Fundamentals of planning in social organizations. The essence of social planning. Recommended list of dissertations

Subject, objectives and content of the course, its place in the system of teaching economic disciplines. The relationship between the organization and management of an enterprise (object) with the planning and forecasting of its activities.

Topic 1. Planning in the enterprise (object) management system

The essence and functions of planning in management. The concept and objectives of planning, general economic and management approach to planning. Factors that determine the need for planning in a market economy. Planning in the system of functions for managing socio-economic processes.

Planning principles: system, integrated, marketing, functional, integration, etc. Social orientation and planning efficiency. Classification of types of planning: by organizational level, functional area, by the degree of uncertainty, time orientation, etc. Planning methods.

Organizational planning structures, their tasks and functions. Factors influencing the choice of the planning form. Barriers to effective planning.

Topic 2. Forecasting the business activity of an enterprise (object)

Forecasting and its role in the development of models for the strategic socio-economic development of an enterprise, industry, economy as a whole. Types and types of forecasts.

Forecasting methods: their classification and content.

Economic and technological forecasting: their role and place in the system of forecasting the business environment of the enterprise and the relationship with strategic planning.

Socio-economic and socio-political forecasting, their content, tasks and methods.

Features of forecasting the business activity of small businesses.

Topic 3. Strategic planning at the enterprise

The concept of strategic planning, its content and basic principles. The concept of vision, mission, goals, objectives. Target classification, target space. Diagram of the strategic planning process and characteristics of its stages.

Strategic analysis: analysis of the impact of factors of the external and internal environment of the enterprise, analysis of the strengths and weaknesses of the enterprise, analysis of competitiveness.

Development and selection of a strategy. Offensive, defensive strategy, strategy of reduction and business change. Implementation of the strategy. Monitoring and evaluating the effectiveness of the strategy.

Targeted comprehensive programs and investment projects for the development of the enterprise. Organizational culture planning: functions, objects, structures. Organizational culture planning process.

Topic 4. Planning the resource potential of the enterprise (object)

Enterprise potential planning (scientific, technical and social development).

Intrafirm planning (tactical), its goals, objectives and functions.

Organization of the planning process in the enterprise. The system of plans and their relationship.

Annual plan for the economic and social development of the enterprise. The approximate content of the annual plan in the following areas: marketing; production; technical development and organization of production; capital investments and investments; labor resources; logistics and sales; cost, profit and profitability; finance; environmental protection; increasing production efficiency and introducing new technology.

Planned calculations and indicators.

Plan:

Planning principles.

Strategic marketing as a planning tool.

Formation of the market strategy of the enterprise.

Resource rationing.

4.1. Planning principles

In the functional subsystem of the production management system, planning is the second, after marketing, component.

On the basis of the standards of the competitiveness of the firm's goods, the strategies of its technical, organizational and social development, predicted by the results of market research and its segmentation, the firm's strategy and its individual components are developed. The methodology for developing a firm's strategy is described in detail in the course "Strategic Management" / 32 /.

In "Production Management" the structure and procedure for developing a business plan is studied in detail as a concretization of the firm's strategy. Thus, the quality of the business plan is determined by the quality of the firm's strategy. In turn, the quality and strategies of the firm and the business plan are determined by the depth and number of scientific approaches (see section 1.2.) And planning principles used in planning.

To the principles of planning we consider it expedient to include the following:

continuity of strategic and current (tactical) plans;

social orientation of the plan;

ranking planning objects according to their importance;

the adequacy of planned indicators;

plan consistency with parameters external environment management systems;

variance of the plan;

balance of the plan (subject to provision for the most important indicators of the reserve);

economic feasibility of the plan;

automation of the planning system;

providing feedback to the planning system.

Let's consider briefly the content of the listed planning principles.

Continuity strategic and current plans stipulates that the composition of the current plans or sections of the business plan should repeat the main sections of the firm's strategy. The number of planned indicators in the sections of the business plan should be greater than in the sections of the firm's strategy. The smaller the planning horizon, the greater the number of planned indicators in accordance with the pyramid of indicators. The indicators of the business plan should not contradict the approved indicators of the firm's strategy, they can only be more stringent and profitable for the firm at the moment.

Social orientation of the plan provides for the solution, along with technical and economic problems, of the problems of ensuring compliance with international requirements for indicators of environmental friendliness, safety and ergonomics of manufactured goods and the functioning of the company, as well as indicators of social development of the team.

Ranking Planning Objects according to their importance, it is necessary to carry out for the rational distribution of available resources. For example, if the manufactured goods have approximately the same level of competitiveness, then first it is necessary to direct resources to increase the competitiveness of the goods that have the largest share (in terms of sales value) in the firm's program. With different levels of competitiveness of goods, the priorities of resource allocation are determined according to the methodology outlined in the course "Strategic Management".

Adequacy of planned indicators reality is ensured, firstly, by an increase in the number of factors taken into account when forecasting alternative planned indicators, and secondly, by a decrease in the approximation error or an increase in the accuracy of forecasts.

Consistency of the plan with the parameters of the external environment the management system is provided by the analysis of the dynamics of environmental factors (see clause 1.8) and the study of the influence of these factors on the planned indicators.

Plan variation is ensured by the development of at least three alternative options for achieving the same goal and the choice of the optimal option that ensures the implementation of the planned goal with the lowest costs for its development and implementation.

Balancing the plan is ensured by the continuity of the balance of indicators in the hierarchy, for example, the functional model of the object, the cost model (when carrying out the functional cost analysis), the balance of the receipt and distribution of resources, etc. At the same time, a reserve should be provided for the most important indicators.

Economic feasibility of the plan is one of the most important planning principles. The final choice of the option of planned indicators should be carried out only after carrying out a system analysis, forecasting, optimization and economic justification of alternative options. This planning principle is discussed in detail in the course "Development of a management solution".

Planning system automation- one of the principles of planning, requiring the use of modern information technologies and computer technology, ensuring the coding of information based on its classification, the unity and consistency of information on the stages of the life cycle of the planning object, fast processing, reliable storage and transmission of information to the decision-maker.

Planning principle - providing feedback to the planning system- assumes the ability of the person - the consumer of the plans (the "output" of the planning system) to submit proposals to change (adjust) plans for their development.

It is very difficult to implement the considered planning principles; only large firms with qualified personnel, modern information technologies and the necessary resources can afford it. Therefore, the number of planning principles to be performed is determined by the complexity and quantity of goods and services produced, the position and stability of the company. Note that in a highly competitive environment, the trends in planning are as follows: shortening the time for developing plans (while maintaining or increasing the forecast lead time), improving the quality of plans by increasing the number of planning principles followed, applying modern optimization methods and marketing concepts.

The program for ensuring the development of society involves solving the issue of the coincidence of the main trends and needs of social development with the means and methods of achieving the goals and objectives. Therefore, the main criterion for the viability and progressiveness of social transformations and the effectiveness of the management of social objects are: a) the degree of scientific character and b) the validity of the reflection in practice of the interests of the majority (society).

Formation of planning problems of development of society refers to the end of the XVIII century. and is associated with representatives of utopian socialism: C. de Rouvroix (Saint-Simon), C. Fourier and R. Owen, who sought to substantiate a perfect social system on the basis of ahistorically understood principles - reason, justice, freedom, equality and brotherhood. Among the ideas and guesses of the utopian socialists, in particular, were: the need to create large-scale social production; elimination of the opposition between town and country, mental and physical labor; the obligation of labor as a need and as a pleasure; the requirement for the unity of science and industry, scientific planning of the economy (economy); distribution of available resources "according to ability". Some of their guesses are still relevant today.

Already at the beginning of the XIX century. their followers attempted to implement individual ideas in practice - in the United States and Great Britain.

The first mention of the term " social planning " attributed to the 32nd President of the United States F. Roosevelt when he was carrying out reforms (the so-called new course) in connection with overcoming the consequences of the overproduction crisis of the 1930s.

This phenomenon was further developed during the implementation of various forms and methods of implementing social policy, in particular, in ensuring social protection of the population.

The theoretical and methodological foundations of social planning were first tested in the first years of Soviet power and in the first five-year plan for the development of the national economy (1928–1932). This plan contained, in particular, a special section "Socio-economic problems", various social programs (elimination of illiteracy, homelessness in the country), as well as measures to solve them. It should be noted that in subsequent plans for the development of the national economy, up to the last five-year plan, such a section did not stand out as an independent component.

Among the domestic scientists who have contributed to the development of problems in the theory and practice of social planning, the following can be named: N. A. Aitov, V. G. Aseev, V. I. Gerchikov, V. M. Elmeev, N. I. Lapin, Π. P. Luzan, V. G. Podmarkov, J. T. Toshchenko, Yu. L. Neimer, O. I. Shkaratan and etc.

The current rejection of the ideas of socialism has already led to the rejection of the centralized planning of the social development of society. The departure from the planned principles of regulation is explained by: the predominance of technocratic tendencies in the development of social production; hypertrophied system of resource allocation; absolutizing the methods of directive planning (command) to the detriment of indirect (regulation); a small "area of freedom" for the development of potential social and personal opportunities; the dependence of public relations on the political and ideological attitudes of the state; the lack of proper correspondence between the economic and social parameters of development (an increase in production volumes acted as a primary factor, meeting the needs of people - a secondary one) and taking into account the human principle in planning and the economy.

Essential characteristics

1) the orientation of planning towards goals arising from objective trends in the organization of social development and providing for the satisfaction of current and future needs of people, their coordination with each other, the development of measures to enhance the creative activity of the person himself and social institutions society;
2) the use within the framework of social planning of indicators of the effectiveness of achieving the set goals (terms, volumes, levels, rates, proportions, the degree of achievement of the targets);
3) detailed development and research of means to achieve the set development goals in the form of benefits (restrictions) or creation of conditions for the rational development of the planning object;
4) social planning is a continuous process of cognitive and transformative activity.

Generally social planning defined as scientifically grounded determination of goals, indicators and tasks for the development of social objects and the main means of their implementation in the interests of society, social institutions or large production associations.

There are the following levels social planning.

Society, for which long-term plans are being developed to solve the most significant social problems that determine its viability, integrity and sustainability.

The level of certain spheres of public life (economic, socio-political and spiritual), which provides for solving the problems of improving the conditions and maintenance of work; vocational training; the prestige of the spheres of employment; work and leisure time structures; satisfaction of material and spiritual needs; participation in political life.

On regional level planning is aimed at solving the social problems of the republic, region (region), other regional entity in terms of: leveling social development in the territorial context; regulation of migration flows; rational use labor resources; development of national relations; distribution and consumption of cultural property.

When analyzing the features of planning for economic regions it is necessary to determine the essence and specificity of each social object (phenomenon or process) in a given territory, as well as clarify their differences from similar objects in other territories.

Level industrial organizations (work collectives) involves the implementation of a person's motivation for creative work, providing conditions for his work and daily life.

The main forms social planning advocates:

1) targeted (direct) planning or development and substantiation of a system of tasks to achieve a certain level of social development. This concerns rational relationships in the development of social processes, reflecting their real state, trends of change, the level of use of science and technology, the needs of people;
2) social (indirect) planning, in which the elements of the implementation mechanism are specific conditions, capabilities and needs of the object itself, as well as its constituent parts and variables of exo- and endogenous nature, in other words, amenable or not amenable to state and public regulation. Note that a number of social objects have limited conditions in their development, which implies the need to determine the "area of freedom" in their planning.

An essential point in social planning is also taking into account the interests of the individual, individual social groups, society as a whole.

The duality of the planning process allows us to consider methods for its implementation as ways of: a) implementation of programs and plans (planning as an activity); b) their development (planning as a science). General planning methods are characterized by answers to fundamental questions: what are the objective laws of social development based on possible ways of achieving goals? what are they aimed at? in what organizational forms will be embodied?

The leading planning method is balance method, or a way of providing links between the needs of society and its capabilities when resources are limited. In modern conditions, methods related to the implementation of market relations are also extremely important, when it is necessary to foresee the social consequences of decisions made, the ability to harmonize the interests of all participants in social transformation programs.

Requirements normative method are the basis for compiling indicators (standards) of social development at various levels of organization of society, ensuring its scientific character.

The essence analytical method consists in dividing social action into its component parts and determining the directions for the implementation of the planned program of action.

The essence method of variants (variant approximations) is to determine several possible ways to solve social problems and problems in the presence of the most complete and reliable information.

Complex (program-target) method is the development of targeted comprehensive programs, taking into account all the main factors (material, labor, financial and economic), the definition of executors and deadlines.

In the development of the material presented in Ch. 4 (p. 4.2), we will consider the basic methodological concepts that characterize the tools for assessing a particular level of social development.

Social indicators - quantitative and qualitative characteristics of the state, trends and directions of social development, used in planning to assess the compliance of the actual situation with scientifically substantiated requirements. In their most complete form, they are determined and calculated on the basis of statistical data.

To identify the degree of development or perfection of a particular object (phenomenon or process), the following indicators are applicable: a) general, when it is necessary to establish the level of development (lag, lead, compliance) of the process under study in a particular society and take appropriate action measures; b) normative, when it is necessary to determine the compliance of the process under study with scientifically substantiated requirements.

It is usually said that social planning is effective when several groups of indicators are used, in particular:

indicators that take into account the experience of planning social development in the form of quantitative characteristics and therefore allowing to project for the future;
indicators in the form of qualitative characteristics of individual social phenomena;
indicators - assessments of the effectiveness of measures taken after the end of the planning period.

Note that the development, substantiation and application of social indicators are aimed at making scientifically sound decisions aimed at increasing the efficiency of social planning and its effectiveness in solving both general and specific problems of social development.

Social standards - scientifically grounded quantitative and qualitative characteristics of the normative state of a social phenomenon (or one of its sides), obtained on the basis of taking into account objective laws and opportunities for social development. They are aimed at maximum satisfaction of the material and spiritual needs of the individual; have a concrete historical character, i.e. reflect the opportunities and needs of social development in this stage and, accordingly, can be changed in perspective.

Social standards are clearly defined quantitatively and qualitatively through a value that characterizes the ideal (desired) goal of the planned process development. Therefore, in order to establish the most effective ratio of needs and opportunities in social development, the standards are tested first experimentally, and then en masse.

Social standards should be consistent with each other, as well as differentiated depending on the specific national, natural, socio-demographic characteristics of the region on the basis of various coefficients. In areas of social development, where the definition of standards is difficult, it is legitimate to introduce into the practice of planning the concept social landmark, by which it is necessary to understand the most possible (rational) value of the development of social processes, based on the existing indicators of the development of similar phenomena.

The classification of social standards and guidelines is possible by:

spheres of the individual's life (work, social and political life, culture, everyday life, interpersonal communication). Here they reflect the provision of material resources per 100 thousand people of the population; can be expressed in specific requirements and tasks (for example, standards for architectural and planning decisions or the organization of the rational life of the population); can exist in the form of a norm in the "person - person" system (for example, the number of persons of a particular profession per 1000 people of the population or the provision of personnel per 1000 people by type of profession);
levels of social organization of society (for the country as a whole, territorial entity, branch of the national economy, a group of organizations);
the social structure of society (or by socio-demographic groups);
stages of development (society, region or separate production).

The following can be named as specific forms of realizing social development: social map of the region and social passport of the organization , which state the diversity of social processes and changes at the named levels and make it possible to constantly analyze and compare planning objects, to take adequate measures to solve the problems posed.

The experience of social planning shows that the social composition of the population, the demographic situation, indicators of the labor, socio-political, cultural and family-household spheres, staffing of social development and its mathematics are characterized in a social card or passport.

real-technical base (in spheres of public life or independently).

Each state, taking care of the prospects of its population, constantly plans and implements all kinds of social development programs. It is important in this process that the means and methods used in the social development of society correspond to its needs and requirements.

In this regard, there is a need for scientific substantiation, a system of criteria for social needs in a state or a certain region. All social transformations must be tested for effectiveness and appropriateness. Social planning can provide this validity.

Social planning is a form of regulation of social processes in society associated with the life of the population. The main task of social planning is to optimize the processes of economic and social development, increase socio-economic efficiency.

The object of social planning is social relations at all levels, including:

- social differentiation, social structure;
- the quality and standard of living of the population, including the level of real incomes in general and by social groups;
- quality and level of consumption;
- provision of housing, its comfort;
- provision of the population with the most important types of goods and services;
- development of education, health care, culture;
- determination of the volume of these services provided to the population on a paid and free basis, etc.

Social planning since the mid-50s. XX century, was the most important elements of indicative planning in countries with developed market economies, and since the late 70s and early 80s, in connection with the transition of these countries from indicative planning to program-targeted methods of regulation, social planning has become an important component strategic nationwide programs.

An example is France's five-year development plan, Japan's five-year development plan, which are essentially a general concept of the country's socio-economic development.

A great deal of experience in social planning was accumulated in the USSR, but planning was directive in those conditions.

Social planning has a multilevel character: national, regional, enterprise (firm) level.

Social planning focuses on the technical process of solving social problems.

The basis of this model, which is based on programmatic development, is a rational, carefully planned and controlled process of change, designed to provide services to members of the community or a specific territorial body.

Since planning is both a science and an activity, the method must be understood not only as a way of implementation, but also as a way of developing programs or tasks.

General planning methods are characterized by what objective laws of the development of society are based on possible ways of achieving goals, what they are aimed at and in what organizational forms they are embodied.

For a long time, the leading planning method was the balance one, which arose as a way to ensure links between the needs of society and its capabilities with limited resources. Currently, the methods associated with the existence of market relations come to the fore, when it is especially important to see the social consequences of decisions made, to be able to coordinate the interests of all participants in the transformations, providing them with favorable conditions for the manifestation of creative activity.

The scientific nature of social planning largely depends on the use of the normative method. Its requirements serve as the basis for compiling indicators of social development at various levels of the social organization of society. It is the standards that make it possible to carry out calculations and substantiate the reality of planned targets, to determine guidelines for the development of many social processes.

Analytical method combines analysis and generalization. Its essence boils down to the fact that in the course of planning, social progress is divided into its component parts, and on this basis the directions for the implementation of the planned program are determined.

The method of variants is gaining more and more importance, the essence of which is to determine several possible ways of solving social problems in the presence of the most complete and reliable information possible. Its variation is the method of variant approximations: first, on the basis of the available initial data, a possible path is determined in the order of the first approximation, and then successive refinements are made. The use of this method is associated with the search for the optimal solution to a particular social problem, with the correct choice of priorities.

The integrated method is the development of a program, taking into account all the main factors: material, financial and labor resources, performers, deadlines.

Its application presupposes the observance of the following requirements: determination of the rates and proportions of the development of the social process, its statistical and dynamic models and the development of the main indicators of the plan.

In social planning, the problem-target method is increasingly used, which is usually associated with the solution of key urgent tasks of social development, regardless of their departmental affiliation.

A social experiment was widely recognized, during which the mechanism of action of objective laws and the features of their manifestation on the basis of one or several social institutions are being clarified. The findings help to correct the course of the planned process development, to check in practice the predicted provisions and conclusions.

Economic and mathematical methods occupy an important place in social planning. Such a name in a known form is conditional. In fact, we are talking about quantitative analysis using the planning methods already listed above. Mathematical methods do not cancel social analysis, but rely on it and, in turn, influence its further improvement.

Currently, quantitative analysis relies on methods such as linear programming, modeling, multivariate analysis, game theory, etc.

But all these formal-logical quantitative procedures are assigned the role of a specific tool necessary for solving various problems.

In planning theory and methodology, it is important to be able to apply quantitative characteristics. After all, formal logic (and mathematics, respectively) is a means of acquiring new knowledge.

But the practical implementation of this knowledge requires not only the truth in a mathematical sense, but also the correct interpretation of the results. Only on the basis of the integrated use of these planning methods with the help of quantitative analysis is it possible to develop an optimal solution. Quantitative analysis must always be compared with common sense so that quantitative characteristics are not absolutized. Thus, quantitative analysis and economic and mathematical tools play an important, but not self-sufficient role in planning. They need constant development and improvement, in constant correlation of their results with the social goals of society.

As we know, the essence of the state is manifested in its functions, which are the main directions of the state's activity. The functions of government bodies are divided into internal (economic and organizational, cultural and educational, regulation of production and consumption, protection of all forms of property, law and order, nature and the environment, fighting crime, protecting the rights and freedoms of citizens, etc.) and external (fighting for peace and peaceful coexistence, commonwealth with other countries, protection of the homeland, sovereignty and independence of the state, participation of the state in humanitarian international, cultural ties, etc.). Social planning can be classified as an internal function, since it simultaneously contributes to the realization of the rights and freedoms of citizens, and also forms an economic and organizational system at all levels.

Social planning has its own objects and subjects.

The subject of social design (that is, the one who carries out the design) are various carriers of managerial activity, both individuals and organizations, work collectives, social institutions, etc., aiming at an organized, purposeful transformation of social reality.

A necessary feature of the design subject is his social activity, direct participation in the design process.

The main subject of social management is the state. Thus, social planning is one of the administrative functions of the state.

The object of social design (that is, where or on whom the design process is carried out) is called the systems, processes of organizing social ties, interactions included in project activities, exposed to the impact of the subjects of design and serving as the basis for this impact. These can be objects of a very different nature:

1. man as a social individual and subject of the historical process and social relations with his needs, interests, value orientations, attitudes, social status, prestige, roles in the system of relations;
2. various elements and subsystems of the social structure of society (labor collectives, regions, social groups, etc.);
3. various social relations (political, ideological, managerial, aesthetic, moral, family and household, interpersonal, etc.).

In a broad sense, the objects and subjects of social planning are the entire totality of people in society, which is not a homogeneous mass. Another important proof that social planning is a significant function of government is that it is inherent in complexity, which is achieved only at the level of action of power structures. This will require the joining of efforts of both specialists from the subjects of management and representatives of science (from sociologists and economists, legal scholars, political scientists, etc.). The state, represented by the legislative and executive authorities, can coordinate the actions of all subjects of social planning.

Department of Social Psychology of Management

(project topic)

Course project

in the discipline "Management social development organizations "

Explanatory note

DM M311.12.00.00.00 PZ

Head Developed

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Siberian State University ways of communication

Department of Social Psychology of Management

student _______________________. Group (code) ______________. Option No. ______.

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Theoretical part

The essence of social planning.

Social planning levels

Forms of social planning

Social planning methods

Indicators and criteria of social development

The structure of the social development plan of the team

Sociological service as a subject of planning

Tasks and structure of management of social development of the organization

The main functions of the social service

Resources and reserves of social planning

Technical and economic characteristics of the enterprise

Content, volume, labor intensity and schedule of implementation

Title of document and section	Roughly		niya (weeks)
Title of document and section	quantity pages of the note, drawings	execution bone in hours	niya (weeks)
1. Selection of literature, drawing up a plan
2. Theoretical section
3. Development of draft documents on the social development of the organization
4. Introduction, conclusion
5. Project design
Total labor intensity

Terms of delivery for verification: December 18-23, 2006 ... Terms of protection: December 25 - 29, 2006

Main literature:

1. Volchkova L.G. Social and economic development planning. SPb. 1999 -60s.

2. Vorozheikin I.E. Management of social development of the organization: Textbook.- M.: INFRA-M., 2001-176 p.

3.Kurbatov V.I., Kurbatova O.V. Social design: uch. Allowance. - Rostov on Don, 2001, 416 p.

Introduction ……………………………………………………………………………………… 5

1.Theoretical Foundations of Social Planning

1.1. The essence of social planning ………………………………………………… .7

1.1.1. Levels of social planning …………………………………………. ………… ... 7

1.1.2. Forms of social planning ……………………………. ……………………… .9

1.1.3. Social planning methods …………………………………………………… 11

1.1.4. Indicators and criteria of social development ……………. ……………………… ... 14

1.2. The structure of the social development plan of the team ..................... 16

1.3. Sociological service as a subject of planning ………………… .. ………………… ..24

1.3.1. Tasks and structure of management of social development of the organization …………… ..24

1.3.2. The main functions of the social service …………………………………………….… .33

1.4. Resources and reserves of social planning ……………………………………….… .41

2.Practical part

2.1. Technical and economic characteristics of the enterprise …………………………………………… 45

2.2. Staffing of the enterprise …………………………………………………………… ..49

2.3. The structure of the social development plan …………………………………………………………… 51

Conclusion …………………………………………………………………………………………… .59

References …………………………………………………………………………………… 61

Introduction

The issue of planning the social development of an organization in modern society and specifically in organizations plays a huge role. Social planning implies the timely identification of problems in the development of the social structure, assessment of the main indicators of its state, collection of information, determination of the actual state of affairs, prioritization of the solution of social problems, that is, determination of the goals and objectives of the plan, development of the draft plan, as well as the determination of resources for it. execution. Social planning is necessary in every organization for the effective functioning of the processes of the social sphere.

The object of my research is social development. Then the subject of research was the planning of social development.

When conducting the research, I set myself the goal of identifying the main features of social development planning that need to be taken into account when developing a plan.

In the process of research, in order to achieve this goal, I performed the following tasks:

1) study the theoretical foundations of social planning;

2) conduct a comparative analysis of performance indicators and real state;

4) study the structure of the organization's social passport;

5) conducting practical research on the example of an existing specific organization (to draw up a plan for the social development of the team).

In the first part of my coursework, I looked at the theoretical foundations and principles of social planning. It also describes the essence and problems of the theory and practice of social planning.

The second part describes a practical study on a chosen topic, using the example of a branch organization of the departmental security of the Krasnoyarsk railway. After analyzing the enterprise according to the points of the social passport, we have developed a plan for the social development of this enterprise. Based on the information provided in the form of graphs and tables, we also made conclusions and forecasts for the development of the organization's labor potential.

1. Theoretical foundations of social planning.

1. 1. The essence of social planning.

The development of society should not be spontaneous and unpredictable. Historical practice suggests that society can then purposefully change when it plans its change systematically, on the basis of scientific data. This suggests that the optimal scientific management of social life requires considering social planning as a unity of cognitive and social transformative activity, as well as seeing its specificity in all spheres of social life - economy, social sphere, politics, spiritual life, etc.

Social planning is a scientifically grounded definition of goals, indicators, tasks (terms, rates, proportions) of the development of social processes and the main means of their implementation in the interests of the entire population.

1.1.1. Social planning levels

It is customary to distinguish between levels of social planning in connection with the level of social organization at which this or that social change or social transformation is carried out.

The first level of planning is planning the social development of work collectives. Different types of production teams assume different methods when planning their development. The accumulated experience shows that at the level of the labor collective, the plans that were based on the following principles turned out to be the most effective.

Principle 1. What and to what extent an employee is able to do for the successful development of production and how he himself will change under the influence of scientific, technical and social progress.

Principle 2 . The effectiveness of plans for social development depends on the conditions that the collective can create for a person, the specific benefits that he can receive in the process of distributing material and spiritual benefits. The essence of the issue is to ensure the unity of efforts made by the state to improve the living standards of workers and the opportunities that a particular production or region has at its disposal. The most important aspect of the implementation of this principle is the improvement of material and moral incentives. In recent years, many proposals have been made and a number of experiments have been carried out to increase people's interest in the final results of labor.

Principle 3. The processes of human interaction with a production organization, city or region (and, consequently, with the whole society) should not proceed spontaneously, accidentally, spontaneously, but should be an expression of conscious activity, the participation of members of labor collectives in the management of these processes.

At the regional level, social planning is a special form of purposeful regulation of social processes at the level of the republic, region (region), economic region and others. administrative units... To solve the problems of the effective functioning of the entire social organism, the equalization of the levels of social development in the territorial context and especially the regulation of migration flows, the rational use of labor resources, the development of national relations, the distribution and consumption of cultural values are of great importance. Experience has shown that the main target for regional social planning is the creation of favorable conditions for working and everyday life.

Planning at the level of economic regions must take into account that each of the social processes - the development of a nation, an increase in the standard of living of peoples, migration of the population, improvement of the education system - requires finding what characterizes its essence and specificity in a given region. In addition, when studying the social process, it is clarified what distinguishes it from similar processes in other regions of the country. One of the main conditions is the optimal combination of sectoral and regional planning in the interests of the effective functioning of society. A feature of regional planning for economic regions is also the observance of the principle of consistency, determined by a set of indicators. In addition, the problems facing the republic or the region do not always coincide in their relevance with the national ones.

1.1.2. Forms of social planning

The forms of social planning differ, first of all, as follows: firstly, by targeted planning, and secondly, by planning with the help of indirect (economic and social) levers.

Specific, or, as it is now customary to say, targeted planning, includes the development and justification of a system of tasks, which is brought to the attention of various government or public organizations. At this level, tasks are set upon reaching a certain level of social development. It is important that, first of all, this concerns the rational ratio, proportions in the development of social processes. Such ratios reflect the real state of society, trends in its progress, the level of achievements in science and technology, the needs of people.

At its core, social planning is associated with the determination of the time required to complete the task. Obviously, the more complex the goal, the more time is required not only for a comprehensive scientific justification of the decision made, but also for its implementation. The time extent of the planning period cannot be set a priori and must be built on the basis of the unity of qualitative and quantitative indicators. It should be noted that the experience of targeted planning discredited itself in many ways, for it gave scope to command methods, ignoring the scientific foundations for determining the guidelines for social development and change.

When planning social processes using indirect levers, specific conditions, opportunities and needs are studied in detail. At the next stage, it is determined which elements, components do not lend themselves to state and public regulation. With regard to them, the task is to quantify and predict them for making appropriate decisions in order to weaken or neutralize negative consequences and negative results.

In reality, the planning process itself also identifies those variables that can be influenced and which, in fact, are the objects of social planning and regulation. To minimize the amount labor costs that do not require qualifications or hard physical labor, in addition to planning technical progress, it is necessary to regulate the growth of workers' qualifications. The plans to raise their professional level presuppose, first of all, the elimination of certain types of labor. Then they should reflect the change in the content of the work of many professions. And finally, and this is especially important, many of the specialties are to be preserved only as a stage in a person's labor activity.

Many social processes are characterized by the fact that they have limited conditions in their development. Planning for these conditions is necessary to define the area of freedom. This is due to the fact that social planning, on the one hand, relies on the availability of material, financial, labor resources. But, on the other hand, any social process is interconnected with other phenomena, and therefore one cannot ignore the impact of the measures taken on adjacent areas of social development.

It is very important in social planning to take into account the interests of specific social groups. When solving economic problems, the interests of the entire people and individual social groups basically coincide, but this cannot be said about other spheres of public life. So, the goal in the field of production is the minimum cost in the implementation of the task. To achieve the minimization of costs when planning social processes means deliberately to infringe on the interests of some social groups. The maximum social result is not always achieved by minimizing costs. And this is one of the most important goals of social planning.

It should be noted that these two forms of planning do not exist in their pure form. However, planning through indirect levers has gained particular relevance in connection with the implementation of economic reform in the country.

1.3. Social planning methods

Planning methods are determined by those specific tasks that are posed in the development of social relations and social structures. General planning methods are characterized by what objective laws of the development of society are based on possible ways of achieving goals, what they are aimed at and in what organizational forms they are embodied.

The scientific nature and validity of social planning largely depends on the use of the normative method. The requirements of this method serve as the basis for compiling indicators of social development at various levels of the social organization of society. It is the standards that make it possible to carry out calculations and substantiate the reality of planned targets, to determine guidelines for the development of many social processes and relations.

Let's highlight some generally applicable methods of social planning, which allow planning at various levels.

a. Analytical method of social planning.

The analytical method combines analysis and generalization. Its essence boils down to the fact that in the course of planning, social progress is divided into its component parts, and on this basis the directions for the implementation of the planned program are determined.

b. A comprehensive method of social planning.

The integrated method is the development of a program, taking into account all the main factors: material, financial and labor resources, performers, deadlines. Its application presupposes the observance of the following requirements: determination of the rates and proportions of the development of the social process, its statistical and dynamic models and the development of the main indicators of the plan.

In social planning, all dashes began to apply the problem-target method , which is usually associated with the solution of urgent key tasks of social spill, regardless of their departmental affiliation.

A social experiment widely recognized , during which the mechanism of action of objective laws and the features of their manifestation on the basis of one or several social institutions are clarified. The findings help to correct the course of the planned process development, to check in practice the predicted provisions and conclusions.

v. Economic and mathematical methods.

The name of the group of these methods is rather arbitrary. In fact, we are talking about a number of different analyzes when using the planning methods already listed above. Mathematical methods do not cancel social analysis, but rely on it and, in turn, influence its further improvement.

At present, quantitative analysis is based on methods such as linear programming, modeling, multivariate analysis, game theory, etc. But all these formal logical quantitative procedures are assigned the role of a specific tool necessary for solving various problems.

In planning theory and methodology, it is important to be able to apply quantitative characteristics. Quantitative analysis must always be compared with common sense so that quantitative characteristics are not absolutized. Thus, quantitative analysis and economic and mathematical tools play an important, but not self-sufficient role in planning. They need constant development and improvement, in constant correlation of their results with the social goals of society.

1.4. Indicators and criteria of social development

The quantitative and qualitative characteristics of the level of development, state, trends and directions of social dynamics, used in planning to assess the compliance of the actual situation with scientifically grounded requirements, are called social indicators. In the most complete form, indicators of all spheres of public life, primarily scientific, technical and economic development, are determined and calculated on the basis of statistical data. In order to identify all the main parameters of social processes, special studies are carried out to assess their state at the level of society, region or sectors of the national economy.

When identifying the level of development, two more important indicators are used: a) a general one, according to which it is possible to establish whether the process and phenomenon under study in a given republic, region, city, district is lagging behind, ahead or at its level, after which measures are taken to increase or stagnate the impact ; b) normative, on the basis of which compliance with scientifically grounded requirements is also determined. These indicators may not coincide with those existing in the country and in the region, but they characterize the degree of development or perfection of this phenomenon. Sometimes the actual indicators of social development of similar objects are taken for comparison. The use and comparison of indicators makes it possible to determine the place of the studied process or phenomenon within the framework of the whole society.

Social indicators of development also characterize the objectively emerging directions of development and indicate favorable trends or, conversely, the action of negative factors. In this regard, it is very important to use development indicators for five, ten and longer term, by which it is possible to establish the degree of achievement of the set whole, the possibility of their clarification based on specific situation... Based on the characteristics of the state and the definition of development problems, measures are developed to stimulate the processes in which society is interested, and at the same time to limit the phenomena that are the subject of concern, or to stabilize conditions that, in general, may correspond to urgent social needs.

In the quantitative and qualitative analysis of spheres of public life, indicators are used that can be measured and which can be quantitatively and qualitatively interpreted. Much attention is paid to the infrastructure (material base) of social development, which is calculated for 10 thousand people or for the number of settlements (in countryside). A similar technique is used to calculate another type of indicators - staffing.

It is obvious that the development, substantiation and application of social indicators are aimed at adopting scientifically grounded management conclusions aimed at increasing the efficiency of social planning and its effectiveness in solving both general and specific problems of social development.

1.2. The structure of the social development plan of the team

When developing social sections of plans, the focus is on improving working conditions for all categories of personnel, creating social services directly at work, developing social infrastructure and providing conditions for a healthy life, rest, not only for employees, but also for their families.

The labor collective undertakes to contribute to the strengthening of the family, to create favorable conditions for women, allowing them to successfully combine motherhood with participation in work and social life, to take care of war and labor veterans, pensioners and children, allocating their own earned funds for this.

Such important issues as training and retraining of personnel, raising their professional qualifications, and involving all workers, and especially young people, in an active social life are not left unattended.

Social planning includes efficient use free time by members of the labor collective, the development of each employee as an individual, the creation of a normal moral and psychological climate in all areas of production, the implementation of communist education and spiritual progress in the labor collective, the formation healthy way life.

The fundamental principles of planning were formulated by V.I. Lenin. The most important of them are the interconnectedness and consistency of plans, their scientific validity, a combination of long-term and current planning, comprehensive accounting and control over the implementation of plans. All of these principles are used in social planning.

Comprehensive dynamic interdependence of technical, economic and social factors, the interconnection of interests and needs of an individual, groups, collectives and society as a whole predetermine the complex nature of social planning ..

An integrated approach allows you to link the social development of the team with the general socio-economic development of the region and industry, to accurately determine its role in the joint actions of enterprises, industries and local Councils of People's Deputies aimed at achieving social progress. This makes it possible to avoid the dispersion of material, financial and other resources; to solve more successfully the issues of raising the qualifications of workers, their redistribution according to the spheres of employment, provision of housing, transport, trade, consumer and cultural services, organization of leisure and recreation.

Among the important features of social planning, it is necessary to highlight its optimality. From the variety of options for the planned solution of social problems, an option should always be chosen that, given the available opportunities and resources, allows the greatest extent to as soon as possible satisfy the needs of workers.

The practical significance of social planning is realized only subject to the observance of the specificity and targeting of its content. Many industries and enterprises have developed guidelines on social planning, which are very diverse and differ significantly from each other in content, as well as in methodological approach.

Based on the generalization of the experience of drawing up plans for social development, Profizdat issued guidelines for planning the social development of the collective of a production association (enterprise). They are approximate and can be used as a supplement to the standard methodology for developing a five-year plan for the economic and social development of an association (enterprise), taking into account the needs and capabilities of specific labor collectives.

The methodological recommendations reveal the essence of the social development of the collective of the enterprise, the methodology of social planning is given, the issues of organizing the development and implementation of the plan for the social development of the collective are considered.

Appendices to these guidelines are of particular interest. In particular, the five-year plans propose to significantly expand the number of basic indicators of the social development of production association collectives. In the appendix, the social infrastructure of the enterprise is comprehensively considered, specific indicators and units of measurement are given. Also attached is a program and tools for basic and local sociological research. The methodological recommendations reveal the content of individual target programs, the technology of their development. The list of social standards for all sections of the plan proposed in the guidelines is of great importance for the practice of social planning.

These guidelines contain a large set of indicators that can be successfully used in determining the ways of social development of a particular team. At the same time, many issues, including those arising from the Law on State Enterprise (Association), remained unsolved or even dropped out of sight of the compilers of the recommendations.

This necessitates further work to improve the structure and content of the enterprise's social development plan. The content and indicators of this plan should more fully reflect social changes in the team, be more closely linked to the plans of other enterprises located in the same region.

When developing a social development plan, it is necessary to rely on the initial information and target programs for solving individual issues of social, technical and economic development of the enterprise.

The social development plan of the enterprise team is an interconnected set of indicators characterizing a scientifically grounded system of measures provided with the necessary resources aimed at the all-round development of all team members based on the implementation of progressive changes in the social composition of the workers, improving the living conditions, the formation and the fullest satisfaction of the material and spiritual needs of the members collective. Social planning practice recommends the following structural elements of the plan:

1. Planning the improvement of the social structure of the production team... The content of this section is developed in close connection with the plan for labor and personnel, as well as with the plan for technical development and organization of labor. Particular attention is paid to changes in the number and structure of workers due to mechanization and informatics of production processes, improvement of the organization of production and labor. The share of unskilled labor in the total volume of labor costs is taken into account, as well as the reduction in the number of workers employed in jobs with harmful working conditions. The improvement of the social and qualification sphere of the production team is revealed as numerous indicators characterizing the number and social composition of workers, the level of education and qualifications.

2. Planning for improvement of working conditions and safety, health promotion of workers... The choice of the priority area and the sequence of measures to improve labor conditions and safety, and to improve the health of workers depends on the specifics of production. For the analysis and development of the plan, general, technical, sanitary and hygienic, psychophysiological indicators, as well as indicators of labor safety conditions and prevention of accidents and possible occupational diseases are widely used.

3. Planning for the improvement of housing and social and cultural conditions of workers and their families.

4. Planning educational work in a team and increasing the labor and social activity of workers... The development of this section of the social development plan should be aimed at ensuring close unity of all types of educational work (ideological and political, labor, economic, moral, legal, aesthetic, physical education) in order to achieve an increase in the social activity of workers, improve social relations in the work collective. It is advisable to plan educational work in stages:

Analysis of her condition

Identification of trends and problems of its development

Determination of ways (forms, methods) for the implementation of educational work

The main sources for the analysis of educational work are data from the administration of public organizations, the results of sociological and other special studies.

The social development plan is the main tool for managing social processes at the enterprise. Opportunities to meet the needs of the collective and in social benefits are determined by the final results of the enterprise, the self-supporting income of the collective. Therefore, the development of a social development plan is the business of the entire team.

The main divisions responsible for the development of the social development plan at the enterprise are the planning and economic department and the social development service, coordinating the activities of all divisions of the enterprise in drawing up five-year and annual plans.

Scientifically grounded determination of social priorities, that is, those social tasks that need to be solved in the enterprise collective in the first place, is of great importance in the development of plans for social development. The identification of social priorities is based on the analysis and forecast of the social and economic situation at the enterprise, taking into account the interests and needs of various social groups of workers and the collective as a whole.

The development of a social development plan provides for:

· Analysis of the socio-economic situation at the enterprise;

Prioritizing solutions to social

· Registration of assignments for the development of activities, design of the creation of appropriate social and cultural facilities;

· Discussion of the draft social development plan;

· Allocation of the necessary financial resources for implementation.

The system for monitoring the implementation of the social development plan mainly includes established accounting, reporting, and organization of analysis and control.

The development of scientifically based social standards is of great importance for improving social planning.

Social standards - the requirements imposed by society (industry, region, team) to a certain side (direction) to the activities of the production team. They are expressed in concrete values of social indicators and fix the state (statics) or the rate of development (dynamics) of any aspect of the life of the collective, which are necessary for its normal functioning and progressive development.

Social standards in social planning and management should perform the day the main functions:

1) planning tool, that is, they serve as a justification
check figures and targets for various
directions and indicators of social development of collectives.

Social standards ensure mutual coordination of social programs and plans of various levels: industry and its sub-sectors, associations and enterprises, city and enterprise, enterprise and its subdivisions. One of the channels for such coordination is the specification of the standards established for a social object of a higher level, by facilities of a lower level;

2) the basis for analysis to evaluate dynamics
changes social object, compare different objects with each other.

In contrast to economic planning, where the application of the normative approach is based on developed theory and rich practice, in social planning there is substantial experience in the design and use of only sanitary and hygienic standards, as well as standards for such indicators as the provision of housing, childcare facilities, services in the sphere health care, production facilities, household premises, etc. Specific standards for improving general and special education, the development of spiritual and physical culture, creative, labor and social activity, optimization of staff turnover, and some others began to be determined only in recent years ..

The development and use of social norms in the planning and management of social objects represent a deeper and more concrete level of social planning. Only with their help it is possible to carry out in this area a real transition from practice based on the results achieved in the past, to truly targeted planning, taking into account long-term tasks and the actually achieved level of social development, to turn it from an initiative activity of individual collectives into a systematic nationwide activity within the framework of a comprehensive economic and social planning. Social standards should become a criterion for assessing the achieved level of development of the social sphere and an important tool for allocating resources between these sectors and regions, based on social priorities.

1. 3. Sociological service as a subject of planning

1.3.1. Tasks and structure of management of social development of the organization

Management of the social development of an organization, as emphasized in the first chapter, is a specific type of management and, at the same time, an integral part of personnel management, has its own area of manifestation and its own object of managerial influence. As already mentioned, social management provides for the creation of favorable working and rest conditions for employees of the organization, remuneration and social protection of personnel, maintaining an optimal moral and psychological atmosphere in the team, ensuring social partnership and business cooperation. He possesses the appropriate forms and methods, techniques, methods and rules that allow solving social problems on the basis of a predominantly scientific approach to the regulation of social processes in an organization.

The subject of social management is management units and a circle of officials designed to deal with issues of social development of the organization and social services its staff, with appropriate authority and responsibility for solving social problems. The presence of a social service in an organization is all the more necessary because changes in the life of society, caused by the acceleration of scientific, technical and social progress, lead to an increase in the role of the human factor in labor activity and the importance of personal qualities workers increase the need for social partnership.

In fact, at every large enterprise in foreign countries, especially those that follow the social orientation of the national economy, the management of social processes is separate and specialized. There are management links that are involved in work with personnel ( human resource), regulation of social labor relations and liaising with trade unions, providing social services to staff, spending money on charitable causes.

V Russian Federation Until recently, at most enterprises, along with the indispensable departments of personnel, labor and salaries, there were management services that dealt with issues of safety, health care, housing and communal services, work supplies, the provision of consumer services, organization of competition, etc. With the implementation of measures aimed at the transition from a planned, super-centralized economy to a socially oriented market economy, the purpose, formation and practical activities of these and other social services have changed markedly.

In the new conditions, the functioning of such services is determined, on the one hand, by the form of ownership, scale, industry affiliation and location of the organization, and on the other hand, by the quantitative and qualitative characteristics of its personnel, the increased responsibility of entrepreneurs and managers of any level for the complicated solution as production and economic, and social tasks. When defining social services, the socio-economic consequences of the privatization of the former state property; changes of a fundamental nature in the system of remuneration of labor, dictated by the establishment of market relations by the commercialization of the provision of an increasing range of social services; reforming different types social insurance and social assistance; the withering away of a number of former social functions trade unions... We have to take into account the fact that the real concern for the social sphere is increasingly being shifted to non-state, primarily municipal, bodies and organizations themselves.

Depending on the specific situation, the management of social development is carried out either by the directorate of the organization itself, or by specially authorized persons, or autonomous units, which are elements of the structure of personnel management, social services. A typical version of an organized structure provides for the position of a deputy director for personnel with subordination of subdivisions (departments, sectors or groups) and individual specialists in charge, in particular, of

dew regulation of labor relations, safety and labor protection, labor motivation, social protection, the functioning of social infrastructure facilities.

If an organization has an extensive network of its own social infrastructure, its management is carried out, as a rule, separately. In this case, a variant of the structure is possible, providing for the position of deputy director for social and domestic issues with subordination to him management links and officials in charge of housing and communal services, institutions of medical and preventive profile, education and culture, Catering and consumer services, other social facilities.

The tasks performed by the social service of the organization have their own characteristics due to the ambiguity of the object of management and the nature of the emerging social problems, the originality of methods for achieving social goals, the need for the strictest compliance with the requirements of social and labor legislation and ensuring close cooperation of all parties interested in social partnership. In Russian conditions, it is necessary to take into account and state of the art the domestic economy and social sphere, in which organizations and their personnel continue to experience the negative consequences of the recent significant decline in production and hyperinflation, and managers face serious objective and subjective obstacles in striving to raise wages, improve working and living conditions, and increase the interest of workers in new forms of management.

Since the social service as a subject of management deals exclusively with people, its primary task is to focus on the person, his intellectual and moral potential, the culture of communication and interaction of employees. Providing the desired changes in the social environment of the organization, social service specialists are forced not only to overcome difficulties of an economic and technical nature, but also mainly to deal with socio-psychological, spiritual and moral problems associated with people's attitudes to nature, scientific and technical achievements, labor, etc. needless to say, to each other.

The head of an organization, a professional manager, needs to have the necessary minimum of humanitarian and ethical knowledge, psychological and pedagogical tact, and the ability to choose a demeanor appropriate to the circumstances. To a certain extent, he should act as an educator who takes into account the psychological characteristics of individuals and social groups, and when choosing options for solving social issues, he should consult with those whose interests are affected by this problem.

Specialists of the social service are required to be extremely attentive to a person, to take maximum care of each employee of the organization, to satisfy his needs, respect for rights and dignity. They are designed, using the means at their disposal, to stimulate the interest of employees in business and highly productive work, to develop social activity, the desire of employees to effectively implement their knowledge, experience and skill. It is important to raise the level of people's awareness of the importance of discipline, creative initiative and independence, individual and collective responsibility for the results of joint work.

Involvement in the management of social processes is associated with concern for improving the working and living conditions of people, with a sincere responsiveness to employees' requests for assistance in solving everyday problems, no matter how small they seem, with a willingness to provide the necessary assistance. At the same time, discretion is needed in granting any privileges. Indulgences often divide the collective, lead to conflict situations, confrontation. Of course, blind equalization is also contraindicated.

The most important task of managing social development is the use of various types of social, humanitarian technologies as a combination of means of ordering, reproduction and renewal of the social environment of an organization, as a kind of algorithm for obtaining the desired results in this matter. Such technologies, based on knowledge about a person, about the content and forms of social ties, are used in management activities with the aim of humanizing labor, creating conditions favorable working together, free and all-round personal development.

Humanitarian technologies in work with personnel are usually designed to give room for the manifestation of the individual and personal qualities of employees, to optimize interpersonal relations and the moral and psychological atmosphere in the team, to stimulate professional growth, creative initiative and business partnership. This takes into account the real capabilities of the organization, the industry specificity of its functioning, the socio-demographic characteristics of the city or district where it is located.

An indispensable component and, therefore, the task of modern, based on a scientific approach, management of social development is the observance of social norms - established by society, the state, a separate organization of rules, techniques, behavior patterns, principles of activity that correspond to generally accepted values and moral ideals. It is they that make it possible to express in a verified and accessible form both the main goals of changes in the social environment and the requirements for personnel.

Literally, norm means guiding
start, rule. Therefore, the norm, the standard is a certain standard,
which should be equal to and by which it is necessary to evaluate
certain events, objects, processes.

Social norms are quantitative, and in most
cases a qualitative description of the requirements for conditions
human life, social groups. These include both legal norms enshrined in the laws of the country and moral and ethical guidelines, regulated values of social indicators.

The norms of the social sphere, like other areas of social life, are formed as a result of the practical activities of people and social experience, scientific research, expert opinions of authoritative specialists. They find expression in legislative acts, government decrees, sectoral instructions, regional government regulations, local administration orders and other regulatory documents. Mandatory standards require strict implementation, and standards that are advisory in nature serve as a methodological guide in solving social problems.

In particular, Russian standards in the field of social and labor relations establish the length of the working week and the duration of labor leave; the level of physical and intellectual requirements for representatives of certain professions; ergonomic and sanitary and hygienic working conditions; minimum wages, pensions and scholarships, compensation payments and benefits; limits of rational consumption of food, non-food goods and services; average indicators of provision with housing, amenities, health care, education, culture, etc.

The program of social reforms currently being carried out in the Russian Federation considers the formation of a system of state minimum social standards to be one of the most important measures to stabilize and improve the standard of living of the population. Some of them have already been installed - as already mentioned, the federal standard for the social norm of housing area is determined on the basis of 18 sq. m of the total area of housing for one family member, consisting of three or more people, 42 sq. m - for a family of two and 33 sq. m - for lonely citizens. State authorities of the constituent entities of the Federation set regional standards, guided by federal ones.

Another federal standard is the cost of providing housing and communal services for the 1st quarter. m of total housing area - calculated on the basis of a standard set of services for the maintenance and repair of housing, including overhaul, heat supply, sewerage, gas supply and electricity supply, taking into account the average prevailing consumption rates. The federal standard of the level of payments of citizens in relation to the level of expenses for the maintenance and repair of housing, as well as utilities fixes both the share of payments of the population in covering the costs of all types of housing and communal services, and the maximum allowable share of citizens' own expenses for paying for housing and utilities. services in the total family income. The ultimate goal of the reform is the full payment by the population for housing and communal services with the payment of subsidies to those families whose housing costs exceed 25% of their family income (this, of course, takes into account the social norms of the area of housing and the norms of consumption of communal services).

The indicator of the size of the subsistence minimum is also a kind of social standard. This value per capita and for the main socio-demographic groups should be determined quarterly on the basis of the consumer basket and the data of the State Statistics Committee on the level of consumer prices for foodstuffs, non-food products and services, as well as the costs of mandatory payments and fees.

The social service of the organization is obliged to ensure the full implementation of social and labor legislation . This refers to the strict observance of the norms of law that regulate social and labor relations in accordance with the Universal Declaration of Human Rights, the Constitution and other laws of the country.

The tasks of the organization's social service include the development and implementation of events that ensure social partnership — mutually interested cooperation of employers and employees in solving social problems. The partners are represented, on the one hand, by entrepreneurs and their associations, and on the other, by labor collectives and trade union organizations. Such cooperation, as the experience of many countries shows, is carried out constantly, on a bilateral basis, mainly in the form of collective bargaining at the level of individual enterprises and sectors of the economy, the conclusion of collective agreements and agreements.

It is equally important that the social service achieves interaction and coordination of its activities with sectoral and regional structures of social management, which are represented by state and local authorities. Under certain conditions, especially when social tension in a country or region is exacerbating, they join permanent participants in social partnership in order to unite efforts at the level of multilateral cooperation in settling disagreements on issues of wages, incomes, social minimum, protection of the rights and freedoms of working citizens, to warn through mutual understanding in negotiations, the emergence of social and labor conflicts and bringing them to an extreme point - strikes.

It is obvious that social partnership as an effective mechanism for regulating relations at all levels will be further developed. It should be based on the principles of voluntariness, equality and mutual responsibility of the parties, and serve as an essential tool for maintaining cooperation and improving its forms.

At the enterprise level, as noted, the parties to social partnership are the employer (employers) and the labor collective, whose powers, according to Russian law, are exercised by the general meeting (conference) and its elected body - the council of the labor collective. The labor collective exercises the right of employees to participate in the management of an enterprise (organization), to make proposals for improving its work, as well as on social, cultural and consumer services. He considers and resolves issues of concluding a collective agreement with the administration, self-government of the labor collective, and other issues in accordance with the collective agreement.

Participants in the negotiation process to regulate social and labor relations can be representatives of employers' associations - voluntary associations or unions of both individual citizens and legal entities engaged in entrepreneurial activities. Such associations are created to coordinate commercial activities, represent entrepreneurs, protect their common property and other interests.

The role of trade unions in the establishment and implementation of social partnership is great.

1.3.2. The main functions of the social service

The functions and the management process itself constitute the content of the purposeful impact on people engaged in joint activities, on their social connections and relationships. This refers not only to the functions of the social service, but also to the specific forms, methods and incentives that are used to streamline and improve the effectiveness of joint efforts. As an indispensable link in the personnel management system, the social service has its own range of tasks and responsibilities, determined both by the general requirements for the management of social processes and by the characteristics of the social environment of the organization.

The functions of the social service include all known management elements: thoughtful planning based on predictive foresight, regulating and coordinating management, incentive motivation, corrective control and informing about the state of the social environment. functions. Let's consider them in more detail.

Social forecasting and planning — the most important tool for managing social development. It involves a deep and versatile analysis of the state of the social environment of the organization; meaningful diagnostics, clarification and explanation of the relationships that develop between its individual parts; foreseeing which option for solving an urgent social problem will be the most effective. This requires reliable sources of information, which, in particular, include statistical data characterizing the material base and other components of the social environment of the organization; data from the study of social and sanitary and hygienic conditions of work and rest, compliance with safety measures during work, as well as public opinion and prevailing moods in the team; defining, using sociometric methods and sociograms, a more or less integral picture of the existing social ties and relationships of employees, their expectations and preferences in relation to the real capabilities of the organization.

Only on the basis of accurate knowledge of specific circumstances
and the general situation, both in the organization itself and in the region,
industry and the country as a whole, you can assess the state of affairs in the social environment, see the prospect of changes in it, choose
adequate methods of achieving change. The forecast should be
subject to practical confirmation before becoming
a guideline in the development of target programs, planning, design and other management decisions proposed by the social service.

Planning, being a kind of rational-constructive activity, means both setting goals and choosing the means and ways to achieve them. It will make it possible with greater expediency and efficiency to act on social processes in the organization.

Examples of a systematic approach can be found in the practice of many countries - these are targeted programs to improve the quality of working life, which, since the mid-70s. found distribution at the enterprises of the USA and a number of other states; relating to the 70-80s. plans for social development at enterprises of the former USSR; nationwide plans for socio-economic development in Japan, which since the mid-50s. large firms and corporations of this country are guided by the choice of priorities in the economy and the social sphere.

In modern Russia, the strategic focus of forecasting and planning the social development of enterprises and other commercial organizations is determined by the Constitution of the country, which characterizes the Russian Federation as welfare state striving to create conditions that ensure a dignified life and free development of its citizens, a guarantee of their rights and freedoms. The ongoing reforms to liberalize the economy, establish market relations, and streamline the social sphere are subordinated to this general goal. At the same time, social forecasting and planning is hampered by a protracted decline in production and a sharp decline in investment, a decline in the standard of living of a significant part of the population, as well as the slow pace of socio-economic transformations at the enterprise level.

Obstacles to the effective functioning of enterprises in the establishment of market regulation are primarily due to financial costs resulting from the recent (1998) hyperinflation, ill-conceived large-scale privatization of former "public" property, gaps in legislation, burdensome cultural purposes and housing and communal services, a relatively low level of qualifications management personnel... The process of making a reasoned choice of social goals and means of achieving them, as well as public control over the implementation of planned measures, is hampered by the lack of reliable information about the actual capabilities of a particular organization.

Organizational, administrative and coordinating functions provide for material, financial, personnel support for the implementation of targeted programs and plans for social development. the development of the organization, the use of appropriate social technologies, as well as interaction with related management structures, trade unions and others public associations, state and local government bodies involved in the social sphere. It is necessary to prepare draft decisions, orders, regulations, instructions, recommendations and other documents on social issues, of course, meeting the requirements of the current social and labor legislation, established social standards, federal and regional standards.

The main thing in the performance of these functions is personnel, business and ethical training of employees involved in solving social problems: they must have a high degree of competence, combining general and professional knowledge with a desire to take into account life realities.

The development and implementation of the notorious programs to improve the quality of working life at US enterprises were accompanied by the involvement of specialists in research and development. training centers, popularization of the experience of successful companies, the inclusion of new sections on the management of social processes in textbooks on the basics of management. These events were actively supported by the administration of a number of states and many municipalities.

In the former USSR, with the widespread dissemination of social development plans, the training of workers of social services of enterprises and their qualifications were also not ignored. In addition to standard methods of social planning, specially developed training programs were offered, seminars were held, and short-term courses were organized. The students were introduced to the scientific foundations of the increasing role of the human factor in social production, the possibilities of applying the achievements of sociological and psychological sciences to the management of social processes in labor collectives, the content of the state's social policy of that time, the experience of organizing the work of social services directly at the best enterprises.

When implementing the administrative functions of the social service, it is necessary to take into account that the definition of goals and objectives, principles, directions and mechanisms for the social development of any economic organization significantly depends on the organizational and legal form of the enterprise, which limits the degree of government influence, regulating the impact on commercial organizations. This circumstance, characteristic of the new economic conditions, makes the lack of initiative and low level of responsibility of enterprise managers intolerable, including in solving social problems.

Incentive stimulation involves involvement in active work on the implementation of social programs and plans, ensuring high efficiency of the solidarity efforts of workers, encouraging those who show initiative and show a good example to others, the implementation in the changed conditions of the role of the council of the labor collective and other representative bodies of workers. The administration of the enterprise (organization), the social service are obliged to create appropriate conditions for the activities of trade unions, to enjoy their support in solving general problems and issues, one way or another related to the improvement of working and living conditions, social services for workers.

It is very important to take into account that the system of labor motivation in general and social motivation in particular is an indispensable part of the complex of conditions that ensure the effective activity of all personnel and the development of each individual individually. It is necessary to reckon with the mechanism of human activity, which provides a chain of needs, interests, motives, actions and goals, achieving a certain degree of satisfaction of needs, the impact of the achieved result on the socio-economic environment. At the same time, it is necessary to take into account the peculiarities of the human psyche: people usually overestimate their needs, most often they are inclined to desire not less, but more.

Social programs, as a rule, are carried out in the order of planned work, according to the established schedule. However, sometimes the corresponding activities are carried out on the initiative of the collective, ^ 3 on an amateur basis - for example, subbotniks for the improvement of the territory of enterprises, residential neighborhoods and suburban places of rest. Participation in such works, being a manifestation of people's initiative and enthusiasm, serves as an effective stimulus for their social activity.

Constant control over the implementation of the planned activitiesand informing the team about changes in the social environmentde interconnected with the receipt, analysis and generalization of various information about the social environment of the organization, the changes that occur in it, correlating them with the implementation of the approved plan and targeted social programs. The social service should have a system of coordinates for the life of the enterprise with indicators of its social development, i.e. something like a "social passport" (by analogy with a technical and economic passport) as an orientation tool in solving social problems.

Control is unthinkable without an examination of the working and living conditions of employees, their compliance with the legislation in force in the Russian Federation, social standards and state minimum standards. And this, in turn, involves turning to monitoring (observation, assessment, forecast) of social processes, which allows you to identify and prevent negative trends, as well as to social audit - a specific form of revision of the conditions of the social environment of a given organization in order to identify factors of social risks and developing proposals to reduce their negative impact.

It is equally important to ensure that staff are promptly informed about the state of the social environment, the improvements achieved in it, as well as about unresolved problems. A full-fledged informational support of social development requires a study of public opinion and the mood of workers, identification of issues that cause increased attention and greatest interest.

A special approach deserves an assessment of the results of the implementation of social measures, summing up the results of what has been done in terms of the improvements achieved in the social environment, and determining their economic and social effectiveness. A number of fundamentally important provisions should be kept in mind here.

Obviously, the effectiveness of the development of the social environment is legitimate to consider as a certain proportion of the overall effectiveness of the organization, as part of the total effect of the work of the personnel. From this it follows that the final results of the organization's activities that characterize it may well serve as significant indicators of the effectiveness of social measures. the economic growth, production and sale of products, making a profit, etc.

If the overall efficiency is determined on the basis of the goals set as a mathematical correspondence (function) of the results achieved to the funds spent on this, then the effectiveness of social development is nothing more than the ratio between the impact of the social sphere on personnel and the material, financial and other costs of introducing new social technologies. implementation of social activities. Usually, indicators of both economic and social efficiency are distinguished.

Cost-effectiveness means achieving measurable change for the better in the social environment of an organization at the lowest cost. It lends itself to a qualitative definition and quantitative measurement, it can be expressed by statistical data and corresponding indices characterizing, in particular, the growth of labor productivity, an increase in the quality of goods and services provided, an increase in profits, staff turnover, the level of discipline, etc. At the same time, the results of economic activity are indicators of social effect, compliance with the social goals of a given organization and society as a whole. The social effectiveness of changes in the social environment of an organization, its definition is based mainly on the recognition of the priority of social goals: the more this or that event contributes to the solution of specific social problems, the more socially effective this action is. The measure of the social effect is not always possible to express in numbers - more often qualitative indicators are used, recorded in official documents, results of surveys, questionnaires and others. social research... They determine the scale and useful impact of changes in the social environment of a given organization, including the implementation of targeted social programs, advanced training and professional competence of employees, the moral and psychological atmosphere in the team, the degree of satisfaction with work, its material and moral remuneration, the level of development of social partnership.

In practice, socio-economic efficiency is generalized. Often, especially with limited resources, there are contradictions, inconsistencies in the achievement of economic and social goals. In such cases, it is important for officials to respect social priorities, to give priority to those benefits and social services that determine the business spirit and material well-being of employees.

1.4. Resources and reserves of social planning

The fact that the planned economic system has in some way exhausted itself and is being replaced by a market and competitive system may give the impression that social planning is no longer used as a toolkit for organized social change. Of course, the possibilities that society possessed under the planned economic system have largely been exhausted. It is obvious that the next stage in its development is necessary, the opening of deep reserves. Social standards can breathe new life into social planning, representing scientifically grounded quantitative and qualitative characteristics of the optimal state of the social process (or one of its sides), obtained on the basis of taking into account the objective laws of social development and the possibilities of society and aimed at maximum satisfaction of the material and spiritual needs of the individual ... Their concrete historical character lies in the fact that they reflect the possibilities and needs of social development at this stage and, accordingly, can (and should) change in the future. Basically, they have a clear quantitative and qualitative certainty, which is a value that characterizes the ideal (desired) goal of the development of the planned process. Accordingly, in order to establish the most effective balance of needs and opportunities in social development, the standards are usually tested first experimentally, and then on a massive scale (for example, the minimum consumer budget).

It is extremely important that social standards are consistent with each other, because their disharmony leads to no less costs than their absence. Social standards, reflecting general patterns, are differentiated depending on specific national, natural, socio-demographic characteristics and cannot remain unchanged. They involve the use of coefficients, the use of which is especially important in areas of new development, in difficult natural and climatic conditions, in regions with different sex and age structure of the population.

Rationing, as one of the forms of social planning, affected many aspects of human life: work, culture, everyday life, but it only slightly affected social and political activities, social and interpersonal communication. Together with some irregular aspects of work, activities in the field of culture, family and everyday life, this is the area of those social relations that were practically not exposed to quantify... Due to the fact that in very many areas the definition of standards is difficult, it is legitimate to introduce into the practice of planning the concept of "social landmark", which expresses the most possible rational value of the development of social processes, based on the prevailing indicators of the development of similar phenomena. In fact, in practice, the following technique is often used: the best indicators of a number of production organizations and associations are taken as the optimal value. They become, in a certain sense, a standard, that is, a reference point. These better results can be taken in a particular setting as the so-called working optimum.

Social standards and guidelines are classified on various grounds. Traditional and generally accepted is the classification of social guidelines and standards for the spheres of human activity (labor, social and political life, culture, everyday life, interpersonal communication). They, firstly, reflect the provision of material resources per 10 thousand people of the population. The practical application of this approach makes it possible to assess the lag, lead or compliance of the level of development of social processes in a region or country in comparison with regulatory requirements.

Secondly, social standards can be expressed in the requirements for urban and rural settlements. These standards are associated with architectural and planning solutions and the need to organize a rational life of the population. These standards should include the provision of rural settlements with schools, cinemas, bus services, trade establishments, etc. As applied to cities, this is the equipment and provision of city micro-districts with everything necessary for everyday life, or a description of the regulatory requirements concerning each city dweller, for example, the standard for the placement of green spaces.

Thirdly, there are norms associated with the use of the "person-person" system. In other words, how many people of this or that profession are there per 1 thousand of the population, for example, sellers, teachers, cultural workers, etc. Practice shows that the smaller this ratio, the more complaints about the quality of their work, efficiency, agility, and the socio-psychological climate. A certain modification of this requirement can be the provision of personnel per 1,000 population by type of profession.

Social standards and guidelines can be developed for different levels of social organization of society. Some of them are used for comparison throughout the country, others - only in a certain region, others - in the national economy, the fourth - in a small group of organizations, including primary ones. Social standards and guidelines can be differentiated depending on the social structure of society, for there is no doubt that, for example, the problems of advanced training and education in the normative aspect will be different depending on the specifics of each of the socio-demographic groups. And finally, social standards and guidelines are changing and will change at every stage of development not only of society, but also of every region, every production. The social map of the region and the social passport of the organization, which state the diversity of social processes and changes at these levels, have great and not yet fully utilized opportunities for improving planning. Such documents allow continuous analysis and comparison between planning objects. This is especially clearly manifested when planning the social development of a large region, when considering the state of social infrastructure, a social card or social passport presupposes the use of various coefficients, which is caused by the objective need to take into account the different demographic structure of the population, natural and climatic conditions or national characteristics. Their application in new buildings, in young cities, clearly reveals this contradiction and shows what measures can be taken to solve the problems posed.

The existing experience of social planning shows that usually the social composition of the population, the demographic situation, and then the indicators of the labor, socio-political, cultural and family-household spheres are characterized in a social card or passport. Often they reflect the staffing of social development and its material and technical base, which can be considered and analyzed both in the spheres of public life and independently. Such data are complemented by the characteristics obtained in the course of sociological research.

2. Practical part

2.1.1. The branch of the departmental guard of the Krasnoyarsk railway is headed by a director appointed and dismissed by the general director of the Federal State Enterprise "Departmental Guard" of the Ministry of Railways of the Russian Federation.

The director of the branch provides training and retraining of a sufficient contingent of employees for the volume of work performed, as well as the implementation of a program to promote the employment of released workers. It also concludes and dissolves employment contracts with employees, defines their job responsibilities. The head of the branch, within the limits of his competence, issues orders and gives instructions that are binding on all employees, applies incentives and imposes disciplinary sanctions on them in accordance with the legislation of the Russian Federation.

Deputy directors of a branch, chiefs of departmental security detachments act on behalf of the director, represent the interests of the organization in state bodies and enterprises, make transactions and other legal actions within the powers stipulated by their official duties, legislative and legal acts.

The management structure of the branch of the FGP of the departmental security of the Ministry of Railways of the Russian Federation on the Krasnoyarsk Railway can be represented in the form of an organizational and functional diagram (Figure 1):

Figure 1 - Management structure of the branch of departmental security

Krasnoyarsk railway

2.1.2. not found

2.1.3,2.1.4. The wages fund in 2004 amounted to 223,758 thousand rubles, having increased by 111.4% against 2003. In comparison with 2002, the wages fund has increased by 142%. Average monthly wages increased by 110.9% against the 2003 level. The growth in wages is shown in Table 1.

Table 1 - Average monthly salary in departmental security

The balance sheet profit in 2004 amounted to 1,800 thousand rubles, which is 128.6% more than the 2003 data. There is an increase in the increase in profits by reducing the costs of the organization. The profitability of the organization in 2004 was 0.5%. Accounts receivable for 2004 amounted to 700 thousand rubles. due to an increase in income and not timely fulfillment of obligations of other organizations. Accounts payable in the amount of 30,243 thousand rubles. received at the expense of non-payment of wages in December 2003 The Unified Social Tax (UST) amounted to 5438 thousand rubles, taxes to the budget - 2315 thousand rubles, others - 607 thousand rubles.

Savings accrued for social development of departmental security amounted to 77 thousand rubles. compared to the plan.

The consumption of materials in 2004 amounted to 3130 thousand rubles. with the plan of 3150 thousand rubles. Savings against the plan amounted to 20 thousand rubles.

Fuel savings amounted to 7 thousand rubles, gasoline consumption in comparison with 2003 decreased by 3.1 thousand rubles, coal consumption decreased by 4.2 tons.

Electricity consumption for own needs in 2004 amounted to 936 thousand kW. hour, and in 2003 - 931 thousand kW. hour. Compared to 2003, the consumption of electricity. energy increased by 5 thousand kW. hour by e-mail translation heating of the shooting team st. Red Cordon.

Depreciation of the fixed assets in 2004 was charged in the amount of 1943 thousand rubles. with the plan of 1902 thousand rubles. Compared to 2003, depreciation was charged more in the amount of 41 thousand rubles. based on indications of the value of the fixed assets.

Other material costs in 2004 amounted to 736 thousand rubles. with the plan of 950 thousand rubles. In comparison with 2003, the savings amounted to 214 thousand rubles. Other expenses in 2004 amounted to 5013 thousand rubles. with the plan of 6025 thousand rubles, the savings amounted to 1012 thousand rubles.

Profit is determined by the difference between the income received from ancillary and auxiliary activities (LDP), non-operating profit. Indicators and dynamics of the profits of departmental security for 2002 - 2004 are shown in Table 2.

Table 2 - Profit on LDPE of departmental protection for 2002 - 2004

Name indicator	Unit				Forecast
LDPE income	thousand roubles.	2061	2629	3115	3500
LDPE costs	thousand roubles.	1448	1920	2294	2650
Profit	thousand roubles.	613	709	821	850

A profit in the amount of 821 thousand rubles was received from ancillary and auxiliary activities in the departmental security of the Krasnoyarsk railway. when assigning 570 thousand rubles. The overfulfillment amounted to 251 thousand rubles. or 144% to the plan and 134% to the corresponding period of the last year. The analysis of the financial and economic activities of the departmental guard of the Krasnoyarsk railway showed that the organization works profitably, stably and achieves good results. This is achieved by results effective management, correctly chosen direction personnel policy, creation of a combat-ready productive team of leaders of all levels, team cohesion, maintenance and improvement socio-psychological climate in the units to achieve the assigned tasks.

2.2.Staffing

2.2.1,2.2.2,2.2.4. The staffing of the departmental security personnel as of January 1, 2004 is 2068 people, the actual number is 2038 people. The shortage of employees is 30 people - this is due to the natural outflow of employees, and the ban on hiring.

The staffing of employees of the departmental security as of January 1, 2005 is 2082 people, the actual number is 2022 people. The shortage of employees is 60 people. (the reason is the same as last year - the natural exodus of employees and the ban on hiring).

Table 3 - Analysis of departmental security personnel by age

staff
Number of persons
Percentage of staff by age

As can be seen from the table, 35.3% of employees of departmental security are between the ages of 30 and 40 - this is the most significant group; the groups under the age of 30 and 40 to 50 are approximately equal.

Let's analyze the structure of personnel by length of service (table 4)

Table 4 - Analysis of departmental security personnel by length of service

Most of the departmental security personnel have 10 years of work experience, only 138 people have more than 20 years of work experience.

Let's consider the average number of employees of the departmental security of the Krasnoyarsk railway for 2002-2004. (table 5).

Table 5 - Average headcount of departmental security personnel

In connection with a decrease in the number of dismissed workers, an increase in the number of personnel for LDPE, the average number of employees of departmental security is growing.

2.2.3. An analysis of the staffing level of the departmental security personnel of the Krasnoyarsk Railway is shown in Table 6:

Table 6 - Analysis of the staffing level of departmental security personnel.

positions

Leadership
Specialists
Employees

2.2.5. According to Table 3, it can be revealed that the percentage of cadres of pre-retirement age is small (about 8.8%). Therefore, no additional recruitment or renewal is planned for the next 10 years.

2.2.6. Let us analyze the ratio of hired and dismissed employees of the departmental security of the Krasnoyarsk railway (table 7).

Table 7 - Analysis of hired and dismissed employees of departmental security

The number of hired and dismissed employees of departmental security is decreasing. In 2004, 101 people were admitted, which is 29 people, less than in 2003, or 3.5%. The decrease in the number of people hired is explained by the fact that the wage fund is limited and hiring from outside is prohibited (except for transfers from other enterprises of the road due to the reduction in the number and from the Siberian Department of Internal Affairs of Transport).

2.3 Social development plan

2.3.1. Data from paragraphs 2.2.1-2.2.4.

2.3.2,2.3.4. Motivation of employees of departmental security is also manifested in people's confidence in the future, a sense of social security in the sections Collective agreement, in the Regulation on the provision of material assistance, the allocation of vouchers for health improvement and sanatorium-resort treatment of the working personnel of the organization and their families.

Insurance of all employees of departmental protection against industrial accidents at the ZHASO Insurance Company also affects the motivation of labor activity in the organization.

During the research it was revealed:

The level of social protection will not particularly increase in connection with the reform of the railway transport;

The social security of the laid off workers is at the proper level;

In general, normal working conditions have been created in the organization, although some employees believe that these conditions need to be improved, and 2 people. answered in the negative and the working conditions are insufficient;

An increase in wages is necessary and at the same time there will be more interest in work, but a sharp and rapid increase in labor productivity will not occur;

The increase in wages should be doubled and then there is an opportunity to increase labor productivity and efficiency in the work of the organization;

Most of the workers do not mind using the services of the Krasnoyarsk railway dispensaries, but would like to increase the efficiency in the work of these enterprises;

It is necessary to revise the organizational measures to improve the work of the railway clinic and the road hospital;

It is better to conduct advanced training and study of social issues before the age of 40, thereby providing an opportunity career growth, interest in work, achievement of goals in life;

The maximum number of employees should take part in solving social problems in the organization;

The relationship on social security in the team is normal, although the solution of some problems should be considered together at general meetings and come to a consensus;

The conditions for cultural, educational, recreational and sports work in the team are not sufficient, there are no targeted measures to solve these problems, everything happens spontaneously

Insufficiency of the amount of material assistance for the burial of an employee, close relative or unemployed pensioner;

It is necessary to increase the activity of the leadership of the organization and the trade union organization in solving the problem of social security of workers and raising these issues to the proper level.

2.3.3. In the branch of the departmental security of the Krasnoyarsk Railway, a tariff system of remuneration operates on the basis of the approved "Regulations on the remuneration of workers of the FGP of the departmental security of the Ministry of Railways of Russia", which is a set of standards with the help of which the wages of various categories of personnel are regulated. The constituent elements of the tariff system are tariff rates, qualification grades, official salaries, qualification categories.

The wage rate is the amount of the worker's wages expressed in monetary terms per unit of working time. The departmental guard has hourly tariff rates. The tariff rate serves as the basis for determining the amount of wages for all categories of workers. Rates for wages of time workers are calculated based on the assigned grade and hours worked.

In the departmental security, it is the time-based wages that are applied, since it is not possible to normalize labor costs and wages are calculated based on the number of hours worked and the qualifications of the employee, determined using the tariff rate or the official salary.

The regulation on remuneration in force in the organization is aimed at:

Implementation of a coordinated unified policy of the FGP of the departmental security of the Ministry of Railways of Russia in the field of labor organization and wages;

Implementation of the principle of equal pay for equal work;

Stimulating the contribution of each employee to increasing the effectiveness of the work of departmental security;

Increasing the importance of wages in ensuring the social security of workers.

Remuneration of workers at the enterprise is carried out at hourly tariff rates according to the time-bonus form of organization of labor remuneration.

For shooters and guides (counselors) of service dogs, who are directly involved in escorting and guarding goods on trains and in parks of railway stations, as well as protecting money, during transportation (transportation) and storage, tariff coefficients increase by 10%.

Employees of specialized firefighting trains for the period of work related to the elimination of the consequences of emergencies are paid fivefold.

Remuneration for the work of managers, specialists and employees is made according to monthly official salaries, determined on the basis of the minimum wage established in the industry, the tariff coefficients of the OETC of the corresponding level of management. The level of tariff coefficients for the remuneration of managers and specialists is determined based on the functions of economic and operational management performed.

In order to stimulate the improvement of the professional skills of workers, to enhance their material interest and responsibility for the quality of work and the fulfillment of production tasks, differentiated markups can be established to tariff rates for qualification categories: 3rd category in the amount of up to 12%, 4th category - up to 16% , 5th grade - up to 20%, 6th and higher grades - up to 24% of the corresponding tariff rate.

Specialists who directly develop and implement progressive forms of labor organization at workplaces and who have achieved high results in reducing labor costs and increasing efficiency are paid a one-time incentive by saving the wage bill.

Heads and specialists can be provided with allowances to the official salary:

For high achievements in work;

For the performance of especially important work for the period of its implementation;

For mastering related specialties, obtaining additional

education with a corresponding expansion of functional

responsibilities;

For fulfilling the duties of an unreleased group leader

employees of one or more areas of work.

Systems of material incentives for employees (payment of bonuses, incentives, remuneration) are introduced in order to stimulate an increase in the efficiency and quality of work, an increase in labor productivity, and to achieve positive financial and economic results of the activities of departmental security.

Bonuses to employees for the main results of activities are carried out on the basis of the Regulations on bonuses and established bonus indicators, depending on the level of performance, overfulfillment (improvement) of specific performance indicators of the enterprise, structural units of departmental security and individual employees.

The current bonuses to workers are provided for ensuring the safety of transported goods, the safety of protected objects, ensuring fire safety, carrying out preventive work, increasing labor productivity for shooters to escort trains with protected cargo, ensuring labor safety, compliance with the requirements of regulatory and legal documents regulating cargo escorting, security facilities and fire safety. The current bonuses to managers, specialists and employees are carried out for ensuring the efficiency and quality of work, increasing labor productivity, achieving positive financial and economic results of the enterprise.

Stimulation of the regime of saving and rational use of material, fuel and energy resources, reducing maintenance costs, ensuring the fulfillment of tasks for increasing labor productivity, introducing new technology is carried out according to a special bonus system that takes into account the specific contribution of employees to achieving positive results in certain types of activities of the enterprise (subdivisions ).

The analysis of labor and wages in 2004 in the branch of the departmental security is as follows:

The average number of employees was 2063 people.

The average monthly salary is RUB 9015:

According to the arrows on the protection of objects - 8195 rubles.

For cargo escorting - 9327 rubles.

Firefighters - 8134 rubles.

According to the categories of working employees, the average monthly salary was distributed as follows: managers - 14,133 rubles; specialists - 13195 rubles; employees - 12,986 rubles; workers - 8565 rubles.

The share of the tariff (salary) in the salary is on average 28.1%, the average percentage of the bonus for the main results of work to the salary (tariff rate) was 38.8%.

In comparison with 2002, the growth of the average monthly wage in the amount of 10.9% was mainly due to the transfer of workers to the new sectoral unified wage scale (OETS) and the indexation of wages in the industry.

So, in the departmental security, in accordance with the "Regulations on the bonus payment of employees", the percentage of payment of bonuses for the implementation of the main performance indicators, for example, for shooters for the protection of objects - up to 30%, for shooters for escorting trains - up to 40%. When the indicators are met, all employees of the departmental security, regardless of their personal contribution to the common cause, receive a bonus of 30 or 40%, although they work in different ways, and receive remuneration in the same way.

The effectiveness of incentives within a team depends on the ideological and moral content of incentives, on internal dependence and coherence between employees, on their compliance with the needs, interests and motives of individuals. Equitable stimulation creates a certain social and psychological atmosphere that favorably influences or, on the contrary, inhibits the implementation of moral and other requirements. Moral stimulation in a team should be considered not as another company, but as an essential constant feature and feature of its life, as an integral system that begins to operate already with the hiring of new employees.

Assessment of the employee's personal contribution should be objective, pedagogically focused, educate and activate his work. The effectiveness of the assessment is determined, first of all, by its objectivity, and the degree of “fairness” of the assessment depends on:

From the completeness and accuracy of the information;

From the social significance of moral, ethical principles and criteria applied in a particular case.

In the collective of the branch of the departmental security of the Krasnoyarsk railway, for the first time, "Diagnostics of the social and psychological attitudes of the individual in the motivational and need-based sphere" was carried out according to the method of O. F. Potemkina.

The purpose of this study was to study the social and psychological attitudes of staff in motivating work activities, aimed at "altruism - egoism" (altruism - the desire to help people) and identifying attitudes towards the "process of activity" or "result of activity".

Carrying out such diagnostics allows one to have an idea of the orientation of any work collective of departmental security in socio-psychological attitudes in the motivational-need-related sphere, especially when mutual support and assistance are constantly required in the performance of official duties.

The state of labor and performance discipline in the subdivisions in 2004. made it possible to complete the tasks facing the departmental security of the Krasnoyarsk railway in full. Service and labor discipline in comparison with previous years, it is characterized by the data presented in table 8.

Table 8 - The state of labor discipline in the departmental security units for 2002-2004.

Indicators
Total violations

Show up at work in drunk
Total penalties imposed
Employees encouraged
Fired for violation of labor discipline
Staff turnover

The above indicators of the state of labor discipline indicate a downward trend in the incidence of violations. However, such cases as absenteeism and drunkenness at work have not yet been eliminated.

Conclusion

Our research has proven that social planning is an essential element in managing the development of any organization. This is an effective form of managing social processes, an important means of systematic use of social factors and social reserves of economic development in the interests of a person, which appears most clearly and definitely at the enterprise level. It includes various ways of allocating resources for the effective or optimal solution of specific social problems, a phased solution of priority tasks for achieving public good.

The main task of social planning is to optimize the processes of social development. The object of social planning is social relations at all levels, including:

Social differentiation, social structure;

The quality and standard of living of the staff, incl. the level of real incomes in general

Quality and level of consumption; provision of housing, its comfort;

Provision of the most important types of goods and services;

Development of education, health care, culture;

Determination of the volume of these services provided to employees on a paid and free basis, etc.

It turns out that the plan of the enterprise must, on the one hand, be sufficiently detailed in order to anticipate and solve emerging problems in time, as well as to coordinate the efforts of various departments and specialists. On the other hand, the plan should be flexible enough to allow professionals to respond to unexpected environmental disturbances and to take advantage of chance opportunities.

Planning works well in a stable, clear, formalized and predictable environment. In this case, planning allows you to anticipate all major upcoming events in advance and take all useful measures in time, including the efficient allocation and use of resources.

However, planning can be used not only in a stable, clear, formalized and predictable environment, but also in a turbulent, fuzzy and poorly predictable environment. Therefore, the problem of correct and effective planning of the social development of an organization is very relevant at the present time.

After analyzing the social development of an organization using the example of a branch of the departmental guard of the Krasnoyarsk railway, we identified the main features of planning:

A social development plan can be drawn up for the short, medium and long term
The social development plan can include all social processes in the organization, or only those that are most problematic.
Planning should be based on the results and assessment of indicators of the state of social development of the organization
The plan must be clear and effective, as well as correspond to the available resources for its implementation.
The activities for the implementation of the plan should be constantly monitored and adjusted depending on the results.

So, the task at work has been completed by me. After studying the theoretical foundations of planning and conducting practical research, I realized the importance of effective social planning in organization in modern society.

Bibliography:

Afonin Yu.A., Zhabin A.P. Social management.- M., 2004.-320s.
Volchkova L.T. Planning of socio-economic development.-SPb., 2002.-p.60
Vorozheikin I.E. Management of social development of the organization.- M., 2001.-176s.
Gordienko Yu.F. Study guide Rostov on Don, 2004.-435s.
Dikareva A.A. Sociology of Labor.- M., 1989.-304s.
Zakharov N.L., Kuznetsov A.L. Management of social development of the organization.- M., 2006.-263p.
Ivanov S.V. Social protection population in market conditions .- SPb., 1997-237s.
Kopeikin G.K. Management of the social development of the organization. - SPb., 2003.-46s.
Kurbatov V.I., Kurbatova O.V. Social design: textbook. - Rostov on Don, 2001 - 416p.
Kurakov V.L. Strategy for planning the development of the social sphere: methodology and concept of increasing the effectiveness of its structural components. - SPb., 2002. - 272p.
Pavlova E.A. The system of planning the activities of the enterprise .- SPb., 2003.-155s.
Prigogine A.N. Contemporary sociology organizations.- M., 1997.-p. 17-19

13. Slutsky G.V. Management of social development of the personnel of the enterprise. - M. 1994.

Sokolova G.N. Sociology of Labor. - M., 2002.- 316s.
Social management and planning: collection of articles / ed. Volchkova L.T. - SPb., 2004.-264s.
A.V. Tikhonov Sociology of Management.- SPb., 2000.-234s.
G.V. Shchekin The theory of social management. - Kiev, 1996-213s

It might be helpful to read:

Fundamentals of planning in social organizations. The essence of social planning. Recommended list of dissertations

Topic 1. Planning in the enterprise (object) management system

Topic 2. Forecasting the business activity of an enterprise (object)

Topic 3. Strategic planning at the enterprise

Topic 4. Planning the resource potential of the enterprise (object)

4.1. Planning principles

Course project

Explanatory note

Content, volume, labor intensity and schedule of implementation

Name

Unit

Forecast

LDPE income

thousand roubles.

2061

2629

3115

3500

LDPE costs

thousand roubles.

1448

1920

2294

2650

Profit

thousand roubles.

613

709

821

850