per unit of output and is calculated by the formula:

Where? q1 - the volume of manufactured products produced in the reporting period in the appropriate units of measurement; t0 and t1 are the time spent per unit of production in the base and reporting periods.

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

The labor productivity index (Jpr) is the reciprocal of the index of working hours, calculated by the formula:

Where? q1 - the volume of products manufactured in the reporting period in the appropriate units of measurement; t0 and t1 - the cost 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 labor productivity index:

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

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

Jp = : ;
Jp = ,

Where q0 and q1 are production volumes in physical terms, respectively, in the base and reporting periods; P - comparable price (net product standard) per unit of production; P0 and P1 - average headcount in the base and reporting periods; B0 and B1 - production of marketable (gross) products in comparable prices of the enterprise per employee of industrial production personnel (or worker), 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, of product B is 10 rubles. The average number of employees of the enterprise in the reporting period is 1 thousand people, in the base period - 1100 people.

Let's define the labor productivity index:

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

Planning the number of personnel of the 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 workers of the corresponding profession and qualifications, the establishment of material incentives, the organization of training and retraining of personnel, and contributes to their better use.

An analysis of structural shifts in the composition of personnel makes it possible to identify trends in the distribution and redistribution of personnel, their qualitative change.

The category of workers, in turn, includes workers who are directly involved in the production of products or contribute to its implementation, engaged in the management of machines, mechanisms or aggregate installations, monitoring, control and regulation of 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, adjustment and maintenance of equipment. Loading and unloading operations or rendering other services to production.

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

They are divided into functional groups:

Organizational-technological, utility-technological;
Maintenance of equipment, mechanisms, devices in working condition;
Production of technological equipment;
Maintenance of buildings and structures in working condition;
Control, transport and loading and unloading;
Receiving, storing and issuing material assets;

Power supply group:

Ensuring labor protection, safety and industrial sanitation;
Preparation and improvement of production.

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

Managers make up a category of employees who manage the activities of labor collectives.

Specialists are employees whose positions, in accordance with the qualification requirements, require higher or secondary specialized education.

Consider the indicators of the number and composition of employees of the enterprise.

On the basis of the possibility of use, all reserves are divided into reserve reserves and loss reserves.

Stock reserves in their economic nature are most similar to the concept of a reserve in general, since they represent unused opportunities for a more efficient organization of labor. Reserve reserves include, for example, underutilization of equipment over time, which may be due to interruptions in the load of the equipment, power outages, unproductive use of the time of work on this equipment, insufficient qualifications of the employee, etc.

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

Losses of working time include more productive losses of working time due to downtime, absenteeism, absenteeism; as well as unproductive labor costs due to the need to correct the marriage or exceeding the planned labor costs (due to violations of technology).

According to the place of discovery 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. sectoral and intersectoral (improving the use of links between industries, combining and concentrating production);
4. intra-production (reserves for reducing labor intensity and reserves for better use of total working time).

According to 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 an existing enterprise. Implementation of prospective reserves is a rather lengthy process that requires a lot of preparatory work.

Decrease in labor productivity

Small salary

Situation. A great way to stifle any desire to work among colleagues is to constantly emphasize how little the company pays. True, whining and complaining is not always enough. Then a colleague who decides to "open your eyes" to the real state of affairs, armed with statistics of other people's salaries and now and then sings "comparative songs" to you. Few people do not work this method. At first you nod in understanding, then you begin to sigh. Finally, your mood deteriorates, and no desire to work remains. But the topic of salary is truly inexhaustible. Especially such conversations are activated closer to the time of receipt of pay slips and reach their peak on the days of receipt of wages. “Well, where does such a salary fit? the colleague sighs. - Only I was able to pay for a communal apartment and a loan. More money not enough for anything."

How to avoid a decrease 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 it categorically did not suit you, you would have gone in search of a warmer place long ago. Secondly, comparative analysis is also different. Let's say you don't get the highest salary (compared to another company). But at the same time, not the lowest. There is such a thing as average salary in branch. And if you ended up in the "middle", it's not so bad. Monitor the statistics and you will obviously find many organizations and enterprises where the employee who performs your functions receives even (or much) less. When colleagues pester you with their complaints, give yourself other data - so as not to allow others to influence your mood.

Not appreciated

Situation. Dissatisfied colleagues often like to repeat that they are not appreciated by the management. “I have been working for this company for the sixth year already,” some Natalya Petrovna complains. - And from the management of a kind word you will not wait. You plow on them, plow, ruin your health, and gratitude is zero.

How to avoid a decrease in labor productivity? The thing is that the high-quality performance of the immediate duties of an employee is the norm for management, but by no means a reason for praise. The boss thinks that quality work you receive a monthly salary (and sometimes bonuses). This is the evaluation of your work. But if something went wrong, you could be fined, deprived of a bonus, or, in the end, kicked out. Therefore, one should not expect any special recognition from the boss. “Do you think that you are bending your back here? So you get paid for it!” - my former boss liked to repeat.

Increase the range of responsibilities

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

How to avoid a decrease in labor productivity? The management has the right to load the employee to such an extent that he was busy all 8 working hours. Of course, it seems illogical to the employee that he used to have 3 hours a day for smoke breaks, coffee breaks, conversations with colleagues and surfing the Internet, and now - no more than an hour. Even more bewildering is when you work all day “without a break” - once you visit a friend in a neighboring office and drink a cup of tea. True, this happens very rarely. No matter how busy an employee is (with the exception of representatives of those professions who are engaged in customer service - bank employees, etc.), he always has time for a coffee break, as well as the opportunity to answer the phone calls of his mother, girlfriend and missus. However, what do you want? After all, you are not paid for conversations and not for smoke breaks. They pay for 8 hours of working time, therefore, the scope of duties can be stretched to the very “I can’t”.

No growth

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

How to avoid a decrease in labor productivity? The "growth" tale is a myth created for the employee to see a "bright future". First, you need to understand that not everyone can become a boss, because this requires fundamentally different qualities than those required from an ordinary employee. This is the ability to lead, "lead", manipulate, skillfully combine the methods of a stick and a carrot, "to be 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 at all mean that you will become an excellent leader. Perhaps your character is just right for painstaking work, and not for "introducing ideas to the masses to increase labor productivity" and "persuading the need for cuts and redistribution of duties among the remaining staff." Secondly, there are companies where “leftist” people are not allowed to lead positions in principle. In particular, it is about family business, where the director and heads of departments 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 this - to be responsible for other people, arrange "executions" and "pardons", engage in personnel work(and it's always hard to work with people) ... And how can you go on vacation or on sick leave? Perhaps you do not need this "promotion" and "development" at all. You can live happily ever after by doing your job well.
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In this article I want to tell you about the various formulas for calculating labor productivity.

A person works in order to create various benefits, such as services or products. To begin with, 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 the productivity of labor, 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 labor.

Let's define living labor.

Living labor is human labor that expends energy measured in calories. Living labor is divided into mental and physical.

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

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

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

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

Calculation formula value labor productivity

Let's look at an example.

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

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, the 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 take a simple example. Let's go 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 by 20 chefs. We learn that one chef 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 conditionally natural labor productivity calculation method

There is also a conditionally natural method of calculation. This method can be used if the firm produces homogeneous goods, but having any differences between them. In this case, manufactured goods are considered in the form of conventional units. Let's say you are manufacturing 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. It takes 1000 grams of iron to make 120 nails, 500 grams to make 30 bolts, and 1500 grams to make 40 screws. As a result, adding up all the manufactured products in their general initial form (iron) 1000 gr + 500 gr + 1500 gr = 3000 grams / metal products.

Calculation formula labor performance

The labor method is based on the measurement of volume manufactured goods, for the calculation of which you need to use the conditional production labor intensity. In order to calculate performance of labor, you need to divide the volume of production in units of work time by the actual work time. Let's look at an example. Let's go back to our diner. Imagine that two chefs made 30 hot dogs, despite the fact that it takes 25 minutes to make one hot dog, and 40 hot dogs, despite the fact that, temporary the cost of making one hot dog 15 minutes. We use these data to calculate performance labor. To do this, you need: the volume of manufactured products multiplied by the time of manufacture of one unit of goods(30×25+40×15) , then divide it all by the time of interest to us range . Suppose we are interested in data for one hour.(30x25+40x15)/2x8x60 = 11850/960 = 12.3 items/hour.

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

Labor intensity formula

The concept of labor intensity implies the cost of working time for the production of one unit of goods or services.

And as usual, for a better understanding, we will analyze an example. Let's say the two chefs at your diner make 1,000 hot dogs in 3 days. The labor intensity of man-hours (with a work shift equal to 8 hours) will be exactly 2x3x8 = 46. I think everything is clear here. Now let's take a more complicated example. 7 chefs made 10 birthday cakes in 5 days. Let's try to calculate the total and specific labor input in man hours. 7x5x8=280 man-hours, this gives us the total labor intensity. 280 man-hours already received, divided by 10 cakes, 280/10=28 man-hours for making one cake.

The use of such an indicator as labor intensity makes it possible to increase the accuracy of labor productivity calculations. An inverse correlation can also be traced between labor intensity and labor productivity. The lower the labor intensity, the higher the labor productivity indicators and vice versa.

Level of labor mechanization formula

Society does not stand still, and as it develops, the level of mechanical labor increases. which has a positive effect on productivity growth. The more we use mechanized labor, the greater our ability to produce materialized labor, and the less we use living labor. The growth in the productivity of mechanized labor makes it possible to increase the productivity of goods without increasing the share of living labor.

Mechanical workers are those who carry out their work with the help of automated, machines and mechanisms.

The formula itself looks like this:

Let's take a look at an example. Let's say you have hot dogs at your diner. Some hot dogs are produced using special automated devices, and the other part is made manually. There are 80 chefs involved in the manual method of preparing hot dogs, and 20 in the mechanized method. Let's try to determine the level of mechanization of your production. In total, 30 chefs 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% = 20% mechanized labor.

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

Under the intensity of labor, it is customary to understand the strength of the tension of living labor in a certain period of time, measured by physical, mental, and nervous energy costs.

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

But it is worth remembering that there are still a lot of white spots in the study of labor productivity. It is far from always possible to accurately compare labor productivity from different areas. Therefore, in calculating according to the labor productivity formula, it is worth considering the features of each particular case. Difficulties can arise when comparing the productivity of a person selling hot dogs with a person selling cars. For one, the monthly revenue can be 50 thousand rubles, and for the second, 5 million. But when counting formula cost productivity, we will not get accurate data to compare the productivity of these subjects. Can lead lots of examples where receiving satisfactory results to assess labor productivity, it will not be enough to use standard formulas. Often the indicators of the formulas have to be combined, or evaluated all together in order to see the full picture.

And that's all. If you have any questions about formula calculations. Then ask your questions in the comments. per sim take my leave. All the best.

 

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