4 Social orientation and scheduling efficiency. Social development planning in the organization. Essence of social planning in the enterprise

Planning - This is the function of control, including the following complex of work: analysis of situations and environmental factors; prediction, assessment and optimization of alternative options for achieving the objectives formulated at the strategic marketing stage; development of a plan; Implementation of the plan. Content plans may be problematic, complex or local; strategic, tactical (usually annual) or operational.

The most complex direction of economic development is the development based on the enhancement of innovative activity characterized by great uncertainty.

Accordingly, planning for these conditions will be the most difficult, and planning tasks are most difficult to implement. We give the main tasks planning activities of the production system (firm):

the choice of the optimal strategy of the company: for the future based on forecasts of alternative strategic marketing options;
ensuring the sustainability of the functioning and development of the company;
the formation of an optimal nomenclature and assortment of innovation portfolio and innovation using scientific approaches;
structuring the objectives of innovation;
comprehensive provision of execution of plans;
the formation of organizational and technical and socio-economic activities ensuring the execution of plans;
coordination of execution of plans for tasks, performers, resources, timing, location and quality of work;
stimulating the execution of plans.

Maintenance principles Planning consist of:

continuity of strategic and tactical plans;
social orientation plan;
ranking planning objects for their importance;
adequacy of planned indicators;
consistency of the plan with the parameters of the control system of the control system;
variability of the plan;
balance sheet (subject to providing a reserve for the most important indicators);
economic validity of the plan;
automation of the planning system;
ensuring the planning system feedback.

Consider briefly the contents of the planning principles listed. Continuity Strategic and current plans provides that the composition of current plans or sections of the business plan must repeat the main sections of the company's strategy. The number of planned indicators in the business plan sections should be greater than in the sections of the company's strategy. The smaller the planning horizon, the greater the number of planned indicators. The business plan indicators should not contradict the approved indicators of the company's strategy, they can only be more stringent and profitable firm at the moment.

Social orientation The plan provides (along with technical and economic problems) solving the problems of ensuring compliance with the international requirements for environmental, safety and ergonomics of goods and the functioning of the company, as well as indicators of social development of the team in accordance with the requirements of the international standard SA 8000.

Ranking objects Planning for their importance must be carried out for the rational distribution of available resources. For example, if the manufactured goods have about the same level of competitiveness, then it is first necessary to send resources to increasing the competitiveness of the goods having the greatest share (at the cost of sales) in the company's program. With a different level of competitiveness of goods, resource allocation priorities are determined by the method described in the textbook of the author "Strategic Management".

Adequacy The planned values \u200b\u200bof real validity are ensured, firstly, by an increase in the number of accounts taken into account when predicting alternative planned indicators, secondly, a decrease in an approximation error or an increase in the accuracy of forecasts.

Consistency The plan with the control parameters of the control system is established by analyzing the dynamics of the environmental factors and the study of the influence of these factors on the planned indicators.

Variation The plan is associated with the development of at least three alternative options for achieving the same goal and choosing the optimal option that ensures the achievement of the planned target with the least costs.

Balanced The plan is ensured by the continuity of the balance of indicators on the hierarchy, for example, the functional model of the object, the cost model (when conducting a functional value analysis), the balance of the receipt and distribution of resources, etc. At the same time, according to the most important indicators, the creation of a reserve is envisaged.

Economic validity The plan is one of the most important planning principles. The final choice of options for scheduled indicators should be carried out only after conducting system analysis, forecasting, optimization and economic rationale for alternative options. This principle of planning is discussed in detail in the author's textbook "Management Solutions".

Automation of the planning system is one of the planning methods requiring the use of modern information technologies and computer equipment that ensures the coding of information based on its classification, unity and systematic information on the stages of the planning object of the planning object in accordance with the principles of CALS information technology, operational processing, reliable storage and Transfer information.

The planning principle is to ensure the feedback of the planning system - assumes the ability for a performer of the plan (planning system output) to submit proposals for the change (adjustment) of its developer.

Apply all the considered principles is very difficult. This is unable to large firms with qualified personnel, modern information technologies and necessary resources. Therefore, the number of principles used is determined by the complexity and number of goods manufactured and services provided, the image and stability of the company. It should be noted that in the face of tough competition, the following trends are observed in planning: reducing the duration of the development of plans, an increase in their validity and quality, the use of modern information technologies (for example, CALS), support for the results of strategic marketing.

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COURSE WORK

under the discipline "Sociology of Management"

on the topic "Social planning in the enterprise"

Introduction

Chapter 1. Theoretical aspects of social planning in the enterprise

1.1 Essence of social planning in the enterprise

2. Analysis of social planning and social development LLC ORTRANS

2.1 General characteristics LLC "Ortrans"

Conclusion

List of used literature

Introduction

Social planning implies timely identification of the problems of social structure development, assessing the main indicators of its condition, collecting information, determination of the actual state of affairs, the establishment of the priority of solving social problems, i.e. Determining the goals and objectives of the plan, the development of the project project, as well as the definition of resources for its implementation. Social planning is necessary in each organization to effectively function the processes of the social sphere.

The relevance of the implementation of social planning in enterprises at the present stage is associated with a number of reasons. Firstly, this is due to competition and the emergence of enterprises in the market with foreign capital, where owners offer their Russian employees social programs, more attractive in comparison with domestic enterprises - competitors. Among Russian enterprises, awareness is aware of the fact that it is possible to compete in the labor market not only in terms of wages, but also in terms of the volume and content of social packages. There is a stimulus for the management of enterprises to introduce modern systems for improving employee motivation.

Secondly, the problem of planning social programs in Russian enterprises arises in connection with the problems of attracting qualified personnel and rejuvenation of labor collectives. In this regard, the creation of an attractive social package is associated not only with the mechanisms of attracting young workers, but also by the mechanisms of the painless release of the former pension personnel.

The object of research is social processes and social relations in the labor collective of Ortrans LLC. The subject of the study is the features of social planning in the enterprise.

The purpose of the course work is to consider the features and development of social planning at the enterprise, the study of the social structure of employees, to develop a social development plan of Ortrans LLC and consider the directions of improvement.

To achieve the goal, the following tasks are solved:

Explore the theoretical aspects of social planning;

Explore the essence of social planning in the enterprise;

Explore the theoretical aspects of the labor collective;

Assess the level of social development of the team of ORTRANS LLC;

Develop a plan of social development LLC "Ortrans";

The main tasks of social planning is the development of a complex system for the development of each member of the team in the spirit of communist consciousness, creating conditions for the elimination of heavy, physical labor, an increase in professional qualifications, general education and cultural level, growth of material welfare.

The paper presents the following research methods: method of analysis and synthesis, the comparison method and generalization, the classification method, the system approach to the research object.

The structure of the course work consists of administration, three chapters, paragraphs, conclusion, the list of used literature.

In the process of writing this course work, textbooks were used: Citizens V.D., Bachekov M.I, Veselova N.G., Vorozheikin I.E., Kutyrev B.P.

Chapter 1. Theoretical aspects of social planning in the enterprise

1.1 Essence of social planning in the enterprise

The first mention of the term "social planning" is attributed to the 32nd US president Franklin Delado Roosevelt when conducting them reforms in connection with overcoming the consequences of the crisis of the 30s. .

On the territory of the Russian Federation, the foundations of the theory and practice of planning social processes were first tested in the early years of Soviet power, in the late 20s. And the first five-year plan containing a special section "socio-economic problems", as well as measures to solve them and various social programs (elimination of illiteracy and continority in the country, etc.).

In domestic sociology in the 60-70s, Leningrad Researchers were made to the development of social planning problems: V.M. Yelmeev, D.A. Kerimov, B.Ya. Lyashenko, A.S. Pashkov, V.R. Polozov. Their searches in their works were supported by N.A. Aitov, Yu.E. Volkov, V.I. Gerchov, N.I. Lapin, p.p. Luzan, Yu.L. Nemer, L.A. Olecevich, J.T. Tishchenko, S.F. Frolov et al.

The literary review allowed to identify the following essential characteristics of social planning:

1) Object planning orientation arising from objective trends in organizing people's lives and providing for the satisfaction of the current and promising needs of people, their coordination of among themselves and measures to enhance the conventional activities of the person and social institutions of society.;

2) use within the framework of social planning indicators of the effectiveness of achieving the goal (timing, volumes, levels, pace, proportions, degree of achievement of planned lines)

3) Social planning implies the development and study of funds to achieve the goals of development in the form of benefits (restrictions) or creating conditions for the rational and optimal development of the planned social process;

4) Social planning is a continuous process of cognitive and transformative activities.

The essential moment in social planning is to account for the interests of social groups, including the labor collective.

Based on essential characteristics, it can be said that social planning is a scientifically based definition of goals, indicators and tasks of the development of social processes and fundamental means of their implementation in the interests of society, social institutions or enterprises.

In the interests of society, promising plans for solving the most significant social problems that determine its viability and sustainability are being developed.

In the interests of social institutions at the regional level, social planning is aimed at solving the social problems of the republic, the region (edges), other regional education in terms of alignment of social development levels in the territorial section; regulation of migration flows; rational use of labor resources; development of national relations; Distribution and consumption of cultural property.

In the interests of enterprises (labor collectives), social planning implies the realization of the Awakening of a person to creative work, ensuring the conditions for its labor and everyday life. At this level, it is planned to address the problems of improving the conditions and maintenance of labor; vocational qualification preparation; prestige spheres of labor application; structures of working and free time; satisfying material and spiritual needs; participation in political and public life.

To social planning forms at all levels include:

Address (Direct) Planning - Development and justification of a task system to achieve a certain level of development of social groups. This applies to rational relations in the development of social processes, reflecting the real state, the trend of change, the level of use of science and technology, the needs of people;

Social (indirect) planning. When planning social processes and phenomena, with the help of indirect economic and social levers, elements of the implementation mechanism are the specific conditions, the possibilities and needs of the object itself, as well as its elements (composite parts).

The duality of planning allows us to consider the methods of its implementation as methods: a) implementation of programs and tasks (planning as activity); b) their development (planning as science).

General planning methods are characterized by what objective laws of social development relieve possible ways to implement the goals and objectives, to which they are directed and in which organizational forms are embodied.

The leading planning method is a balanced method (or a way to provide links between the needs of the social group and its capabilities with limited resources).

The requirements of the regulatory method in social planning are the basis for the preparation of indicators (standards) of social development at various levels of the social organization of the Company and ensures its scientific relations.

The essence of the analytical method in social planning is to dismember the social process into components and determining the directions for the implementation of the intended program of action.

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

The program-target (integrated) method in social planning is the development of the program, taking into account all the main factors (material, financial and economic and social), with the definition of performers and deadlines.

The problem-target method involves the decision of the priority problems of social development through relevant programs and development plans.

To assess the compliance of the actual situation, social indicators are applied by scientifically based social planning requirements - quantitative and qualitative characteristics of the state, trends and directions of social development:

a) General when it is necessary to set the level of development (lag, advance, compliance) of the process under investigation in a particular society and take measures for appropriate effects;

b) Regulatory when it is necessary to determine the compliance of the process being studied by scientifically based requirements.

Specialists argue that social management is effective in the case of the application of several groups of indicators:

· Indicators that take into account the experience of planning social development in the form of quantitative characteristics and therefore allowing themselves to design themselves;

· Indicators for the qualitative characteristics of individual social processes and phenomena;

· Indicators - evaluation of the effectiveness of measures taken after the end of the planning period.

It should be noted that the development, justification and application of social indicators are aimed at adopting scientifically based management decisions aimed at improving the efficiency of social planning and its effectiveness in solving both general and specific problems of social development.

The scientifically based quantitative and qualitative characteristics of the optimal state of the social process (or one of its parties) obtained on the basis of accounting of objective patterns and the possibilities of social development are called social standards. They are aimed at maximizing the satisfaction of the material and spiritual needs of the person; have a specific historical character, i.e. Reflect the possibilities and needs of social development at this stage and, accordingly, they may change in the future.

In the directions of social development, where the definition of standards is difficult, it is legitimate to the practice of planning the concept of a social landmark under which it is necessary to understand the most possible rational value of the development of social processes, based on the established indicators of the development of similar phenomena

Based on the foregoing, we will make brief conclusions.

Social planning in the enterprise is a scientifically based definition of goals, indicators, tasks (deadlines, pace, proportions) of the social environment of the organization and fixed assets of the implementation of social processes in the interests of the labor collective.

The social environment of the organization is a combination of factors determining the quality of labor life of workers: the social infrastructure of the organization, that is, a complex of objects intended for the life support of employees of the organization and their families to meet social and cultural and intellectual needs; working conditions and labor protection; social security of employees; Socio-psychological climate of the team; Material remuneration of labor and family budgets; Hurry time and use of leisure.

Social planning is carried out in direct or in indirect form with the use of scientifically based methods, based on quantitative (social standards) and high-quality (social orientations) characteristics.

Note that in modern conditions, the methods related to the existence of market relations are extremely important when it is necessary to predict the social consequences of the decisions made, the ability to coordinate the interests of all transformation participants. For this purpose, social development plans or social programs are being developed.

1.2 Labor team: Essence, Functions

social Planning Labor Team

In all economic systems, the main productive force is man, staff organizations. With its work, he creates material and spiritual values. The higher the human capital and the potential of its development, the better it works for the benefit of his company. Employees of the enterprise, closely related to each other in the process of employment, not only create a new product, perform work and provide services, but also forms new socially labor relations. In business market relations, socially labories are becoming the main life activity of both individual workers and individual professional groups, entire production teams. The combination of personal and production motives of the activities of workers is one of the most important tasks, both social planning, and in general, the entire production management.

A psychologically developed team is considered to be such a small group in which a differentiated system of various business and personal relationships, built on a high moral basis emerged. Such relationships can be called collectivist. Small group to be called a team must comply with highly high requirements:

· Successfully cope with the tasks assigned to it (be effective in relation to its main activities);

· Have a high morality, good human relationship;

· Create a personality development opportunity for each member;

· Being capable of creativity, that is, as a group to give people more than to give the amount of the same number of individuals working separately.

The group on the way to the team passes several stages:

1) Mutual orientation - this stage is self-testing, observation by another, attempts to understand the important properties of partners. This stage of the low functionality of the group. Events that reduce this phase are an organization of a meeting with the presentation of the Group's goal and the functions of its members;

2) emotional lift - determines the advantage of contacts, lively novelty situations;

3) Recession of psychological contact - arises because people proceed to joint activities, in which not only advantages are found, but also disadvantages. Some mutual dissatisfaction is formed;

4) the rise of psychological contact.

So, the team is the commonality of people, which is based on the vital activity of which lies the value-orientational unity of its members, and the basic value orientations are socially significant.

Labor team is the main cell of society, which unites all employees of the enterprise, institutions, organizations to achieve a certain specific purpose of their joint work.

All labor collectives have general properties:

· Availability of a common goal, the unity of the interests of members of the labor collective;

· Organizational design in the framework of the Social Institute;

· Social and political significance;

· Relationship of friendly cooperation and mutual assistance;

· Social and psychological community and mutual assistance;

· Handling;

· The presence of a clearly designated structure of interactions and a certain circle of responsibilities, rights and tasks.

The classification of labor collectives can be based on several criteria, in accordance with which they can be divided by the following sample:

a) in the form of ownership (public, private, etc.);

b) on the areas of activity (production and non-production);

c) in time of existence (temporary and constant)

d) at the stage of development (emerging, stability, disintegrating);

e) on subordination (main, primary, secondary).

Labor collectives are designed to perform the following typical functions:

1. The management function is carried out through various formal collective management bodies, public organizations, special elected and appointed bodies, direct participation of employees in management.

2. Target - production, economic: production of certain products, ensuring the economic efficiency of activities, etc.

3. Educational-carried out by methods of socio-psychological impact and through management bodies.

4. The function of stimulating effective employment behavior and responsible attitude towards professional duties.

5. The function of the development of the collective - the formation of skills and skills of collective work, improvement of methods of activity.

6. The function of support for innovation and election.

With the meaningful side, the labor collective is determined as such a commonality in which interpersonal relations are mediated by the socially valuable and personally significant content of joint activities. With such an understanding of the labor collective in its structure, there are always three main elements: the leader's group, the core, the peripheral part.

The leader's group represent members of the labor collective, which functionally entrusted the function of the management, or a member of the team, which, by virtue of his personal qualities, enjoys the authority from most of its other members.

The kernel makes up the members of the labor collective, which have already established themselves in the team, identified with him, that is, are carriers of collective consciousness, norms and values.

The peripheral part of the structure of the labor collective is formed by its members, which were either recently involved in the system of collective relationships and have not yet been identified with it, or are only functionally present in the collective. It is this part of the collective primarily that the object "manipulation" from the leader.

There are several areas of social development of the collective (Fig. 1

1.3 Social Development Planning at the enterprise

Social processes at the enterprise should be managed, these goals are social planning or planning of social development of labor collectives.

However, it should be noted that the socio-economic instability in society, characteristic of Russia in the 90s, the struggle of enterprises for survival in a new market environment has raised issues of social development planning in enterprises into the background. Nevertheless, this does not mean that the need for such work has lost its relevance. Strengthening stabilization processes in the country will inevitably raise the problems of managing social development into a number of priority. This is evidenced by the experience of economically developed countries of the world. Therefore, it is advisable to consider the issues of organizing social development management at enterprises.

Social planning is a system of methods and means of a systematic management of the development of a labor collective as a social community, targeted regulation of social processes and the development of social relations at the level of teams.

Social planning at the enterprise should precede a comprehensive sociological study of the labor collective, the purpose of which can be the study of the social structure of employees, identifying its weak links and directions of improvement. The study is subject to the relationship of people to work, factors of attractiveness and unattractiveness in the enterprise as a whole and in each of its division.

Particular attention should be paid to the study of the degree of sensitivity of labor, its conditions and the level of its payment, fluidity of personnel, discipline of labor, value orientations in the team.

A sociological study is completed by the development of scientifically based recommendations on the change in the social parameters of the labor collective, as well as specific proposals in various areas of work in the enterprise's team. Such recommendations and proposals are becoming the basis for social planning for the current period (year) and the future (3-5 years or more).

The plan of social development is a set of scientifically based events, tasks, indicators throughout the complex of social problems, the implementation of which contributes to the most efficient functioning of the team. In the center of their non-produced products, but a person as a manufacturer and consumer, as a socially active personality.

In planning social development of labor collectives, special theoretical and practical importance is to determine the goals and objectives of the developed plans. From how clearly formulated the goal and the task of achieving the goal, the focus of theoretical developments and the effectiveness of social planning in practice are dependent. For their proper formation, it is important to take into account the relationship of the social and economic development of the team.

The relationship of social and economic development is manifested in the fact that the achievement of social goals is based on economic growth: the team can only put those social tasks to solve the material base.

Economic development depends on the efficient use of social factors, reorientation of production on the consumer, the success of overcoming chronic immunity to NTP - from the full and comprehensive use of human capabilities.

Labor teams are designed to produce material benefits, but this is not an end in itself, but a means of creating workers of favorable conditions for work, study, recreation, development and best use of their abilities. Consequently, the purpose of the planning of social development of labor collectives is to maximize the use of opportunities and conditions for the comprehensive development of the social activity of the personality of a person.

The achievement of this goal will contribute to the solution of the following two groups of tasks:

· Maximum satisfaction of the reasonable needs of the team members, increasing the content of labor, the creation of favorable working conditions, study and recreation, which is the result of the implementation of technological, technical and organizational events;

· Education of the personality of a member of the team, the formation of an initiative attitude towards labor, improving relationships in the team.

When developing a social development plan of the production team, it is important not only to determine clear parameters: indicators and deadlines of each event, rates and proportions, but also provide limitations of undesirable trends, stimulate socially progressive. For this purpose, a whole system of levers and stimuli is used (the prestige of the profession and place of work, the tradition of the enterprise, etc.).

The most important principles of social development are the complexity (planning of diverse social phenomena and processes in their unity) and democratic centralism (a combination of centralized management with a local solution to the problems of social development of a collective on a broad democratic basis).

Indicators of social development of labor collectives are determined mainly by the collectives themselves, based on the availability of opportunities for the development and improvement of its activities.

At present, such principles have not lost their relevance as: the principle of scientific validity and objectivity, the principle of concreteness.

The social development plan of the labor collective has a policy decision, and after approval becomes mandatory for execution. Based on it, the activities of the team organizes the planned social tasks.

The development of the plan of social development of the team includes four stages.

At the first preparatory stage, the decision on the development of a social development plan is made, working groups are formed, contracts are being concluded with organizations involved in the development plan, the structure of the plan is specified, the work schedules are drawn up, the program and methods for conducting research are determined based on specific production conditions; Forms of working documentation are being developed, the content of the work is determined and the functions between the performers (creative brigades) are distributed, instructing and informing the team.

At the second - analytical stage, the degree of fulfillment of the previous social development plan is determined, social structure, working conditions, life and recreation, the level of wages, etc. The collected materials are compared with the regulatory data, the achievements of the best experience of science and technology, which contributes to the scientific substantiation of the plan. Primary social information is collected, specific sociological research is carried out. The results of the work of this stage (the general trends, regularities) are issued by an analytical note.

At the third - developing stage, activities, suggestions and recommendations are designed, indicators of the social development of the team, which must be specific and actually feasible. The initial option (project) of the Plan on Sections is drawn up, the economic and social efficiency of the proposed activities is determined. These activities are coordinated with functional services and are transmitted to the Working Group, which forms a consolidated draft plan. The latter is agreed with the main specialists of the enterprise and the head of the enterprise.

In the fourth - control stage, the system of monitoring the implementation of a social development plan is being developed, which includes the system of accounting, control and reporting in the enterprise.

In terms of social development, it is advisable to allocate the following sections and directions of work:

Improving the social structure of the team. This section addresses special attention to the reduction of the share or complete elimination of heavy and harmful work to the health, to reduce the share of unqualified labor, to increase the educational and qualifying levels of employees, to change (if there is a need) of the collateral in the agent structure. Separately, the work of women, adolescents, elderly people indicating those structural changes that are advisable among these categories of workers.

Social factors for the development of production and increasing its economic efficiency. There are activities related to the technical re-equipment of production, with the introduction of new equipment and technology. Among such activities, it is possible to name the design of progressive forms of organization and remuneration, a decrease in its monotony. The saturation of the production of high-performance equipment exacerbates the problem of release of workers and ensuring employment of the enterprise staff. It is advisable to use various forms of employment: part-time, modes of flexible working time, sought-after work for women and pensioners, etc. It is important that in the plan there is a reflection of the issues of overcoming inflation, an increase in real wage workers. In the context of the growth of technical armed enterprises, it is necessary to fully support training without separation from production. It is also necessary to provide measures to stimulate rationalization and invention.

Improving the working conditions and life of workers. In the Plan, it is necessary to highlight areas and units with unfavorable working conditions, for which it is necessary to provide measures to improve the production environment, to replace equipment, which is a source of harmfulness and danger, or by reliable insulation of such equipment. Events on compliance with sanitary and technical standards, labor safety standards, on the organization of well-equipped households, food reception points, laundry, repair of footwear, for the delivery of products across the tables of orders and industrial goods, etc. Employees are highlighted housing, children's preschool institutions, resting places, etc.

Education of the discipline of labor, the development of labor activity and creative initiative. The activities of this section of the Plan are developed on the basis of the analysis of value orientations of employees and should be aimed at stimulating high labor and production discipline, on the development of various forms of engagement in the work of improving production.

In parallel with the plan of social development of the collective, many enterprises developed the so-called social passports of enterprises. This experience is advisable to use and now.

The company's social passport is a totality of indicators reflecting the state and the prospect of social development. It characterizes the social structure of the company's team, its functions, working conditions, security of employees with housing, children's preschool institutions, units of social infrastructure at the enterprise itself. The passport reflects intravaluple relationships, social activity of workers and other issues. Data from social passport is used in the development of a social development plan.

In addition to social development plans, specialized social programs may be developed, such as "health", "female work", "youth", "housing" and others.

Planning social development of labor collectives provides an increase in social efficiency, which, along with economic efficiency, is the most important prerequisite and condition for the well-being of the enterprise and its employees.

2. Analysis of social planning and social development LLC ORTRANS

2.1 General characteristics LLC "Ortrans"

LLC ORTRANS was created on October 16, 2000 in accordance with Russian legislation. His founders became individuals.

This limited liability company is located at the address: Orenburg, 460021, ul. Picket, 73 a

According to the Charter, the Company carries out cargo transportation by road, transportation of passengers, transportation of oversized cargo.

To achieve the goals of activity in LLC "Ortrans", a linear-functional control system with block differentiation of functional links was built, when the links of a functional and linear type (the deputy heads of the function of functions are introduced) and differentiation of functional links is carried out according to these blocks. Feature of such an organizational structure of management in differentiation of linear and functional bonds, which makes a system adaptive to environmental change, flexible to the use of professionalism potential and in the temporary organization of its operation.

According to the financial statements on 05.01.2010, the average number of employees of Ortrans LLC amounted to 274 people, the volume of trade in 2009 is 10,4242 thousand rubles, the average annual value of fixed assets of 40011.5 thousand rubles. Based on the given data, ORTRAN LLC is an entrepreneurial average scale.

Analysis of the economic activity of the Society under study is carried out on the basis of the indicators of the annual accounting (financial) reporting for 2008-2009.

Analysis Let's start with the analysis of the provision of the enterprise by working force in 2007-2009. (Table 1)

Table 1 Composition and structure of employees of the enterprise by category "Ortrans"

	Average annual number, people.	Changes in the 2009 structure. By 2007 (+, -)


Employees engaged in the main production permanent workers servants of these: executives specialists
Workers servicing services permanent workers servants of these: executives specialists

So, in the structure of employees of the enterprise by category of LLC ORTRANS for the study period, the proportion of employees engaged in the main production by 1.20% in connection with the opening of the international shipping direction increased by the period under study. The share of workers engaged in serving services, respectively, decreased by 1.20%, despite the fact that in absolute values, the proportion of permanent workers increased by 5 people, and employees - by 3.

In order to give a more complete economic characteristics of the organization's activities, we will analyze the composition and structure of the fundamental funds of Ortrans LLC (Table 2).

Table 2 Composition and structure of fixed assets LLC ORTRANS

Types of fixed assets	The amount at the end of the year, thousand rubles	Structure%	Changes in structure


Machines and equipment
Vehicles
Production and Economic Inventory
Other types of fixed assets
Land plots and objects of environmental management

In the structure of fixed assets, the prevailing share has machines and equipment - more than 50% throughout the entire period, but it tends to reduce, so in 2007 their share was 66.96%, then in 2009 - 52.29% that is 14.67% lower. Also, land plots and objects of environmental management have a high proportion and their share increases, so in 2007 they occupied in the structure of fixed assets 22.43%, then in 2009 - already 44.19%, which is 21.76% higher. For the rest of the groups, the proportion of the structure is insignificant (less than three percent) and also tends to reduce.

2.2 Assessment of the state of social development of the team of LLC ORTRANS

The social development of the collective is a multidimensional concept that includes a number of indicators characterizing the conditions, nature and content of labor; the structure of the collective; Work incentives; Satisfying the social and domestic, physical and spiritual needs of workers, the moral and psychological climate in the team, social activity, etc. In our opinion, for a complete and reliable assessment of the level of social development of the team, it is necessary to determine the indicators that would definitely assess the level of social development of the company's team.

Analysis of existing studies in this direction, conducted by E. N. Wentic, made it possible to allocate more than sixty indicators to assess the level of social development of the company's team. Such a large variety of indicators leads to significant difficulties in assessing the social development of the enterprise team. Therefore, based on the studies of E. N. wheat, we conducted the systematization of these indicators and allocated seven groups on the basis of homogeneity: 1) the conditions, nature and content of labor; 2) the structure of the collective; 3) incentives for work; 4) satisfaction of social and domestic needs; 5) satisfaction of physical and spiritual needs; 6) the moral and psychological climate in the team; 7) Social activity. At the same time, we took into account the nature of the influence of each of them on the level of social development of the team of the enterprise. The indicators presented in Table 3 can be attributed to indicators that stimulate the social development of the company's social development.

Table 3.

System of indicators of social development team

	Indicators
	stimulating the social development of the team of the enterprise	thoring social collective development

Indicators characterizing character I. workers	1.1. Special clothing, Special Fauce and other personal protective equipment 1.2.Bearing medical examinations, staff surveys, especially those employees who are responsible for traffic safety	1.1. Practice unhappy 1.2. Lightweight accidents 1.3. Frequent weight of workers employed
	1.3. The magnitude of payments, benefits and compensation for unfavorable working conditions relative to the average wage per employee 1.4. The correspondence of the sanitary and hygienic conditions of the work by the provisions 1.5. The weight of workers working in comfortable conditions of air, temperature and other environments. 1.6.Well use of workers working on flexible work schedule 1.7. The proportion of workers involved in production competitions 1.8.Ferance of employees combining professions	on heavy and harmful works
2. Indicators characterizing structure team	2.1. Qualification Level (Medium Dettle of Workers) 2.2. Level of the qualifications of manuals and employees 2.3. Stability level of personnel 2.4. The proportion of workers having secondary education 2.2. The proportion of workers having higher education 2.6. The proportion of workers who have passed professional training 2.7. The composition of workers by age	2.1.Cheefficient yield of personnel
3. Indicators characterizing labor incentives	3.1. The existence of premiums relative to the average wage, per employee enterprise 3.2. The proportion of workers who received the material remuneration 3.3. The proportion of workers who received a moral remuneration 3.4. The proportion of pensioners who received a lump sum at retirement 3.5. The proportion of workers involved in management production 3.6. Exceeding ratio of real wages of one employee
	enterprises over nominal 3.7. The premium coefficient for pensioners for pensioners who work
4. Emitting socio-domestic employee needs	4.1. Provision of employees of the enterprise by residential area 4.2. Providing movement to place of work specially dedicated for buses 4.3. Property ratio by vouchers 4.4. Power supply coefficient 4.5. Communication coefficient of utility services 4.6. Coefficient of compensation to increase the level of subsistence minimum	4.1. Specific gravity time spent by workers on the road to work and from work in the total duration of work time
5. Easternification physical and spiritual employee needs	5.1. The proportion of workers involved in sports competitions 5.2. The proportion of workers using library foundations in the total number of personnel 5.3. The proportion of workers attending cultural institutions at least once a month 5.4. The proportion of workers visiting culture institutions at least once in a half 5.5. Security of the collective sports sections 5.6. Provision for circles of artistic amateur enterprise employees	5.1. Frequency of disease 5.2. The level of morbidity 5.3. The proportion of smoking workers in the total number of personnel
6. Moral psychological collective	6.1. The degree of satisfaction with the relationship in the team 6.2. The degree of satisfaction with the management 6.5. The proportion of overcome conflict situations 6.6. The level of moral and psychological climate in the team	6.1. Level of complaints from employees 6.2. Promotional coefficient (skill level) 6.3. Coefficient stroll intensity 6.4. Coefficient
7.Social activity workers	7.1. The proportion of workers, participants of creative and amateurs teams 7.2. The proportion of employees participating in the public 7.3. The degree of awareness of the team affairs 7.4. The specific weight of rationalizers and inventors among employees of the enterprise

As a method of obtaining information, we selected a combined source of information:

Documented and calculated (use of calculations of special coefficients and specific gravity of certain indicators): The necessary information is taken from the relevant standard formulations for registration of statistical data, accounting reporting, personnel documentation, standards;

Survey and descriptive (qualitative information about the level of social development of the company): The necessary information was obtained using a questionnaire specifically developed by us during the study. This questionnaire makes it possible to identify their attitude to the state of social problems in the team to identify their attitude to the state of social problems in the collective. In order to determine the level of social development LLC ORTRANS, let's start with the assessment of the personnel of ORTRS LLC with their separation on age-actual sign according to the accounting data of the personnel department (Table 4).

Table 4 Demographic structure of the team of LLC "Ortrans"

Staff
	in% to the outcome	in% to the total result	in% to the total result	in% to the total result	45 years and above	in% to the total result

Sociological studies confirm that the same-sex team is less effective than the diverse: in the studied organization of only 10.64% of women - an accountant, economists and dispatcher, the rest of men. At the same time, the largest share belongs to young professionals (6.38%) and women of pre-pre-age (3.83%), which adversely affects the social and psychological climate of the team.

The combination of age groups is also of great importance. The predominance of older people (39.15%) is characterized by a high labor discipline, but at the same time the elements of conservatism increase in the introduction of innovations, the level of working time loss increases due to the increased morbidity of employees, the threat to retirement arises, etc. The predominance of young people is also distinguished by specific manifestations (19.57%) - a faster reaction to innovations, but due to the youth, such employees easily relate to the change of environment and are looking for ways to implement their career ambitions, and do not have sufficient professional experience.

Ortrans LLC, the number of men who have a working-born productive age of 35-45 years and 25-35 years - respectively 29.79% and 11.49%. Such employees are valuable in that they have not only academic knowledge, but professional experience and practical knowledge. At the same time, they require increased material motivation due to family and personal circumstances. Analysis of the demographic structure of the team of Ortrans LLC showed that "psychological errors" were admitted to conflict situations in the team, the disunity of the interests of its members, which in turn leads to the loss: ability to agreed actions; initiative and independence of group members; The desire for cooperation and others. This conclusion is confirmed by the answers from the questionnaire. So the question "You are satisfied with relations in a team of 75% of employees answered" no ", to the question" you are satisfied with relationships with management "- 64% of employees. To the question "Do you think the level of moral and psychological climate in the team is high?" 72% of employees responded adversely. At the same time, the greatest percentage of dissatisfaction is revealed from employees. Important importance for the analysis of the social development of the collective is the formation factor. The overall indicator of the educational level is the share of the total personnel of those who have higher and secondary vocational education.

This indicator is also interesting for groups - managers, specialists, workers. The content of the activities of the staff of these categories should be taken into account. For example, there is a high educational level in science. The less sensitive scope of labor (for example, a loader, a cleaner) is the more preferable the low level of education of workers. Employees with high educational status have a higher level of claims, and this leads to dissatisfaction and a decrease in motivation in their employment, from an intellectual point of view, labor. Analysis of the structure of the team of LLC ORTRANS, depending on the educational level, according to the accounting data of the personnel department, is presented in Table 5.

Table 5. Structure of the group LLC "Ortrans" depending on the educational level

Staff	Education
	in% to the outcome	in% to the total result	special	in% to the total result	Incomplete higher	in% to the total result	to general IT.

Analysis showed that employees with higher education were held among employees - 62.13% and with secondary special education - 25.53%. A little less is the number of employees who have incomplete higher - 11.06%. The smallest share belongs to employees with an average formation - 1.28%. At the same time, 7.66% of 10.64% of women have higher education and 1.28% are incomplete higher; In men, higher education has 54.47 of 89.36%, and incomplete higher - 9.79%.

For professional activities, higher education is most preferable, but here it is necessary to keep in mind that a person with higher education has higher life claims, the desire of career growth, respectively, its education, high ambitions, etc. Such people are more difficult to motivate for non-intellectual work. The specifics of ORTRANS LLC allows us to use both both both in the servicing production of specialists with secondary education, which did not use the leadership of Ortrans LLC .. In my opinion, the predominance of employees with higher education has a negative impact on the social development of the team, Since dissatisfaction of professional ambitions leads to dissatisfaction with its activities, to social tensions, which, accordingly, is a prerequisite for the increase in personnel turnover.

Analysis of the outcome of the questionnaire confirmed our conclusions: so, people with higher and incomplete higher education (69%) to the question noted by almost all working conditions in the workplace by the "minus" sign, with secondary special education - only 1% noted all conditions with "minus ", And 2% - one or two factors.

Also, employees with higher education rated the category of gravity of their labor in the third and fourth level, and the workload as an overestimated and excessively overestimated, while workers who have a secondary and secondary special education leanned to the opinion that their work in the category refers to Mainly to the first and second groups, the workload is normal. We also note that among the spectabilities that appreciated the relationship in the team and with the leadership as unsatisfactory, the proportion of employees with higher education above. To assess the social development of the team, one of the most important criteria is the fluidity of personnel, which evaluates the quality of all parties to work with personnel. Under the flow of personnel, the dismissal of employees at their own request, that is, they do not include dismissal to reduce states, due to retirement or a call to the armed forces. Table 6 presents the analysis of personnel turnover according to the accounting data of the personnel department for 2007-2009.

Table 6.

Personnel fluidity LLC ORTRANS for the period 2007-2009.

Framed employees
	in% to the outcome	in% to the total result	in% to the total result	in% to the total result	45 years and above	in% to the total result


mid-Special
incomplete higher



mid-Special
incomplete higher

For the period 2007-2009 From Ortrans LLC, 46 s ...

Course project

under the discipline "Management of the Organization's Social Development"

Explanatory note

DM M311.12.00.00.00 PZ.

Head Developed

teacher student c. ________

________________ __________________

(signature) (signature)

_____________ __________

(verification date) (date of checking)

Brief review:

____________________________________________________________________

_________________________________

(record for Admission to Protection)

________________________________ _________________________________

(estimate on the results of protection) (signatures of teachers)

Federal Railway Agency

Siberian State University of Communications

Department "Social Psychology of Management"

category _______________________. Group (cipher) ______________. Option № ______.

Source data common to all options:

Source data defined (selected) by option number:

Theoretical part

Essence of social planning.

Social planning levels

Forms of social planning

Methods of social planning

Indicators and Criteria of Social Development

Structure of the Collate Social Development Plan

Sociological service as a subject of planning

Tasks and management structure of the social development of the organization

The main functions of the social service

Social Planning Resources and Reserves

Technical and economic characteristics of the enterprise

Content, volume, laboriousness and execution schedule

Document name and section	Approximately		(weeks)
Document name and section	colich. Pages notes, drawings	the bone performs in the clock	(weeks)
1. Selection of literature, drawing up plan
2. Theoretical section
3. Development of a draft document on the social development of the organization
4. Introduction, conclusion
5. Project design
Total labor intensity

Terms of checking for checking:December 18th, 2006 . Protection deadlines:December 25 - 29, 2006

Main literature:

1. Volcchova L.G. Planning socio-economic development. Spb. 1999 G.-60s.

2. carriagekin I.E. Management of social development of the Organization: Tutorial. - M.: Infra-m., 2001-176 p.

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

Introduction ...................................................................................................... 5.

1.Theoretical Basics of Social Planning

1.1. Essence of social planning ............................................................ .7

1.1.1. Social planning levels .............................................................. ... 7

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

1.1.3. Methods of social planning ............................................................ 11

1.1.4. Maps and criteria of social development ........................................... ... 14

1.2. Structure of the plan of social development of the team .......................................... ..... 16

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

1.3.1. Tasks and structure of management of the 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 .................................................................................

2.2. Current support of the enterprise ...................................................................................... ..49

2.3. Structure of a social development plan ................................................................................... 51

Conclusion ............................................................................................................ .59

List of references ................................................................................................................ 61

Introduction

The issue of planning the social development of the organization in modern society and specifically in organizations plays a huge role. Social planning implies timely identification of the problems of social structure development, assessing the main indicators of its state, the collection of information, the definition of the actual state of affairs, establishing the priority of solving social problems, that is, the definition of the objectives and objectives of the plan, the development of the plan of the plan, as well as the definition of resources for its execution. Social planning is necessary in each organization to effectively function the processes of the social sphere.

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

When conducting research, I set itself such a goal as to identify the basic features of the planning of social development that need to be taken into account when developing a plan.

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

1) to explore the theoretical foundations of social planning;

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

4) to explore the structure of the social passport of the organization;

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

In the first part of its course work, I considered 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 the chosen topic, on the example of the organization-branch of the departmental protection of the Krasnoyarsk Railway. After analyzing the enterprise at the points of social passport, we have developed a plan for 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 employment potential.

1. Theoretical basics of social planning.

1. 1. Essence of social planning.

The development of society should not be spontaneous and unpredictable. Historical practice suggests that society then can be purposefully changed when it is systematic, on the basis of scientific data plans its change. This suggests that the optimal scientific department of social life requires to consider social planning as the unity of cognitive and social and transformed activities, as well as to see its specifics in all areas of public life - the economy, social sphere, politics, spiritual life, etc.

Social planning is a scientifically based definition of goals, indicators, tasks (timing, pace, proportions) of the development of social processes and fundamental means of their implementation to life in the interests of the entire population.

1.1.1. Social planning levels

Social planning levels are made to distinguish between the level of social and social change or social transformation at what level of social organization.

The first level of planning is planning the social development of labor collectives. Different types of production teams are suggested when planning their development various techniques. The accumulated experience shows that at the level of the labor collective, plans were the most effective, which were based on the following principles.

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 and technical and social progress.

Principle 2. . The effectiveness of social development plans depends on the conditions that the team can create a collective for a person, specific advantages that it can get in the process of distribution of material and spiritual benefits. The essence of the question is to ensure the unity of efforts undertaken by the state to improve the standard of living of workers and the possibilities that have a specific production or region. 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 expressed and a number of experiments have been carried out on strengthening people's interest in the final results of labor.

Principle 3. Processes of interaction of a person with a production organization, a city or district (and, consequently, with all society) should not flow spontaneously, by chance, spontaneously, and should be an expression of conscious activities, the participation of members of labor collectives in the management of these processes.

At the regional level, social planning is a special form of targeted regulation of social processes at the level of the republic, the region (edges), the economic district and other administrative units. To solve the tasks of the effective functioning of the entire public organism, the leveling 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. As experience has shown, the main target installation for regional social planning is the creation of favorable conditions for labor and everyday life.

Planning at the level of economic areas should need to take into account that each of the social processes - the development of the nation, an increase in the living standards of the peoples, the population migration, the improvement of the education system - requires the finding of what characterizes its essence and specificity in the region. In addition, when studying the social process, it is specified that distinguishes it from similar processes in other parts 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 districts is also observing the principle of systemism, determined by the set of indicators. In addition, the problems facing the republic or region are not always coincided with the national.

1.1.2. Forms of social planning

Forms of social planning differ, first of all, as follows: First, targeted planning, secondly, planning with the help of indirect (economic and social) levers.

Concrete, or how now it is customary to speak, address, planning includes the development and justification of the task system, which is brought to the attention of various state or public organizations. At this level, tasks are set to achieve a certain level of social development. It is important that, above all, it concerns a rational relationship, proportions in the development of social processes. Such relations reflect the real state of society, the trend of its progress, the level of achievements of science and technology, the needs of people.

In essence, social planning is associated with the definition of the deadlines necessary to fulfill the task. It is obvious that the harder the goal, the more time it takes not only for the comprehensive scientific substantiation of the decision, but also for its implementation. The temporal length of the planned period cannot be asked a priori and should be based on the unity of high-quality and quantitative indicators. It should be noted that the experience of targeted planning largely discredited itself, for he gave off the team methods, ignoring the scientific foundations for determining the landmarks of social development and change.

When planning social processes, with the help of indirect levers, specific conditions, possibilities and needs are studied in detail. At the next stage, it is determined which elements, composite parts are not amenable to state and public regulation. In relation to them, the task of their quantitative measurement and forecasting to take appropriate decisions to weaken or neutralize the negative consequences and negative results is set.

In the reality of the planning process itself, the variables that can be affected and which, in fact, are the objects of social planning and regulation. To minimize the number of labor costs that do not require qualifications or severe physical labor, in addition to planning technical progress, it is necessary to regulate the development of workers' qualifications. Plans to increase their pro4yssional levels suggest primarily the elimination of some types of labor. Then they should find a reflection change in the content of the labor of many professions. Finally, this is particularly important - many of the specialties will have to be preserved only as a stage in human labor activities.

Many social processes are characterized by the fact that they have limited conditions in their development. Planning these conditions is necessary to determine the area of \u200b\u200bfreedom. This is due to the fact that social planning, on the one hand, relies on the presence of material, financial, labor resources. But, on the other hand, any social process is interrelated with other phenomena, and therefore it is impossible not to take into account the impact of the measures taken to related areas of social development.

It is very important in social planning to take into account the interests of specific social groups. When solving the economic tasks, the interests of the entire people and individual social groups are mainly coincided, but this cannot be said about other areas of public life. So, the goal in the field of production is the minimum of costs when implementing the task. To minimize costs when planning social processes - it means to consciously go to infringe the interests of some social groups. The maximum of social results 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 in pure form do not exist. However, planning through indirect levers received a special relevance in connection with the implementation of economic reform in the country.

1.3. Methods of social planning

Planning methods are due to the specific tasks that are put 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 to implement the goals, to which they are directed and in which organizational forms are embodied.

For a long time, the leading planning method was the balance sheet, 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 are coming to the fore, when it is especially important to see the social consequences of the decisions made, be able to coordinate the interests of all transformations participants by providing them with favorable conditions for the manifestation of creative activity.

The scientific and validity of social planning largely depends on the use of the regulatory method. The requirements of this method are the basis for the preparation of social development indicators at various levels of the Social Organization of the Company. It is the standards that make calculations and justify the reality of the planned tasks, identify the benchmarks for the development of many social processes and relations.

We will highlight some generally applicable social planning methods that allow planning at various levels.

but. Analytical method of social planning.

Analytical method combines analysis and generalization. His essence is reduced to the fact that during the planning social progress is dismembered for components and on this basis the directions of implementation of the intended program are determined.

The method of options is becoming increasingly important, the essence of which is to determine several possible ways to solve social problems in the presence of more complete and reliable information. Its specified is the method of variant approximations: first on the basis of the available source data determines the possible path in the order of the first approximation, and then sequential refinements are made. The use of this method is associated with the search for the optimal solution of solutions to a social task, with the right choice of priorities.

b. Comprehensive social planning method.

The complex method is the development of the program, taking into account all the main factors: material, financial and labor resources, performers, deadlines. Its application involves compliance with the following requirements: determination of the pace and proportions of the development of the social process, its statistical and dynamic model and the development of the main indicators of the plan.

In social planning, the problem-target method was applied all the dash , which is usually associated with the solution of urgent key problems of public spill, regardless of their departmental affiliation.

Wide recognition received a social experiment , in the course of which the mechanism of action of objective laws and the features of their manifestation on the basis of one or more social institutions are specified. The resulting conclusions help adjust the progress of the planned process, to test the predicted provisions and conclusions in practice.

in. Economic and mathematical methods.

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

Currently, quantitative analysis is based on methods such as linear programming, modeling, multifactorial analysis, game theory, etc. But all of these formal-logical quantitative procedures are given the role of a specific tool required to solve various tasks.

In the theory and methodology of planning it is important to be able to apply quantitative characteristics. Quantitative analysis should always be compared with common sense, so that there is no absolutization of quantitative characteristics. Thus, quantitative analysis and economic and mathematical tools play an important, but not self-sustaining role in planning. They need constant development and improvement, in the 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, states, trends and directions of social speakers, applied in planning to assess the compliance of the actually established provisions of scientifically based requirements, are called social indicators. In the most complete form of indicators of all areas of public life, primarily scientific and technical and economic development, are determined and calculated on the basis of statistical data. To identify all the basic parameters of social processes, special studies are held designed to evaluate their state at the level of society, region or sectors of the national economy.

When the level of development is detected, two more important indicators are used: a) the overall, which can be installed, lags behind, is ahead of or at its level under study and phenomenon in this republic, region, city, district, after which measures are taken to enhance or stagnation of impact ; b) Regulatory, on the basis of which the compliance of scientifically based requirements is also determined. These indicators may not coincide with the existing and in the country, and in the region, but they characterize the degree of development or perfection of this phenomenon. Sometimes for comparison, the actual indicators of the social development of similar objects are taken. Use and comparison of indicators makes it possible to determine the place of the process being studied or the phenomenon within the entire society.

Social development indicators also characterize objectively developing directions of development and testify to favorable trends or, on the contrary, on the action of negative factors. In this regard, it is very important to use development indicators for a five-year, ten-year and longer period for which it is possible to establish the degree of achievement of the intended whole, the possibility of clarification based on the specific situation. Based on the characteristics of the condition and determination of development problems, measures are developed to stimulate processes in which society is interested, and at the same time on restricting phenomena representing the subject of care, or to stabilize the conditions that can generally comply with the urgent social needs.

With quantitative and high-quality analysis of public life, indicators that can be measured and which can be given quantitative and high-quality interpretation. Much attention is paid to the infrastructure (material base) of social development, which is calculated on 10 thousand people or by the number of settlements (in rural areas). Similar reception applies to the calculation of another type of indicators - personnel support ..

Obviously, the development, justification and application of social indicators is aimed at adopting scientifically based management conclusions aimed at improving the efficiency of social planning and its effectiveness in solving both general and specific problems of social development.

1.2. Structure of the Collate Social Development Plan

When developing social sections of plans in the center of attention the problem of improving working conditions for all categories of personnel, creating social services directly at the production, development of social infrastructure and providing conditions for healthy life, rest not only for workers, but also for their families.

The labor team assumes the obligation to promote the strengthening of the family, to create favorable conditions for women to successfully combine motherhood with participation in labor and public life, take care of veterans of war, retirees and children, highlighting their own earned funds.

Such important issues as training and retraining of personnel, increasing their professional qualifications, involvement in the active social life of all workers, and above all young people are not paid.

The social planning area includes the effective use of free time by members of the labor collective, the development of each employee as a person, the creation of a normal moral and psychological climate of the PA of all areas of production, the implementation of communist education and spiritual progress in the labor collective, the formation of a healthy lifestyle.

The fundamental principles of planning were formulated by V. I. Lenin. The most important of these are the interconnection and coherence of plans, their scientific validity, a combination of promising and current planning, comprehensive accounting and monitoring of the execution of plans. All these principles are used in social planning.

The comprehensive dynamic interdependence of technical, economic and social factors, the relationship between the interests and needs of the person, groups, teams and society as a whole predetermine the complex nature of social planning ..

A comprehensive approach allows us to link the social development of a team with the general socio-economic development of the region and the industry, to accurately determine its role in joint actions of enterprises, industries and local councils of people's deputies aimed at achieving social progress. This makes it possible to avoid spraying material, financial and other resources; Successful to solve issues of professional development of employees, redistributing them on the areas of employment, providing housing, transport, trade, household and cultural service, leisure, leisure, recreation.

Among the important features of social planning should be allocated its optimality. From the variety of options for planned solutions to social problems, a variant should always be chosen, which in cash and resources allows the most and in the shortest possible time to satisfy the demands of workers.

The practical significance of social planning is implemented only under the condition of compliance and targeting its content. In many industries and enterprises, methodological recommendations for social planning are developed, which are very diverse and significantly different from each other in content, so according to the methodological approach.

Based on the generalization of the experience of the preparation of social development plans, ProfiSdat issued methodical recommendations on the planning of social development of the collective association (enterprise). They are exemplary and can be used as a supplement to a typical methodology for the development of a five-year plan of economic and social development of the association (enterprise), taking into account the needs and capabilities of specific labor collectives.

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

Of particular interest are applications to these methodical recommendations. In particular, in five-year plans it is proposed to significantly expand the number of key indicators of social development teams of production association. The application is comprehensively considered by the social infrastructure of the enterprise, specific indicators are given, units of measurement. The program and toolkit of basic and local sociological research is also attached. The methodological recommendations discloses the content of individual target programs, their development technology. Important for social planning practices has a list of social standards for all sections of the plan ..

These guidelines contain a large set of indicators that can be successfully used in determining the ways of social development of this or that team. At the same time, many questions, including those arising from the law on the state-owned enterprise (association), remained unsarected or even fell out of the field of recommendation compilers.

This causes the need for further work on improving the structure and content of the social development plan of the enterprise. The content and indicators of this plan must fully reflect social changes in the team, 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 targeted programs for solving certain issues of social, technical and economic development of the enterprise.

The social development plan of the company's team is a mutually related set of indicators characterizing the scientific and sound system of secured by the necessary resources of activities aimed at the comprehensive development of all members of the team on the basis of the implementation of progressive changes in the social composition of working, improving the conditions of life, formation and the most complete satisfaction of the material and spiritual needs of members Team. Social planning practice recommends the following structural elements of the plan:

1. Planning for improving the social structure of the production team. The content of this section is being developed in a close bundle with the work plan and personnel, as well as with the plan for the technical development and organization of labor. Special attention is paid to changes in the number and structure of working processes working at the expense of mechanization and computer science, improving the organization of production and labor. The share of non-qualified labor is taken into account in the total volume of labor costs, reducing the number of workers employed in works with harmful working conditions. Improving the socio-qualification sphere of the production team is disclosed as numerous indicators characterizing the number and social composition of working, level of education and qualifications.

2. Planning to improve the conditions and labor protection, health promotion. The choice of priority direction and the sequence of measures to improve the conditions and protection of labor, to strengthen the health of working depends on the specifics of production. General, technical, sanitary and hygienic, psycho-physiological indicators, as well as indicators of labor safety conditions and the prevention of accidents and possible occupational diseases and possible occupational diseases are widely used for analysis and development of the plan.

3. Planning to improve the housing and social and cultural conditions of working and members of their families.

4. Planning educational work in the team and increasing the labor and public activity of workers. The development of this section of the Social Development Plan should be aimed at ensuring the close unity of all types of educational work (ideological and political, labor, economic, moral, legal, aesthetic, physical education) in order to achieve the growth of social activity of workers, improving social relations in the labor collective. Planning for educational work it is advisable to carry out stages:

· Analysis of its state

· Detection of trends and problems of its development

· Determination of paths (forms, methods) of educational work

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

Social Development Plan is the main means of managing social processes in the enterprise. The possibilities of meeting the needs of the team and in social benefits are determined by the final results of the work of the enterprise, the trade income of the team. Therefore, the development of a social development plan is the whole team.

The head units responsible for developing a social development plan at the enterprise are the Planning and Economic Department and the Social Development Service, which coordinates the activities of all divisions of the enterprise to compile five-year and annual plans.

The scientifically sound definition of social priorities is important in the development of social development plans, i.e., those social tasks that need to be solved in the enterprise's team in the first place. The identification of social priorities is based on the analysis and forecast of the social and economic situation in the enterprise, accounting for the interests and needs of various social groups of workers and the collective.

The development of a social development plan provides:

· Analysis, socio-economic situation in the enterprise;

· Determination of the priority of solving social

· Registration of tasks for developing measures Designing the creation of relevant social and cultural facilities;

· Discussion of the draft social development plan;

· Selecting the necessary financial resources for implementation.

The system of monitoring the implementation of the Social Development Plan mainly includes the current accounting, reporting and organization of analysis and control ..

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

Social standards are the requirements imposed by the Company (industry, region, collective) to a certain party (direction) to the activities of the production team. They are expressed in specific values \u200b\u200bof social indicators and fix the state (statics) or the pace of development (dynamics) of any side of the vital activity of the team, which are necessary for its normal functioning and progressive development.

Social standards in social planning and management must perform the founders of the main functions:

1) planning meansi.e. serve as a justification
Control digits and planned tasks on various
Directions and indicators of social development teams.

Social standards ensure the mutual coordination of social programs and plans of various levels: industries and sub-sectors, associations and enterprises, cities and enterprises, enterprises and its divisions. One of the channels of such coordination is the detailing of standards established for a higher level social facility, under the objects of the underlying level;

2) base for analysis to evaluate dynamics
Changesocial object, compare various objects with each other.

Unlike economic planning, where the application of the regulatory approach relies on a developed theory and rich practice, social planning has significant experience in designing and using sanitary and hygienic standards, as well as standards for such indicators as security for housing, children's institutions, services of the sphere health care, production facilities, household premises, etc. Specific standards for increasing general and special education, the development of spiritual and physical culture, creative, labor and public activity, optimization of fluidity of personnel and some others began to be determined only in recent years.

The development and use of social standards in planning and managing social objects is a deeper and specific level of social planning. Only with their help can be carried out in this area a real transition from the practice based on the results achieved in the last results, to truly targeted planning that takes into account the promising tasks and actually achieved the level of social development, to turn it out of the initiative case of individual groups into systematic national activities within the comprehensive Economic and social planning. Social standards should be a criterion for assessing the achieved level of social development and an important tool for the allocation of resources between sectors and regions, based on social priorities.

1. 3. Sociological service as a subject of planning

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

The management of the social development of the organization, as emphasized in the first chapter, is a specific type of management and, together with the composite part of the personnel management, has its own field of manifestation and its own object of management impact. As already mentioned, social management provides for the creation of favorable working conditions and recreation of employees of the organization, remuneration and social protection of personnel, maintaining the optimal moral and psychological atmosphere in the team, ensuring social partnership and business cooperation. It is inherent in the appropriate forms and methods, techniques, methods and rules to solve social problems based on a predominantly scientific approach to regulating social processes in the organization.

The subject of social management is managerial units and a circle of officials designed to deal with the social development of the organization and social services of its personnel, endowed with appropriate authority and carrying certain responsibility for solving social problems. The availability of social services in the organization, especially it is necessary that the changes in the life of society caused by the acceleration of scientific and technical and social progress lead to an increase in the role of the human factor in the work and the values \u200b\u200bof the personal qualities of employees, strengthen the need for social partnership.

In fact, at each large enterprise of foreign countries, especially those who follow the social orientation of the national economy, the management of social processes is separate and specialized. There are managerial links that are engaged in work with personnel (human resource), regulation of social and labor relations and communications with trade unions, the provision of social services to personnel, spending funds for charitable goals.

In the Russian Federation, until recently, on most enterprises, together with indispensable personnel, labor and wages were managerial services that solved issues of safety, health care, housing and communal services, work supply, the provision of household services to the organization of competition, etc. . In the implementation of measures aimed at the transition from a planned, superchangealized business to a socially oriented market economy, the purpose, formation and practical activities of these and other social services change markedly.

In the new conditions, the functioning of such services is due, on the one hand, the form of ownership, the scale, industry affiliation and the location of the organization, and on the other hand, the quantitative and qualitative characteristics of its staff, the increased responsibility of entrepreneurs and managers of any level for the complicated decision as industrial and economic, So social tasks. In determining social services, the socio-economic consequences of the privatization of former state property should be taken into account; Changes in principle in the labor remuneration system, dictated by the statement of market relations to the commercialization of the grant of the increasing range of social services; reforming various types of social insurance and social assistance; Empting of a number of previous social functions of trade unions. It is necessary to take into account the fact that the real concern for the social sphere is increasingly shifting on non-state, primarily the municipal, bodies and organizations themselves.

Depending on the specific situation, social development management is carried out either by the Directorate itself of the Organization or specially authorized by persons or autonomous units that are elements of the personnel management structure, social services. A typical version of the organized structure provides for the position of deputy director of personnel with submission to it units (departments, sectors or groups) and individual specialists who are in particular, in particular

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

If there is an extensive network of own social infrastructure in organizing an extensive network, it is generally implemented separately. In this case, a version of the structure is possible, providing for the position of Deputy Director for Socio-Domestic Affairs with giving it to the subordination of managerial links and officials who educate housing and communal services, institutions of therapeutic and preventive profile, education and culture, catering and domestic service, other Social objects.

The tasks performed by the social service of the Organization have their own characteristics caused by the ambiguity of the management facility and the nature of the emerging social problems, the originality of the methods of 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 the Russian conditions, it is necessary to take into account the current state of the domestic economy and the social sphere, in which organizations and their personnel continue to experience the negative consequences of a recent substantial decline in production and hyperinflation, and leaders face serious obstacles to the objective and subjective plan in striving to increase work, improve working conditions and life, strengthen the interest of workers in new forms of management.

Since social service as a subject of management is dealt with solely with people, its primary task is to focus on man, its intellectual and moral potential, culture of communication and interaction of workers. Providing the desired changes in the social environment of the organization, social service specialists are forced not only to overcome the difficulties of economic and technical order, but also mainly engage in social and psychological, spiritual and moral problems associated with people's relations to nature, scientific and technical achievements, work, and, It goes without saying to each other.

The head of the organization, a professional manager needs to have the necessary minimum of humanitarian and ethical knowledge, psychological and pedagogical tact, the ability to choose behavioral manner. To a certain extent, it should be appreciated in the role of an educator who takes into account the psychological features of individuals and social groups, and when choosing options for solving social issues, it is advised with those whose interests this problem affects.

Social service specialists require extreme care to a person, the maximum concern for each employee of the organization, satisfying his requests, respect for rights and dignity. They are called upon using the means at their disposal, to stimulate the interest of employees and highly productive work, to develop social activity, the desire of employees to effectively implement their knowledge, as well as skill. It is important to increase the level of awareness by people of significance of discipline, creative initiative and independence, individual and collective responsibility for the results of joint labor.

Participation to the management of social processes is conjugate with concern for improving the working conditions and life of people, with sincere responsiveness to the requests of employees about the assistance in solving everyday problems, how small they did not seem like, with readiness to provide the necessary assistance. At the same time, carefulness is needed in providing any privileges. Snarles often disagree the team, lead to conflict situations, confrontation. Contraindicated, of course, and blind equation.

The most important task of managing social development is the use of various types of social, humanitarian technologies as a set of streamlining, reproduction and renewal of the social environment of the Organization, as a peculiar algorithm for obtaining results desired in this matter. Such technologies based on human knowledge, about the content and forms of social relations, are applied in management activities to humanize labor, creating conditions conducive to joint work, free and comprehensive identity development.

Humanitarian technologies in working with personnel are usually designed to give expanse of manifestation of individual personality qualities of employees, optimize interpersonal relations and a moral and psychological atmosphere in the team, stimulate professional growth, creative initiative and business partnership. At the same time, the real possibilities of the organization are taken into account, the sectoral specifics of its functioning, the socio-demographic features of the city or the area where it is located.

An indispensable component and, consequently, the task of modern, based on a scientific campaign of social development management is to comply with social norms - established by society, the state, a separate organization of rules, techniques, samples, the behavior, principles of activity corresponding to generally accepted values \u200b\u200band moral ideals. It is they that allow in the verified and accessible form to express both the main goals of change in the social environment and the requirements that are presented to the personnel.

In the literal sense, the concept of "norm" means a guideline
The beginning, rule. Because the norm, the standard is a certain standard,
which should be equal and for which you need to evaluate
Those or other events, objects, processes.

Social norms are quantitative, and in most
Cases Qualitative Feature Conditions
vital activity of man, social groups. These include both legal norms enshrined in the laws of the country and moral and ethical guidelines, regulated values \u200b\u200bof social indicators.

The standards of the social sphere, as well as other areas of life of society, are developing as a result of practical activities of people and social experience, research, expert opinions of authoritative specialists. They find an expression in legislative acts, government regulations, sectoral instructions, the establishments of regional government bodies, local administration orders and other regulatory documents. Mandatory standards require strict execution, and the norms that have a recommendatory nature serve as a methodological guidance in solving social problems.

In particular, Russian standards from the field of social and labor relations establish the duration 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 and services; Average housing performance, household amenities, health care, education, culture, etc.

The program of social reforms carried out now in the Russian Federation, one of the most important measures to stabilize and raising the standard of living of the population, considers the formation of a system of state minimum social standards. Some of them are already installed - as it has already been mentioned, the Federal Standard of the Social Norm of Housing Square is determined on the basis of 18 square meters. M total housing area per family member, consisting of three people and more than 42 square meters. M - on a family of two and 33 square meters. M - on lonely living citizens. The state authorities of the subjects of the Federation establish regional standards, guided by federal.

Another federal standard is the cost of providing housing and utilities at the I quarter. M of the total area of \u200b\u200bhousing is calculated on the basis of the standard set of services for the maintenance and repair of housing, including overhaul, heat supply, sewage, gas supply and power supply, taking into account the average consumption standards. The federal standard of the level of payments of citizens in relation to the cost level of maintenance and repair of housing, as well as utilities fixes both the share of payments of the population in covering the cost of all types of housing and communal services and the maximum permissible share of citizens' expenses for housing and utilities Services in aggregate family income. The ultimate goal of reform is the full payment by the population of housing and communal services with the payment of subsidies to those families, the costs of which at housing exceed 25% of the level of their family income (while, of course, social norms of housing area and utilities can be taken into account).

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

The Social Service of the Organization is obliged to provide full-volume fulfillment of socio-labor legislation . This refers to strict compliance with the rules of law regulating in accordance with the Universal Declaration of Human Rights, the Constitution and other laws of the country social and labor relations.

The tasks of the organization's social service include the development and implementation of an event providing social partnership — mutually interested cooperation of employers and employees in solving social problems. Partners represent, on the one hand, entrepreneurs and their associations, and on the other hand, labor collectives and trade union organizations. Such cooperation, as evidenced by the experience of many countries, 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.

Equally important is the achievement of social cooperation and coordination of its activities with sectoral and regional social management structures, which represent government and local government. In certain conditions, especially with the exacerbation of social tensions in the country or region, they join the permanent participants of the social partnership so that at the level of multilateral cooperation to unite efforts in the settlement of disagreements on wages, income, social minimum, the protection of rights and freedoms of working citizens, warn Through mutual understanding in the negotiations, the emergence of socio-labor conflicts and bringing them to the extreme point - strikes.

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

At the level of enterprises, as noted by the Parties to the Social Partnership are the employer (employers) and the Labor team, whose powers in accordance with Russian legislation are carried out by the General Assembly (Conference) and its electoral authority - the Board of Labor. The labor team implements the right of workers to participate in the management of the enterprise (organization), make proposals for improving its work, as well as on socio-cultural and domestic services. He considers and solve the issues of concluding with the administration of a collective agreement, the self-government of the labor collective, other issues in accordance with the collective agreement.

Participants in the negotiation process on the settlement of socio-labor relations may be representatives of the Associations of employers - voluntary associations or unions of both individual citizens and legal entities engaged in entrepreneurial activities. This kind of association is created to coordinate commercial activities, representative offices of entrepreneurs, protect their common property and other interests.

Great role in the establishment and implementation of social partnership of trade unions.

1.3.2. The main functions of the social service

Functions and the management process itself make up the content of targeted impact on people engaged in joint activities, their social ties and relationships. There are in mind not only the functions of the social service, but also specific forms, methods and incentives that are used to streamline and increase the efficiency of the effort made. As an indispensable link of the personnel management system, the social service has its range of tasks and responsibilities, defined by both the general requirements for managing social processes and the features of the social environment of this organization.

All well-known management elements: thoughtful, based on the forecast forecast planning, regulating and coordinating management, prompt motivation, corrective control and informing about the state of social medium * The proper effect of social development can be obtained only when performing the social service of all these functions. Consider them in more detail.

Social forecasting and planning — the most important tool for managing social development. It implies a deep and versatile analysis of the state of the social environment of the organization; meaningful diagnosis, clarification and explanation of the relationships that are built between its individual parts; The foresight of the option of solving the urgent social problem will be the most efficient. This requires reliable sources of obtaining information to which, in particular, it is possible to include statistical data characterizing the material base and other components of the social environment of the organization; data for the study of socio-household and sanitary and hygienic working and recreation, observance of safety safety, as well as public opinion and prevailing moods in the team; Determination with the help of sociometric methods and sociograms of a more or less solid picture of the established social connections and relations between employees, their expectations and preferences in compulsion with the real possibilities of the organization.

Only on the basis of accurate knowledge of specific circumstances
and the overall situation, both in the organization itself and in the region,
Industry and country as a whole can be assessed by the state of affairs in the social environment, see the prospect of changes in it, choose
Adex-willed methods for reaching change. The forecast should be
subjected to practical confirmation before becoming
Landmark when developing targeted programs, planned, design and other managerial decisions offered by the social service.

Planning, being a kind of rational-constructive activity, means both the formulation of goals and the choice of funds and how to achieve them. It will provide an opportunity with greater expediency and effectiveness 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 for improving the quality of labor life, which from the mid-70s. found distribution in US enterprises and a number of other states; Related to 70-80-m. social development plans at the enterprises of the former USSR; National socio-economic development plans in Japan, which from the mid-50s. Large firms are focused, the corporations of this country when choosing priorities in business 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 a social state, aspiring the creation of conditions that ensure a decent life and free development of their citizens, guaranteeing their rights and freedoms. This common goal was subordinated to the reforms on the liberalization of the economy, the statement of market relations, streamlining the social sphere. At the same time, social forecasting and planning is difficult due to the delayed decline in production and a sharp reduction in investment, reducing the living standards of a significant part of the population, as well as the slow movement of socio-economic transformations at the enterprise level.

Obstacles to the effective functioning of enterprises in the establishment of market regulations are primarily due to financial costs that have been due to the recent (1998) hyperinflation, the abnormality of large-scale privatization of the former "nationwide" property, gaps in legislation, burdensome for enterprises of maintenance in the market economy of social and social facilities Cultural and housing and communal services, relatively low level of qualifications of management personnel. It makes it difficult to the process of argued selection of social goals and their achievements, as well as public control over the implementation of the lack of reliable information about the actual possibilities of a particular organization.

Organizational and administrative and coordinating functions Provide material, financial, personnel ensuring the implementation of targeted programs and plans of social average. Vitia Organization, the use of relevant social technologies, as well as interaction with related management structures, trade unions and other public associations, government bodies and local self-government involved in the social sphere. The preparation of draft decisions, orders, regulations, instructions, recommendations and other documents on social issues is needed, of course, relevant to the requirements of the current socio-labor legislation, established by social regulations, common and regional and regional standards.

The main thing when performing these functions - frames, business and ethical lessons of workers involved in solving social problems: they must have a high degree of competence connecting general and professional knowledge with the desire to take into account the life realities.

The development and implementation of notorious programs to improve the quality of labor life at the US enterprises were accompanied by attracting specialists from research and training centers to this activity, popularizing the experience of successful companies, the inclusion of new sections on the management of social processes in the 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 employees of social services of enterprises was also charged with attention, raising their qualifications. In addition to typical methods of social planning, specially developed curricula were proposed, seminars were held, short-term courses were organized. The students acquainted with the scientific foundations of the increase in the role of the human factor of social production, the capabilities of the application of the achievements of sociological and psychological sciences to the management of social processes in labor collectives, the content of the social policy of the state of that time, the experience of organizing social services directly on the best enterprises.

When implementing the operational functions of the social service, it is necessary to take into account that the definition of goals and objectives, principles, directions and mechanisms of social development of any economic organization significantly depends on the organizational and legal form of an enterprise that limits the degree of state influence that regulates the impact on commercial organizations. This circumstance is characteristic of new economic conditions, makes intolerantly misinterpretation and low level of responsibility of enterprise managers, including in solving social problems.

Motivating stimulationensures involvement in active work on the implementation of social programs and plans, ensuring the high effectiveness of the joint efforts of workers, the promotion of those who manifests the initiative and shows a good example of others, the implementation of the role of the Council of the Labor Group and other representative bodies of workers. The administration of the enterprise (organization), the social service is obliged to create appropriate conditions for trade union activities, to enjoy their support in solving common tasks and issues, one way or another related to the improvement of working conditions and life, social service of workers.

It is very important to take into account that the labor motivation system in general and social motivation in particular is the indispensable part of the complex of conditions that ensure the effective activities of the entire personnel and the development of each individual separately. It is necessary to reckon with the mechanism of human activity, which provides a chain of needs, interests, motives, actions and goals, achieving one degree or another satisfaction of the needs, the impact of the result of the achieved result on the socio-economic environment. At the same time, it is necessary to take into account the features of the human psyche: people usually overestimate their needs, most often tend to desire no less, and more.

Social programs are usually carried out in the order of planned work, according to the established schedule. However, sometimes appropriate events are carried out on the initiative of the team, ^ 3 amateur beginnings - for example, subbotniks on the improvement of the territory of enterprises, residential neighborhoods and countryside recreation. Participation in such works, being a manifestation of the initiative and enthusiasm of people, serves as an effective incentive of their social activity.

Permanent monitoring of the implementation of the scheduled measurestii and informing a collective about change in socialde Interconnected with obtaining, analyzing and summarizing a variety of information about the social environment of the organization, the changes that occur in it, their correlation with the implementation of the approved plan and targeted social programs. Social service should have a system of coordinates of the company's vital activity with indicators of its social development, i.e. Something like a "social passport" (by analogy with a technical and economic passport) as a tool of orientation in solving social problems.

The control is unthinkable without an examination of the working conditions and the life of workers, compliance with their current legislation, social standards and government minimum standards in the Russian Federation. And this, in turn, implies an appeal to monitoring (observation, assessment, forecast) of social processes, which allows identifying and preventing negative trends, as well as to social audit - a specific form of audit of the social environment conditions of this organization in order to identify social risks and Develop proposals to reduce their negative impact.

It is just as important to ensure timely informing staff about the state of the social environment achieved in its improvements, as well as unresolved problems. The full information support for social development requires the study of public opinion and the mood of employees, identifying issues that cause increased attention and the greatest interest.

A special approach deserve to evaluate the results of the implementation of social events, summing up the results of the achieved improvements in the social environment, determining their economic and social efficiency. Here you need to keep in mind a number of fundamentally important provisions.

It is obvious that the effectiveness of the development of the social environment is legitimately considered as a certain proportion of the overall effectiveness of the organization, as part of the total effect of personnel work. It follows that the essential indicators of the effectiveness of social activities may well serve as the final results of the organization, characterizing its economic growth, issue and sales of products, profit, etc.

If the overall effectiveness is determined on the basis of the goals set as a mathematical compliance (function) of the results achieved by the funds spent on this, then the effectiveness of social development is nothing more than as the relationship between the impact of the social sphere on personnel and logistical and other costs for the introduction of new social technologies, Implementation of social events. The indicators of both economic and actual social efficiency are usually allocated.

Economic efficiency means achieving noticeable changes for the better in the social environment of the organization at the lowest cost of funds. It is amenable to qualitative definition and quantitative measurement, it can be expressed by statistical data and the corresponding indices characterizing, in particular, the growth of labor productivity, improving the quality of goods and services provided, an increase in profits, staff turnover, discipline level, and the like. The results of economic activity are indicators of the social effect, compliance with the social goals of this organization and society as a whole. The social effectiveness of changes in the social environment of the Organization, its definition is based primarily on the recognition of the priority of social goals: the more or another event contributes to solving specific social problems, the fact that this action is socially efficient. The measure of social effect is not always possible to express in numbers - more often use qualitative indicators recorded in official documents, the results of surveys, surveys and other social studies. They determine the scale and useful return of changes in the social environment of this organization, including the implementation of targeted social programs, the advanced training and professional competence of employees, the moral and psychological atmosphere in the team, the degree of satisfaction with labor, its material and moral remuneration, the level of social partnership development.

In practice, socio-economic efficiency has a generalized view. Often, especially with limited resources, contradictions arise, inconsistencies in achieving economic and social goals. In such cases, officials are important to comply with social priorities, to give the primary importance to those benefits and social services that determine the business attitude and material wealth of workers.

1.4. Social Planning Resources and Reserves

The fact that the planned government system has in some way exhausted itself and the market and competitive system comes to replace it, it may impress that social planning is no longer used as a toolkit of organized social change. Of course, the possibilities that the Society has planded is largely exhausted. It is obvious that the next stage is needed in its development, the opening of the depth reserves. Social standards that represent the scientifically based quantitative and qualitative characteristics of the optimal state of the social process (or one of its parties) obtained on the basis of accounting for objective lawnies of social development and the possibilities of society and aimed at maximizing the satisfaction of the material and spiritual needs of the personality . Their specific historical character is that they reflect the possibilities and needs of social development at this stage and, accordingly, may (and must) change in the future. For its basis, they have a clear quantitative and qualitative certainty, which is the value characterizing the ideal (desired) goal of the development of the planned process. According to this, in order to establish the most effective relationship between social development opportunities, standards are usually tested first experimentally, and then in a massive manner (for example, the minimum consumer budget).

It is extremely important that social standards are agreed with each other, because their disharmony leads to no less costs than and their absence. Social standards, reflecting general patterns, differentiate depending on specific national, natural, socio-demographic features and cannot remain unchanged. They suggest the use of coefficients whose application is especially important in the areas of new development, in difficult natural and climatic conditions, in regions with different sexual age groups.

Ralmoning, as one of the forms of social planning, touched on many aspects of human life: labor, culture, life, but it has touched into social and political activities, social and interpersonal communication. Together with some abnormal aspects of labor activities, activities in the field of culture, family and life is an area of \u200b\u200bsocial relations that are practically not quantified. Due to the fact that in very many areas, the definition of standards is difficult, lawful introduction to 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 established indicators of the development of similar phenomena. In fact, in practice this technique is often used: the best indicators of a number of production organizations and associations are accepted for the optimal amount. They become in a certain sense of the standard, that is, the guideline. Such best results can be accepted in a specific environment for the so-called worker optimum.

Social standards and benchmarks are classified on various reasons. The traditional and generally accepted is the classification of social landmarks and regulations on the spheres of human life (labor, social and political life, culture, life, interpersonal communication). First, they reflect the provision of material resources per 10 thousand people in the population. The practical application of this approach makes it possible to assess the lag, ahead or compliance of the level of development of social processes in the region or country in comparison with regulatory requirements.

Secondly, social standards may be expressed in the requirements for urban and rural settlements. These standards are associated with architectural and planning solutions and the need to organize the rational life of the population. These standards should include the security of rural settlements by schools, cinemas, bus communication, trade facilities, etc. In applies to cities - this is equipped with both cities microdistrict all necessary for everyday life, or a characteristic of regulatory requirements relating to each citizen, For example, the standard of placement of green plantings.

Thirdly, there are norms associated with the use of a man-man system. Otherwise, say how many people of a profession are accounted for 1 thousand people, such as sellers, teachers, cultural workers, etc. Practice shows that the smaller the ratio, the more complaints about the quality of their work, efficiency, maneuverability, on the socio-psychological climate. A certain modification of this requirement may be the provision of frames per 1,000 population by types of professions.

Social standards and guidelines can be developed for various levels of the social organization of the Company. Some of them are used for comparison throughout the country, others - only in a certain region, the third in the industry of the national economy, the fourth - in a small group of organizations, including primary. Social standards and benchmarks can be differentiated depending on the social structure of society, because it is undoubted that, for example, the problems of advanced training and education in a regulatory aspect will be different depending on the specifics of each of the socio-demographic groups. Finally, social standards and guidelines change and will change at every stage of development not only society, but also of each region, each production. Large and not yet fully used opportunities to improve planning have a social map of the region and the social passport of the organization, which state the diversity of social processes and changes at these levels. Such documents allow you to constantly analyze and compare between planning objects. This is particularly clearly manifested when planning the social development of a large region, when considering the state of social infrastructure, a social card or a social passport suggests the use of various coefficients, which is caused by the objective need to take into account the various demographic structure of the population, the natural and climatic conditions or national characteristics. The use of them on new buildings, in young cities, clearly reveals this contradiction and shows what measures can be taken to solve the problems.

The established experience of social planning shows that usually in a social map or passport is characterized primarily by the social composition of the population, the demographic situation, and then indicators of the labor, socio-political, cultural and family-household sphere. Often there is a reflection of personnel support of social development and its material and technical base, which can be considered and analyzed both by the spheres of public life and independently. Such data is complemented by the characteristics obtained during sociological studies.

2. Practical part

2.1.1. The branch of the departmental protection of the Krasnoyarsk Railway is headed by the director appointed and exempted from the post-held by the Director General of the FGP "Departmental Protection" of the Ministry of Railways of the Russian Federation.

The director of the branch provides preparation and retraining of sufficient, on the amount of work produced, the contingent of employees, as well as the implementation of the employment facilitation program of the released workers. He also concludes and terminates labor contracts with employees, defines their job responsibilities. The head of the branch within its competence is published by the orders and gives instructions that are mandatory for all employees, applies the measures of encouragement and imposes disciplinary penalties on them in accordance with the legislation of the Russian Federation.

Deputy Director of the branch, heads of departmental security groups operate on behalf of the Director, represent the interests of the organization in state bodies and enterprises, make transactions and other legal actions within the authority provided for by their official duties, legislative and legal acts.

The structure of the branch of the FGP departmental protection of the MPS of the Russian Federation of the Krasnoyarsk Railway can be represented as an organizational and functional scheme (Figure 1):

Figure 1 - Control structure of departmental guards

Krasnoyarsk Railway

2.1.2. not found

2.1.3.2.1.4. The wage foundation in 2004 amounted to 223758 thousand rubles, an increase of 2003 by 111.4%. In comparison with 2002, the wage foundation increased by 142%. The average monthly salary has increased to the level of 2003 by 110.9%. Wage growth is shown in Table 1.

Table 1 - average monthly salary in departmental protection

Sales profit in 2004 amounted to 1,800 thousand rubles, which is more than 2003 data by 128.6%. There is an increase in increasing profits by reducing the cost of the organization. The profitability of the organization for 2004 amounted to 0.5%. Receivables for 2004 amounted to 700 thousand RUB. Due to increasing income and not timely execution of the obligations of other organizations. Accounts payable in the amount of 30243 thousand rubles. Received due to the payment of wages for December 2003. The Unified Social Tax (ESN) amounted to 5438 thousand rubles, the taxes in the budget - 2315 thousand rubles., Other - 607 thousand rubles.

Savings for the accrual for the social development of departmental protection amounted to 77 thousand rubles. Compared to the plan.

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

Fuel economy 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 their own needs in 2004 amounted to 936 thousand kW. An hour, and in 2003 - 931 thousand kW. hour. In comparison with 2003, the consumption of EL. Energy increased by 5 thousand kW. An hour at the expense of translation to email. Heating of the shooting command Art. Red cordon.

The depreciation of the fixed assessment in 2004 was accrued in the amount of 1943 thousand rubles. with a plan of 1902 thousand rubles. Compared with 2003, the depreciation is accrued more in the amount of 41 thousand rubles. Based on instructions on the value of the fixed assembly.

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

Profit is determined by the difference between the income received from the subsidiary activities (PVD), the non-dealerization profit. Indicators and dynamics of profit management for 2002-2004. shown in Table 2.

Table 2 - Profit on the PVD departmental protection for 2002-2004.

Name indicator	Units.				Forecast
Revenues of PVD.	thousand roubles.	2061	2629	3115	3500
PVD expenses	thousand roubles.	1448	1920	2294	2650
Profit	thousand roubles.	613	709	821	850

According to the sub-auxiliary activities in the departmental protection of the Krasnoyarsk Railway, a profit was obtained in the amount of 821 thousand rubles. During the task of 570 thousand rubles. The over-compliance was 251 thousand rubles. or 144% of the plan and 134% to the corresponding period of last year. An analysis of the financial and economic activities of the departmental protection of the Krasnoyarsk Railway showed that the organization works profitably, stably and achieves good results. This is achieved by the results of effective management, a properly chosen direction of personnel policy, creating a combat-ready team of leaders of all levels, team cohesion, maintaining and improving the socio-psychological climate in units to achieve the tasks.

2.2.Personnel support

2.2.1.2.2.2.2.2.4. The staffing number of departmental security personnel as of January 1, 2004 is 2068 people, the actual number is 2038 people. The noncomplex of workers is 30 people - this is explained by the natural outflow of employees, and the prohibition of acceptance to work.

The staffing number of employees of departmental protection as of January 1, 2005 is 2082 people, the actual number is 2022 people. The noncomplex of workers is 60 people. (The reason is the same as last year - the natural outflow of employees and prohibition of admission to work).

Table 3 - Analysis of staff of departmental protection by age

personnel
Number of persons
Percentage of staff by age

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

We analyze the structure of staff experience (Table 4)

Table 4 - Analysis of staff of departmental protection on experience

Most of the staff of departmental protection has 10 years of experience, only 138 people, has experience more than 20 years.

Consider the average number of employees of the departmental protection of the Krasnoyarsk Railway for 2002 - 2004. (Table 5).

Table 5 - Average number of personnel security staff

In connection with the decrease in the number of dismissed workers, increasing the number of personnel on PVD - the average number of employees of departmental protection is growing.

2.2.3. An analysis of the staffing of the framework of departmental protection of the Krasnoyarsk Railway is shown in Table 6:

Table 6 - Analysis of staffing of frames of departmental protection.

posts

Supervised
Special
Servants

2.2.5. According to Table 3, it can be revealed that the percentage of personnel of pre-age small (about 8.8%). Therefore, in the next 10 years, an additional set of personnel is not planned or its update.

2.2.6. We analyze the relationship taken to work and dismissed employees of the departmental protection of the Krasnoyarsk Railway (Table 7).

Table 7 - Analysis of adopted and dismissed employees of departmental protection

The number of adopted and dismissed departmental security workers is reduced. In 2004, 101 people were adopted, it is 29 people, less than in 2003 or 3.5%. A decrease in the number of people being taken to work is due to the fact that the wage fund is limited and prohibited by work on the part (except translations from other enterprises of the road due to the reduction of the number and from the Siberian internal affairs management).

2.3. Social Development Land

2.3.1. Data from paragraphs 2.2.1-2.2.4.

2.3.2.2.3.4. Movement of employees of departmental protection manifests itself in the confidence of people in the future, the feeling of social security in the sections of a collective agreement, in the Regulations on the provision of material assistance, the allocation of ways to rehabilitate and sanatorium-resort treatment of working personnel of the organization and members their families.

Insurance of all employees of departmental protection against an accident at the "Jaso insurance company" also affects the motivation of employment in the organization.

In the process of research, it was revealed:

The level of social security will not be enhanced in connection with the reform of railway transport;

Social security of the released workers is at the proper level;

In general, the organization has established normal conditions for work, although some workers believe that these conditions need to be improved, and 2 people. They answered negatively and the conditions for work are insufficient;

The increase in salary 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 happen;

The increase in salary should be increased by 2 times and then there is an opportunity to improve labor productivity and efficiency in the organization;

Most employees are not against using the services of Krasnoyarsk railway profilaterals, 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 road hospital;

Improving the qualifications and the study of social issues is better to spend up to 40 years, thereby providing the possibility of career growth, interest in work, achieving the intended goals in life;

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

The relationship between social security in the team has developed normal, although the solution to some problems should be considered together in general meetings and come to a common opinion;

The conditions of cultural and educational, recreational and sports work in the team are not sufficient, there are no targeted events for solving these problems, everything is spontaneously

Insufficiency of the amount of material assistance for the burial of the employee, a close relative or non-working pensioner;

An increase in the activity of the management of the Organization and the Trade Union Organization is necessary in solving the problem of social security of workers and the lifting of these issues to the proper level.

2.3.3. In the branch of the departmental protection of the Krasnoyarsk Railway, there is a tariff system of remuneration on the basis of the approved "Regulation on the remuneration of workers of the FGP of the departmental security of the IPU of Russia", which is a set of standards with which the regulation of wages of various personnel categories is carried out. Composite elements of the tariff system are tariff rates, qualification discharges, salary, qualification categories.

The tariff rate is the size of the worker's work done in monetary form per unit of working time. In departmental protection there are hourly tariff rates. The tariff rate serves as the basis for determining the size of wages of all categories of workers. Rates for remuneration payments are calculated based on the assigned discharge and spent time.

In departmental security, it is time-based payment of labor, as it is not possible to pronounce the labor costs and wages is charged on the basis of the hours of worked hours and the qualifications of the employee defined with the help of a tariff rate or an occupational salary.

The regulation on the payment of labor operating in the organization is directed to:

Implementation of a coordinated unified FGP policy of the departmental protection of the MPS of Russia in the field of labor organization and wages;

Implementation of the principle of equal payment for equal labor;

Stimulating the contribution of each employee to improving the performance of departmental protection;

Improving the significance of wages in ensuring social security of employees.

Warming of workers at the enterprise is carried out on hourly tariff rates on the award-premium formation of remuneration.

Arrows and conductors (countertime) of service dogs directly engaged on accompanies and guarding goods in trains and in parks railway stations, as well as on cash protection, during transportation (transportation) and storage, tariff coefficients are increased by 10%.

Employees of specialized fire trains during work related to the elimination of the consequences of emergency situations, labor payment is carried out in fivefold.

The remuneration of managers, specialists and employees is made in a monthly official salary, determined on the basis of the minimum wage, established in the industry, tariff coefficients OETS of the corresponding level of management. The level of tariff coefficients for remuneration of managers and specialists is determined based on the functions of economic and operational management.

In order to stimulate an increase in professional skill workers, strengthening their material interest and responsibility for the quality of work and the performance of production tasks, differentiated surcharges on tariff rates on qualifying discharges can be established: the 3rd discharge in the amount of up to 12%, 4th discharge - up to 16% , 5th discharge - up to 20%, 6th and higher discharges - up to 24% of the relevant tariff rate.

Specialists directly developing and implementing progressive forms of labor organization at workplaces and achieved high results in reducing labor costs and increase efficiency, a one-time encouragement is paid at the expense of salary fund.

Heads and specialists can establish allowance for official salary:

For high achievements in labor;

For performing particularly important work for its period;

For the development of related specialties, receiving additional

education with the appropriate expansion of functional

duties;

For the fulfillment of the duties of the non-liberated team leader

workers of one or several directions of work.

Systems of material promotion of workers (premium payments, promotion, rewards) are introduced to stimulate an increase in efficiency and quality of work, labor productivity growth, achieve positive financial and economic results of departmental protection.

The bonuses of workers for the basic results of the activity are carried out on the basis of the provision on the bonuses and established indicators of bonuses, depending on the level of implementation, overfulfilling (improvement) of specific indicators of the enterprise, structural divisions of departmental protection and individual workers.

Current bugging workers is carried out for ensuring the safety of transported goods, the safety of protected facilities, the provision of fire safety, conducting preventive work, an increase in labor productivity for arrows to escort trains with protected goods, ensuring the safety of labor, compliance with the requirements of regulatory and legal documents regulating the maintenance of cargo, security Objects and fire safety. The current bonuses of managers, specialists and employees are carried out for ensuring the efficiency and quality of work, the increase in labor productivity, the achievement of positive financial and economic results of the enterprise.

Stimulating the regime of savings and rational use of material, fuel and energy resources, reduce the cost of maintenance, ensuring the fulfillment of tasks for the growth of labor productivity, the introduction of new equipment is carried out on a special system of bonus, taking into account the specific contribution of employees in achieving positive results for certain types of enterprise activities (divisions ).

Analysis of labor and wages In 2004, the branch of departmental security is as follows:

The average number of employees amounted to 2063 people.

The average monthly salary is 9015 rubles:

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

By maintenance of goods - 9327 rubles.

By firefighters - 8134 rubles.

By categories of employees, average monthly wages were distributed as follows: Officers - 14133 rubles; Specialists - 13195 rubles; employees - 12986 rubles; Workers - 8565 rubles.

The share of the tariff (salary) in wages is an average of 28.1%, the average percentage of the premium for the basic results of work to the salary (tariff rate) amounted to 38.8%.

In comparison with 2002, the average monthly wage in the amount of 10.9% occurred mainly due to the transfer of employees to a new sectoral single tariff net (OETS) and wage indexing in the industry.

Thus, in departmental protection according to the "Promial Playing Regulations" provisions, a percentage of the premium was established for the implementation of key production indicators, for example, for arrowers for the protection of facilities - up to 30%, for arrows by train accompaniment - up to 40%. When performing indicators, all employees of departmental protection, regardless of the personal contribution in general, receive a premium 30 or 40%, although they work in different ways, and receive remuneration equally.

The effectiveness of stimulating within the team depends on the ideological and moral content of incentives, from the internal dependence and consistency between employees, from their compliance with the needs, interests and reasons for individuals. Fair stimulation creates a certain socially psychological atmosphere, which has favorably affect or, on the contrary, inhibits the implementation of moral and other requirements. Moral stimulation in the team should be considered not as another company, but as a significant constant trait and the peculiarity of its livelihoods, as a holistic system that begins to act already with the admission of new workers.

The assessment of the personal contribution of the employee should be objective, pedagogically targeted, educate and intensify its work. The effectiveness of the assessment is determined primarily by its objectivity, and the degree of "justice" evaluation depends:

From the completeness and accuracy of the information;

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

The team of the branch of the departmental protection of the Krasnoyarsk Railway was performed for the first time "diagnosis of social and psychological attitudes of the person in the motivational - consumed sphere" according to the method of O. F. Potemkin.

The purpose of this study was to study the social and psychological attitudes of the staff in the motivation of employment aimed at "Altruism - Egoism" (altruism - the desire to help people) and identifying installations on the "activity process" or "result of activity".

This diagnosis makes it possible to have an idea of \u200b\u200bthe directivity of any labor collective departmental protection in socio-psychological plants in the motivational and consumer sphere, especially when mutual support and mutual assistance is constantly required when performing official duties.

The state of labor and performing discipline in the divisions in 2004. It made it possible to perform the tasks in full, facing the departmental protection of the Krasnoyarsk Railway. The state of service and labor discipline compared with previous years is characterized by the data presented in Table 8.

Table 8 is a state of labor discipline in departmental protection divisions for 2002 - 2004.

Indicators
Total violations

Appearance at drunk
Total imposed penalties
Encouraged workers
Dismissed for violation of labor discipline
Personnel flow

The above indicators of the state of labor discipline indicate the tendency to reduce violations. However, there are no longer any such cases as absenteeism, appearance at work in a drunken state.

Conclusion

Our research has proven that social planning was an essential element in managing the development of any organization. This is an effective form of social proceeding management, an important means of system use of social factors and social reserves for the development of the economy in the interests of man, which advocates most clearly and definitely at the enterprise level. It includes various ways to distribute resources for an effective or optimal solution to specific social problems, a phased solution to the priority tasks of achieving public goods.

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

Social differentiation, social structure;

Quality and standard of personnel, incl. The level of real income in general

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

Providing the most important types of products and services;

Development of education, health, culture;

Determining the amount of data services provided by employees for paid and free, etc.

It turns out that the company's plan should be, on the one hand, is quite detailed to foresee and solve emerging problems in time, as well as to coordinate the efforts of various divisions and specialists. On the other hand, the plan should be flexible enough to allow specialists to respond to unexpected perturbations from the external environment and to make it profitable to use accidentally emerging opportunities.

Planning works well in conditions of a stable, clear, formalizable and predicted medium. In this case, planning makes it possible to pre-foresee all the main advancing events and in time to take all useful measures, including the effective placement and use of resources.

However, planning can be used not only in conditions of a stable, clear, formalizable and predictable medium, but also under conditions of turbulent, fuzzy and poorly predicted medium. Therefore, the problem of the right and effective planning of social development of the organization is very relevant and at present.

After analyzing the social development of the organization on the example of a branch of the departmental protection of the Krasnoyarsk Railway, we revealed the main features of planning:

Social Development Plan can be drawn up for short-term, medium-term and long-term period of time.
A social development plan may include all social processes in the organization, or only those that are most problematic
Planning should rely on the results and assessment of the status of the social development of the organization
The plan must be clear and efficient, as well as to meet the resources for its implementation.
Events on the implementation of the plan must constantly monitor and adjust depending on the results

So, the task in the work was performed. Having studied the theoretical foundations of planning and conducting a practical study, I realized the importance of effective social planning in the organization in modern society.

Bibliography:

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Volchkova L.T. Planning of socio-economic development.-SPb., 2002.-p.60
Vorozheikin I.E. Management of the social development of the organization. - M., 2001.-176c.
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E V. Yalun

Functional orientation of development planning

Socio-Economic Systems Services Services

The functional orientation of the planning of the prospective development of a particular socio-economic system in its substantive basis should, in our opinion, include not only the desire to achieve economic and social results established on the prognostic basis by implementing a complex of resource-security measures of an economic, financial, innovative, marketing, structural and innovation nature, But also neutralizing, leveling the essential influences of negative factors of external and internal environments, to achieve the intended goal based on the principles of compliance and proportional development to the extent of their compliance, which is possible as part of the interaction of the planning function with other elements in the management system of the socio-economic development of the enterprise, industry And in general, national economy.

Proportional and systematic development of a socio-economic system, developing on the basis of an indicative (recommendatory, oriented) plan, possibly in the context of the current, prospective and strategic planning, their systemic interaction at various levels of management of the development of socio-economic systems (enterprise, industry, complex, national economy). At the same time, planning in conditions of significant influence of the factors of an unstable external environment in an indefinite time should be given a coordinating role in the agreed implementation of integrated measures and actions within a specific socio-economic system to achieve the greatest performance and efficiency of production of products.

Together with this, the achievement of the proportionality of the development of a socio-economic system, which is possible in conditions of significant changes in the external environment, can be expressed not only to ensure the relevant growth rates of products, the provision of services, reducing costs, allowing to maintain the competitiveness level necessary for professional market participants. The occupied (priority, leading) place in the market, but also in the organization of mutually agreed activities of all structural components of the national economy, industry, enterprise divisions. At the same time, the interconnection and rationalization of the established relations should be regulated by both the management bodies and the market.

Planning with its functional orientation should be focused on solving such problems of development proportionality, as

determination and regulation of the relevant level and nature of the sophistication, the primaryness of investment, the issue of certain types of products, the provision of services, the performance of work, preference and pre-property of the development of individual structural components, resource potentials of socio-economic systems.

The need for the innovative and investment development of economic entities, structural components of the production and social sphere of the national economy, determining the levels of their competitiveness, the efficiency of resource use, the quality of services, the complication and development of production relationships between the structural components, enterprises of the national economy, in the context of the transition to the developed market in a significant extent depends on: the effectiveness and significance of the planned justifications of the achievement of the greatest economic and social results, the minimum expenditures going on for the consumption of labor, financial, information resources, fixed assets, material elements of working capital; Enhance the degree of compositeness of production processes, the provision of services, the performance of work in accordance with the target orientation of development in the middle-long period of time.

Enhancing the role of planning in the activities of structural components of the national economy, enterprises largely depends on the degree of compliance with the indicativity and responsibility of managers in the process of implementing drawn up plans for the current and promising (medium-term, long-term) periods for achieving planning and settlement and social results, levels efficiency and use of resources, on the degree of rationalization of labor incentive mechanisms, the organization of production, the process of providing services.

Along with this, the dominant role of the planning function in the management system of structural components, enterprises of the service sector, is that the preparation and implementation of plans are designed to ensure proportional, balanced development of economic entities, structural components of the services of services, as well as the equilibrium state of the market-based demand and suggestions on Services, works, products of various sectoral components of the social sphere. At the same time, ensuring the relevant systematicness of the development of structural components, business entities of the service sector, in our opinion, is also largely dependent on the diversity and rational combination of methods for planning and the use of labor and material resources, from the planning and settlement substantiation of the determined values \u200b\u200bof economic and social results, efficiency activities of enterprises, industry components of services.

Compliance with the functional direction of promising planning of economic entities of the service sector in the conditions of a significant negative impact of factors of an unstable external environment may be based on not only the amounts of consumption of all types of resources,

ours to ensure the process of providing consumers of services, manufacturing products, but also determining, compliance with the minimum size (norms) of resource consumption falling on the provision of one individual or integrated service, units of manufactured products that act as an important factor in the impact on improving the efficiency of using all types of resources. Otherwise, a formable indicative plan with the requirements of compliance with the principles of proportionality, the systematicness and balance of the current functioning and promising development of enterprises, the structural components of the services of the services deprived of its functional orientation, the target orientation to the achievement of established (necessary) economic and social results in a transitive (transitional) economy , the influence of negative factors of the external environment. At the same time, the price of achieving planning-calculating results, resource consumed can be exorbitantly high.

Functional orientation of planning in the management system of structural components and enterprises in the field of services for the observance of balance, the systematicness and proportionality of development in a promising period of time can be sufficiently ensured on the basis of such use of labor, material and technical resources, in which in the dynamics for a number The time periods (years) is achieved in the ratio of economic results to costs, which contributes not only to intensification, increase the generalizing efficiency of production, services, but also an increase in the level of competitiveness of organizational and legal structures of the service sector. In turn, the achievement of high planning-compliant performance in the field of services, in our opinion, possibly subject to the regulatory consumption of labor and material and technical resources, which has a positive effect of both an increase in economic results and to reduce the growth rates.

The planning and estimated functional orientation of the structural components and services of the service sector should, thus, should be based on the necessary resources to provide such an economic result (value of the services rendered, production, production, profit), the growth dynamics of which is ahead of the rate of increasing the total costs of consumption of all types of resources. In this regard, the position of a number of a number of economists scientists who believe that the proportionality, the systematicness and balance of the process of providing services, the production of products in the social sphere, the performance of the activity is possible mainly on the basis of extensive growth in the volume of basic and current funds, better use of them.

However, as it seems to us, the legality of setting the problem of increasing the average annual volumes of fixed assets, the material elements of current funds and the effectiveness of their use does not exclude, but most likely requires the intensification of the process of providing services, the production of products in the social sphere, its structural components, enterprises.

At the same time, it should be noted that the functional orientation of planning in the system of management of socio-economic systems can take into account at a certain stage of development (for example, at the stage of renewal, modernization and reconstruction of fixed assets) a significant increase in resource potentials. But as the efficiency of production increases the growth rates of major and current funds can achieve the optimal volumes in which the value of the current activities and the prospective development of structural components and economic entities of the service sector in terms of growth rates and absolute values \u200b\u200bwill be discovered in time in time. Resource potentials.

At the functional orientation of the planning, the fact that an increase in the generalizing level of efficiency of using all types of available resources in a promising period of time has not yet been evaluating the rational ratio of the results and costs in the established conditions for the negative impact of the factors of the external environment, since the optimality of these ratios Common based on compliance with the established norms and regulations for the consumption of all types of disposable resources, their compliance with the organizational and innovative, technical capabilities of business entities of the service sector saves labor and material and technical resources with the planned increase in the growth rates of the cost of providing products manufactured by products.

The regulatory functional orientation of planning in the system of managing the promising development of structural components, enterprises of the social sphere, in accordance with our ideas, reflects to a certain extent being generated by the subject of the management of the balance sheet correspondence of the planned value of the provision of services produced by products by disposable resource potentials.

In addition, the balance sheet, the regulatory compliance of economic results and resource support in the promising period is determined on the basis of the established need for the provision of services, the production of products in the markets of services, goods, the need to bring into an equilibrium state of demand and suggestions. At the same time, for the functional orientation of the planning, to achieve the greatest economic results and on a regulatory basis - the smallest costs in the promising period, an important basis for planning and settlement justifications is the actual value of the services rendered, the production of goods in the social sphere, the planned growths to which as actually achievable values \u200b\u200bare possible in A promising period based on compliance with the norms and regulations for the consumption of resources differentiated as changes in the technical, innovative and organizational and economic levels of resource potentials, business entities in general and structural components of the services of services.

The proportional, balanced and systematic functional direction of planning, as it seems to us, should be subordinate to the orientation to achieve such economic results, the regulatory regulation of which would answer the desire of economic entities, the structural components of the services spheres to effectively use resources.

The logic-verbal statement of the functional orientation of the planning of current activities and the prospective development of enterprises, the structural components of the services of services provides the possibility of multi-level social management bodies to increase the degree of objectivity and significance of the planning and settlement ores to achieve the level of efficiency of resource consumption established on the prognostic basis.

The functional orientation of planning to achieve established economic, social and other results, in our opinion, can also be provided on the basis of increasing their level of objectivity. The main tools of the planning and settlement justifications of achievement in a promising period of economic results, the effectiveness of the resources used in the service sector in the field of services acts about the social and economic forecasting, in accordance with which the established trends in the development of the economic entity or in general, the structural component of the sphere of services from the retrospective (past) period in future.

Forecast estimates obtained by economic and mathematical methods, the level of its adequacy of the actual values \u200b\u200bof the forecast (scheduled) confirm, as a rule, the statistical parameters of the significance of the created prognostic model (equation), the practical use of which in the formative plan for the prospective development of the economic entity or the structural component of the service sector is In order for the predicted values \u200b\u200bof economic results or the effectiveness of activities after agreeing with the resource support for a long-term period, to make a decision on approving them as guidelines for achieving economic results, the effectiveness of the use of resources, the numerical values \u200b\u200bof which are in the range of economically acceptable values.

In this regard, it should be noted that the projections of economic and other results of the promising development of economic entities, structural components of the services of services in their accuracy and objectivity correspond to the current trends in retrospective changes, actually acting or comparable prices, selected time interval, in which the forecast was carried out. The accuracy of estimates of the forecast of economic results and the efficiency of using all types of resources of the enterprise, the structural component of the social sphere depends on the relationship between the members of the dynamic series and estimates of the forecast in time.

In our opinion, the functional orientation of the development planning of socio-economic systems of the service sector must comply with the accuracy of the forecast estimates of their economic results and the effectiveness of resource consumption for the medium term (2-3 years), since the forecast errors in the long term (5-6 years) increase significantly In the absence of statistical proportionality of members of a dynamic series and estimates of the forecast. In the event that the composition of the dynamic series members is located with the number of estimates of the forecast in proportion 2: 1 with high statistical significance of the prognostic equation, then such a forecast can be the basis for increasing the objectivity of the planning and settlement justifications of achieving the necessary economic results, levels of efficiency of the development of structural components of the spheres services in a promising period of time.

Together with this, it should be borne in mind that the objectivity of the functional orientation of planning to achieve the goal, economic results and levels of efficiency of the use of resource potentials depends on the complex of various factors, directly or indirectly affect the accuracy of planned assessments of the economic and social development of economic entities, structural components of the services spheres. In such factors, for example, along with the foregoing, there are changes: an external and internal environment associated with significant fluctuations in the services market conjuncture; regulatory regulations; levels of competitiveness of professional participants in the services market, social services of the social sphere; Sales channels of services, products, logistics; The degree of product diversification, the volume of borrowed funds in order to finance the investment project, the issuance of shares, bonds.

Therefore, the adequacy of the estimated economic indicators established in the current (one year) or promising (2-5 years) plans for the socio-economic development of the structural component, services sector enterprises based on the estimates of the forecast, cannot be fully observed without taking into account and rationalize the interaction of the current, promising and strategic Plans, in its functional oriented not only on accounting for possible and at the same time significant influence of factors, but also on their leveling, neutralization and localization in the case of significant changes in the state of the external and internal environment.

The functional orientation and the role of planning in the management system of sectoral components and services of the service sector to a significant extent depends on interaction with such functions of managing socio-economic systems, as an organization, regulation, control and accounting. Each of the functions, having an individual orientation to achieve specific economic, social and other results in the management system of the structural components of the field of services of the national economy, simultaneously in cooperation with other management functions is aimed at achieving the main goal - ensuring the eco-

nomic growth and improvement of production efficiency, providing services in current activities and promising development of structural components of the services spheres.

For example, the functional orientation of the organization of the process of providing services, the production of products at the enterprise of services is related to the rationalization of personnel interaction with the main and current funds - the material and technical components of the activities of the business entity. At the same time, the interaction of all types of resource potential of the organizational and legal structure of the service sector on the basis of measures taken within the framework of the function of organizing the production of products, the provision of services should ensure the achievement of planning-settlement economic and other indicators in the prospective period.

At the same time, it should be noted that the implemented complex of economic, social, marketing and innovative measures in the composition of the planning function determines the reality of achieving economic results only in interaction with other management functions.

In this regard, it is advisable to separate the objectives of the service management system of the service sector and the goals of the most economic entity, which is a socio-economic system. The main target orientation of the socio-economic system, in our opinion, can be expressed by such a criteria definition as maximizing economic results and minimizing the cost of consuming all types of resources in the process of providing customers of individual or complex services, production products. At the same time, the main economic results as the output characteristics of this system can be expressed in value or in common form.

In the rationalized system of management of current activities and the promising development of enterprises and structural components of services, the output parameters are the increments of manageability, economic results by rationalizing the interaction of the elements of this system. The purpose of the functioning of this control system is to increase the level of manageability of the socio-economic system, compliance with the target orientation to achieve the economic results that correspond to the criterion orientation of this system (for example, the achievement of the optimal value of the provision of services to consumers, sales of products that meets the regulatory consumption of resources).

However, the role of planning function in the management system of the organizational and legal structure of the service sector, in our opinion, is to ensure balancer, proportionality and systematicness of socio-economic development by implementing a complex of innovative, technical, economic, social, marketing, financial and other measures. aimed at achieving those paces of economic growth and the efficiency of resource use that retain or

expand the occupied (ordinary mass professional participants or a priority, leading) place on a certain segment of the market by an economic entity increases its level of competitiveness produced by their products provided.

Therefore, the functional orientation and the role of planning in the management system of the development of structural components of the services spheres, in our opinion, can be identified with the achievement of the socio-economic system of the economic results that are established in the resource-specific, balanced and prognostic bases in the current and prospective plans.

The implementation of the functional orientation of planning, its targetedness and increase significance in the context of the negative impact of the factors of the external and internal environment on the structural components of the services of services should be facilitated by clarification and classification assignment of certain sectoral components of the services in the relevant integrated services in the nature of the provision of services of the Group.

In economic literature there is no unity with the definition of the concepts of social sphere, the service area, the scope of service. In our opinion, these are synonymous concepts, despite some statistical and semantic differences from each other. Thus, for example, the State Committee of the Russian Federation on Statistics (Goskomstat) Statistical data on the development of the national economy shares and refers to the production and social spheres, allocating various structural components and complexes, referred to as industries. At the same time, the main structural components (sectors) of the social sphere of the State Statistics Committee considers: transport (cargo and passenger); communication; wholesale, retail and public catering; information and computational services; housing and communal services, non-productive types of domestic services; health care; physical culture and social security; education; culture and art; science and scientific service; Finance, credit, insurance, pension provision; control.

However, there are no such structural components as tourist-sightseeing, sanatorium, hotel complexes in the list of branches of the social sphere of the State Statistics Committee. Therefore, in our opinion, identifying the concepts of social sphere and the scope of services, in order to increase the level of functional orientation of planning in the system of management of the structural components (sectors) of the service sector, bringing them into a synonymous basis, should clarify the sectoral affiliation of certain structural components, several Detailing generalizing groups of industries and give a single grouping of complexes and industries.

In general, such sectoral (comprehensive) components as: passenger transport can be attributed to the field of services (social sphere); telecommunication complex; trade and procurement complex; catering;

hotel, Sanatorium-resort, tourist excursion systems; sports and wellness complex; scientific and innovative complex; financial and credit complex; housing and communal complex; non-productive household service; cultural and leisure complex; information and computing; health care; education.

Each of the structural components of the services spheres, in turn, should be detailed according to the relevant sub-sectors in order to assign each of them to classification sectoral groups of services. For example, the structural component of the services of services (social sphere) includes its sub-sectoral groups such as education: pre-school, general, the main general, secondary (full) general; primary, secondary special, higher professional; postgraduate professional; Additional.

The cultural and leisure complex of the service sector (social sphere) in this composition should include all types of pool, theatrical, library, circus, zoo, musical, pop-entertainment, museum services. The refinement of the sub-sectoral composition is necessary in the financial and credit complex, which is one of the main objects and complexes of market infrastructure, which includes bank, insurance, trusting services, pension provision, services provided by commodity, stock and currency exchanges.

As for the concept of "service sector", the author joins the opinion of those economists' scientists who include these types of services to sub-sectoral types of consumer services. At the same time, the allocation of housing and communal, domestic services of an unprofitable nature in the service sector as service indicates the integrated orientation of the industry, including a wide range of household services provided to citizens, for example, in such business entities, such as hairdressers, mail, baths, Water pools, solariums, workshops for repair of shoes, clothing, electronics, household appliances.

This complex type of service sector can be called the service sector (service), but it cannot be in its substantive entity and the integrated orientation of the services provided, identified with the service sector, since it is its integrated structural component.

At the same time, despite the identification and synonymicity of the application of the concepts of the social sphere and the scope of services, for the purposes of clarifying the functional orientation of planning in the system of management of structural components (sectors) and enterprises of the services sector of services, the industry dimension and public intended social sphere, as it seems to be Consider somewhat wider than the content of the service sector.

The wider interpretation of the social sector of the national economy compared to the service sector is due to the fact that in the social sphere not only

all types of services are provided for individuals within the framework of the national economy, but also work, products are produced, vital for the protection of public order, social welfare, the protection of citizens' economic interests abroad and in their own country. Some of these works, services, types of social products can be attributed to industry and sub-sectoral components of the services of services (for example, the services of the Federal, regional and municipal management).

At the same time, other types of works, services and products of the necium, characteristic of social support for society (environmental protection, social security activities, the implementation of a complex of measures for economic, social and other security), in our opinion, can be attributed to the social sphere . But since these types of services, work are not considered grouped according to a particular sectoral accessibility, it is possible to synimize the provision of statistically accounted for the volume of services that are the same on the proportionality of the social sphere and services.

Literature

1. Indicative planning: theory and path of improvement / Petrov A.N., Demidova L.G., Klimov S.M. and others. St. Petersburg: Knowledge, 2000.

2. Mozgolina L.V. Resource service capacity: preprint. SPB: Publishing House "Nestor", 2004.

3. Social status and standard of living of the population of Russia. 2003. Stat. Sat / State Statistics Committee of Russia. M., 2003.

Yalun Elena Vasilyevna - Candidate of Economic Sciences, Associate Professor of the St. Petersburg Academy of Service and Economics.

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4 Social orientation and scheduling efficiency. Social development planning in the organization. Essence of social planning in the enterprise

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Introduction

Chapter 1. Theoretical aspects of social planning in the enterprise

1.1 Essence of social planning in the enterprise

1.2 Labor team: Essence, Functions

1.3 Social Development Planning at the enterprise

2. Analysis of social planning and social development LLC ORTRANS

2.1 General characteristics LLC "Ortrans"

2.2 Assessment of the state of social development of the team of LLC ORTRANS

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