What are the duties of the labor standardizer? Rationing is a new and forgotten management tool. Requirements for the qualifications of an engineer for labor regulation

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[Name of company]

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JOB DESCRIPTION

Labor Rate Engineer

1. General Provisions

1.1. This job description defines and regulates the powers, functional and job responsibilities, rights and responsibilities of a labor rate engineer [Organization name in the genitive case] (hereinafter referred to as the Company).

1.2. A labor rate engineer is appointed and dismissed in accordance with the procedure established by the current labor legislation by order of the head of the Company.

1.3. The labor rate engineer belongs to the category of specialists and is subordinate to [the names of the positions of subordinates in the dative case].

1.4. The labor rate engineer reports directly to [the name of the position of the immediate supervisor in the dative] of the Company.

1.5. A person with the appropriate qualifications is appointed to the position of a labor rate engineer:

Labor rationing engineer category I: higher professional (technical or engineering and economic) education and work experience as an engineer for labor standards of the II category for at least 3 years.

Labor rate engineer II category: higher professional (technical or engineering and economic) education and work experience in the position of an engineer for labor rationing or other positions replaced by specialists with higher professional education, at least 3 years.

Labor rate engineer:higher professional (technical or engineering and economic) education without presenting requirements for work experience or secondary vocational education and work experience in the position of a technician of the 1st category for at least 3 years or other positions replaced by specialists with secondary vocational education for at least 5 years.

1.6. The labor rate engineer is responsible for:

• effective execution of the work entrusted to him;
• compliance with the requirements of performing, labor and technological discipline;
• the safety of the documents (information) that are in his custody (which have become known to him) containing (constituting) the commercial secret of the Company.

1.7. A labor rate engineer should know:

• resolutions, orders, orders, methodological and normative materials on the organization, regulation and remuneration of labor;
• methods of labor rationing;
• intersectoral and sectoral standards of labor costs;
• economy, organization of production, labor and management;
• technological processes and production modes;
• unified system technological documentation;
• forms and systems of remuneration;
• provisions on bonuses, tariff and qualification reference books and other regulatory and methodological materials, development procedure calendar plans revision of norms and organizational and technical measures to increase labor productivity, labor organization plans, tasks to reduce the labor intensity of products;
• demands rational organization labor in developing technological processes (production modes);
• methods of analyzing the state of labor rationing, the quality of norms, labor indicators, studying labor processes and the most effective techniques and methods of labor, the use of working time;
• facilities computing technology, communications and communications;
• foundations of sociology, physiology and labor psychology;
• advanced domestic and foreign experience organization, rationing and remuneration;
• basics labor legislation;
• rules and regulations of labor protection.

1.8. A labor rate engineer in his activities is guided by:

• local acts and organizational and administrative documents of the Company;
• internal labor regulations;
• occupational health and safety rules, industrial sanitation and fire protection;
• instructions, orders, decisions and instructions of the immediate supervisor;
• this job description.

1.9. During the period of the temporary absence of the engineer on labor rationing, his duties are assigned to [name of the position of the deputy].

2. Job responsibilities

A labor rate engineer is obliged to perform the following labor functions:

2.1. Develops and implements technically sound norms of labor costs in relation to specific production and technical conditions for different types works performed at the enterprise, based on the use of intersectoral, sectoral and other progressive labor standards, taking into account psychophysiological and socio-economic factors, as well as local standards calculated on the basis of technical data on equipment productivity, the results of analyzing the costs of working time when using the most productive techniques and methods of work.

2.2. Analyzes the state of rationing, the degree of validity and intensity of norms, carries out work to improve their quality, to ensure equal intensity of norms in homogeneous work performed under the same organizational and technical conditions.

2.3. Sets the time (production) rates for one-time and additional workassociated with deviations from technological processes.

2.4. Carries out control over the observance of the requirements for rational organization of labor in the established norms in the development of technological processes (production modes), determines the economic effect from the introduction of technically sound norms of labor costs.

2.5. Checks the current labor standards in order to identify outdated and erroneously established norms, carries out work on their timely replacement with new, more progressive ones as the organizational and technical measures are introduced.

2.6. Determines the number of employees by management functions and structural subdivisions in accordance with industry standards for the number of employees, identifies deviations of the actual number from the standard and the reasons for such deviations, develops proposals for eliminating the excess number of employees.

2.7. Draws up drafts of calendar plans for revising the norms on the basis of organizational and technical measures planned for implementation, ensuring the fulfillment of established tasks for the growth of labor productivity.

2.8. Participates in the preparation of draft programs and annual plans improving the organization of labor at the enterprise.

2.9. Determines the labor intensity of products as a result of the implementation of measures that ensure an increase in labor productivity and an increase in the quality of products, as well as new types of products in connection with the introduction of new equipment and progressive technology, rationalization proposals and inventions, improving the organization of labor and production, develops tasks to reduce the standard labor intensity.

2.10. Studies the level of compliance with the standards, investigates directly at the workplace the degree and reasons for deviations of the actual labor costs from the standard, participates in the preparation of proposals for the creation necessary conditions for the development of labor costs by all employees.

2.11. Carries out control over the timely delivery of new standards and prices to workers and employees, the correct application of normative materials on labor at the enterprise.

2.12. Participates in the development of measures to reduce the labor intensity of products, in identifying reserves for the growth of labor productivity by improving the quality of rationing, expanding the scope of rationing work of time workers and employees, eliminating the loss of working time and improving its use, in preparing proposals for improving wage systems, material and moral incentives for employees.

2.13. Provides instructions for workers to master the newly introduced standards.

2.14. Carries out work on the study of labor processes and the cost of working time to perform operations using modern computer technology, communications and communications, analyzes the data obtained, identifies the most effective techniques and methods of work, promotes their dissemination.

2.15. Carries out control over the correctness of the application in the divisions of the enterprise of normative materials on labor (grades of work, prices, tariff scales and rates when drawing up primary documents for accounting for production, downtime, additional payments in the presence of deviations from normal working conditions, etc.).

2.16. Prepares notifications about changes in the approved norms of labor costs and prices.

2.17. Participates in determining the mutual obligations of the administration, workers and employees included in collective agreements to reduce the labor intensity of products, increase labor productivity, the level of its regulation, including obligations to increase the share of technically sound norms, as well as to organize regulatory research, contributing to an increase in the level of labor rationing, expanding the scope of its application, the development of intersectoral and sectoral normative materials on labor.

2.18. Organizes and checks in production conditions of projects of intersectoral and sectoral regulatory materials for labor rationing and their implementation after approval.

2.19. Keeps records of the number, composition and level of implementation of labor costs, the fulfillment of tasks to reduce the labor intensity of products, the application of technically sound standards, as well as economic effect from their implementation.

2.20. He studies advanced domestic and foreign experience in the field of organization, regulation and remuneration of labor and uses it in his work.

2.21. Provides reporting on the state of labor rationing.

In the event of a business necessity, a labor rate engineer may be involved in the performance of his official duties overtime, in the manner prescribed by the provisions of federal labor legislation.

3. Rights

A labor rate engineer has the right to:

3.1. Give subordinate employees and services assignments, tasks on a range of issues included in his functional responsibilities.

3.2. Control the execution of production tasks, the timely execution of individual orders and tasks by the services subordinate to him.

3.3. Request and receive necessary materials and documents related to the activities of the engineer for the regulation of labor, subordinate services and divisions.

3.4. Interact with other enterprises, organizations and institutions on production and other issues related to the competence of a labor rate engineer.

3.5. Sign and endorse documents within their competence.

3.6. Submit for consideration by the head of the Company ideas on the appointment, relocation and dismissal of employees of subordinate units proposals to encourage them or to impose penalties on them.

3.7. Enjoy other rights established by the Labor Code of the Russian Federation and other legislative acts of the Russian Federation.

4. Responsibility and performance evaluation

4.1. The labor rate engineer bears administrative, disciplinary and material (and in some cases stipulated by the legislation of the Russian Federation - and criminal) responsibility for:

4.1.1. Failure to comply or improper fulfillment of the official instructions of the immediate supervisor.

4.1.2. Failure to perform or improper performance of his labor functions and tasks assigned to him.

4.1.3. Misuse granted official powers, as well as their use for personal purposes.

4.1.4. Inaccurate information about the status of the work assigned to him.

4.1.5. Failure to take measures to suppress identified violations of safety regulations, fire safety and other rules that pose a threat to the activities of the enterprise and its employees.

4.1.6. Not enforcing labor discipline.

4.2. Evaluation of the work of an engineer for work rate setting is carried out:

4.2.1. Immediate supervisor - regularly, in the process of the employee's daily performance of his labor functions.

4.2.2. Attestation Commission enterprises - periodically, but at least once every two years on the basis of the documented results of work for the evaluation period.

4.3. The main criterion for evaluating the work of an engineer for labor rate setting is the quality, completeness and timeliness of the performance of the tasks provided for by this instruction.

5. Working conditions

5.1. The work schedule of the engineer for labor regulation is determined in accordance with the internal labor regulations established by the Company.

6. Authority to sign

6.1. To ensure his activities, a labor rate engineer is given the right to sign organizational and administrative documents on issues attributed to his competence by this job description.

Acquainted with the instructions ___________ / ____________ / "____" _______ 20__

Job instructions

Open in WORD format

I. General provisions

1. An engineer for labor rationing belongs to the category of specialists.

2. For the position:

- a labor rate engineer is appointed a person who has a higher professional (technical or engineering and economic) education without presenting requirements for work experience or secondary vocational education and work experience in the position of a category I technician for at least 3 years or other positions replaced by specialists with an average professional education, at least 5 years;

- labor rate setting engineer of the II category - a person who has a professional (technical or engineering and economic) education and work experience in the position of an engineer on labor rates or other positions replaced by specialists with higher professional education, at least 3 years;

- a labor rate setting engineer of the 1st category - a person who has a higher professional (technical or engineering and economic) education and work experience as a labor rate setting engineer of the 2nd category for at least 3 years.

3. Appointment to the position of an engineer for labor rationing and release from it is made by order of the director of the enterprise on the proposal of the head of the department of organization and remuneration.

4. A labor rate engineer should know:

4.1. Resolutions, orders, orders, methodological and normative materials for the organization, regulation and remuneration.

5. An engineer for work rate setting in his activities is guided by:

5.1. Regulations on the department of the department of organization and remuneration.

6. The engineer on labor rationing reports directly to the head of the department of organization and remuneration of labor.

7. During the absence of an engineer for labor rationing (vacation, illness, business trip, etc.), his duties are performed by a person appointed by order of the director of the enterprise, who acquires the relevant rights and is responsible for the proper performance of the duties assigned to him.

II. Job responsibilities

1. Develops and implements technically sound norms of labor costs in relation to specific production and technical conditions for various types of work performed at the enterprise, based on the use of intersectoral, sectoral and other progressive labor standards, taking into account psychophysiological and socio-economic factors, as well as local norms calculated on the basis of technical data on the productivity of equipment, the results of the analysis of the costs of working time when using the most productive methods and methods of labor.

4. Carries out control over the observance in the established norms of the requirements of rational organization of labor in the development of technological processes (production modes), determines the economic effect from the introduction of technically sound norms of labor costs.

8. Participates in the preparation of draft programs and annual plans for improving the organization of labor at the enterprise.

11. Carries out control over the timely delivery of new standards and rates to workers and employees, the correct application of normative materials on labor at the enterprise.

13. Provides instruction on the development of newly introduced standards.

15. Carries out control over the correctness of the application in the divisions of the enterprise of normative materials on labor (grades of work, prices, tariff scales and rates when drawing up primary documents for accounting for production, downtime, additional payments in the presence of deviations from normal working conditions, etc.).

17. Participates in the determination of the mutual obligations of the administration, workers and employees included in collective agreements, to reduce the labor intensity of products, increase labor productivity, the level of its rationing, including obligations to increase the share of technically justified nominal, as well as to organize regulatory research works contributing to an increase in the level of labor rationing, expanding the scope of its application, the development of intersectoral and sectoral normative materials on labor.

19. Keeps records of the quantity, composition and level of fulfillment of labor costs, the fulfillment of tasks to reduce the labor intensity of products, the use of technically sound standards, as well as the economic effect of their introduction.

20. Studies the best domestic and foreign experience in the field of organization, regulation and remuneration of labor and uses it in his work.

III. Rights

1. To get acquainted with the draft decisions of the management of the enterprise concerning its activities.

2. On issues within his competence, submit to the head of the department for organization and remuneration of labor proposals for improving the activities of the enterprise and improving the forms and methods of work; options for eliminating shortcomings in the enterprise.

3. To request, personally or on behalf of the management of the enterprise, from the heads of departments and specialists, information and documents necessary for the performance of his official duties.

4. To involve specialists of all (individual) structural divisions in solving the tasks assigned to him (if it is provided for by the provisions on structural divisions, if not, then with the permission of the heads).

5. Require the management of the enterprise to assist in the performance of their official rights and obligations.

IV. A responsibility

1. For improper performance or non-performance of their official duties provided for by this job description - within the limits determined by the current labor legislation Russian Federation.

2. For offenses committed in the course of carrying out their activities - within the limits determined by the current administrative, criminal and civil legislation of the Russian Federation.

3. For causing material damage - within the limits determined by the current labor and civil legislation of the Russian Federation.

Job description of an engineer for work rate setting (rate setter) (Kabanov O.M., 2010)

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I. General provisions

1. The labor rate engineer belongs to the category of specialists.
2. For the position:
   • a labor rate engineer is appointed a person who has a higher professional (technical or engineering and economic) education without presenting requirements for work experience or secondary vocational education and work experience in the position of a category I technician for at least 3 years or other positions held by specialists with secondary vocational education , not less than 5 years;
   • labor rate engineer of the II category - a person who has a professional (technical or engineering and economic) education and work experience in the position of an engineer on labor rates or other positions replaced by specialists with higher professional education, at least 3 years;
   • a labor standardization engineer of the 1st category - a person with a higher professional (technical or engineering and economic) education and work experience in the position of an engineer for labor standards of the 2nd category at least 3 years.
3. Appointment to the position of an engineer for work rate setting and release from it is made by order of the director of the enterprise on the proposal of the head of the department of organization and remuneration of labor.
4. A labor rate engineer should know:
   4.1.

   Resolutions, orders, orders, methodological and normative materials for the organization, regulation and remuneration.

   1. 4.2. Labor rationing methods.
   2. 4.3. Economy, organization of production, labor and management.
   3. 4.4. Technological processes and production modes.
   4. 4.5. Unified system technological documentation.
   5. 4.6. Forms and systems of remuneration.
   6. 4.7. Regulations on bonuses, tariff and qualification guides and other regulatory and methodological materials, the procedure for developing calendar plans for revising norms and organizational and technical measures to increase labor productivity, labor organization plans, tasks to reduce the labor intensity of products.
   7. 4.8. Requirements for the rational organization of labor in the development of technological processes (production modes).
   8. 4.9. Methods for analyzing the state of labor rationing, the quality of norms, labor indicators, the study of labor processes and the most effective techniques and methods of labor, the use of working time.
   9. 4.10. Computer facilities, communications and communications.
   10. 4.11. Foundations of Sociology, Physiology and Psychology of Labor.
   11. 4.12. Advanced domestic and foreign experience in the organization, rationing and remuneration.
   12. 4.13. Fundamentals of Labor Law.
   13. 4.14. Labor protection rules and regulations.
5. A labor rate engineer in his activities is guided by:
   • 5.1. Regulations on the department of organization and remuneration.
   • 5.2. This job description.
6. The engineer on labor rationing reports directly to the head of the department of organization and remuneration of labor.
7. During the absence of an engineer for labor rationing (vacation, illness, business trip, etc.), his duties are performed by a person appointed by order of the director of the enterprise, who acquires the relevant rights and is responsible for the proper performance of the duties assigned to him.

II. Job responsibilities

Labor rate engineer:

1. Develops and implements technically sound norms of labor costs in relation to specific production and technical conditions for various types of work performed at the enterprise, based on the use of intersectoral, sectoral and other progressive labor standards, taking into account psychophysiological and socio-economic factors, as well as local norms, calculated on the basis of technical data on the productivity of equipment, the results of the analysis of the costs of working time when using the most productive techniques and methods of labor.
2. Analyzes the state of rationing, the degree of validity and intensity of norms, carries out work to improve their quality, to ensure equal intensity of norms in homogeneous work performed under the same organizational and technical conditions.
3. Establishes norms of time (production) for one-time and additional work associated with deviations from technological processes.
4. Exercises control over the observance of the requirements for rational organization of labor in the established norms in the development of technological processes (production modes), determines the economic effect from the introduction of technically sound labor costs.
5. Checks the current labor standards in order to identify outdated and erroneously established norms, carries out work on their timely replacement with new, more progressive ones as the organizational and technical measures are introduced.
6. Determines the number of employees by management functions and structural subdivisions in accordance with industry standards for the number of employees, identifies deviations of the actual number from the standard and the reasons for such deviations, develops proposals for eliminating the excess number of employees.
7. Draws up drafts of calendar plans for revising the norms on the basis of organizational and technical measures planned for implementation, ensuring the fulfillment of established tasks for the growth of labor productivity.
8. Participates in the preparation of draft programs and annual plans for improving the organization of labor at the enterprise.
9. Determines the labor intensity of products as a result of the implementation of measures that ensure an increase in labor productivity and an increase in product quality, as well as new types of products in connection with the introduction of new technology and progressive technology, rationalization proposals and inventions, improving the organization of labor and production, develops tasks to reduce the standard labor intensity.
10. He studies the level of compliance with the norms, investigates directly at the workplace the degree and reasons for deviations of the actual labor costs from the standard ones, participates in the preparation of proposals for creating the necessary conditions for the development of labor costs by all employees.
11. Carries out control over the timely delivery of new standards and prices to workers and employees, the correct application of normative materials on labor at the enterprise.
12. Participates in the development of measures to reduce the labor intensity of products, in identifying reserves for the growth of labor productivity by improving the quality of rationing, expanding the scope of rationing work of time workers and employees, eliminating the loss of working time and improving its use, in preparing proposals for improving wage systems, material and moral incentives for employees.
13. Provides instruction on the development of newly introduced norms.
14. Carries out work on the study of labor processes and the cost of working time to perform operations using modern computer technology, communications and communications, analyzes the data obtained, identifies the most effective techniques and methods of labor, promotes their dissemination.
15. Exercises control over the correctness of the application in the divisions of the enterprise of normative materials on labor (categories of work, prices, tariff scales and rates when drawing up primary documents for accounting for production, downtime, surcharges in the presence of deviations from normal working conditions, etc.).
16. Prepares notifications about changes in the approved norms of labor costs and prices.
17. Participates in determining the mutual obligations of the administration, workers and employees included in collective agreements to reduce the labor intensity of products, increase labor productivity, the level of its regulation, including obligations to increase the share of technically sound norms, as well as to organize regulatory research, contributing to an increase in the level of labor rationing, expanding the scope of its application, the development of intersectoral and sectoral normative materials on labor.
18. Organizes the conduct and checks in production conditions of projects of intersectoral and sectoral regulatory materials for labor rationing and their implementation after approval.
19. Provides reporting on the state of labor rationing.

III. Rights

A labor rate engineer has the right to:

1. To get acquainted with the draft decisions of the management of the enterprise concerning its activities.
2. On issues within his competence, submit to the head of the department for organization and remuneration of labor proposals for improving the activities of the enterprise and improving the forms and methods of work; options for eliminating shortcomings in the enterprise.
3. Request, personally or on behalf of the management of the enterprise, from the heads of departments and specialists, information and documents necessary for the performance of his official duties.
4. To involve specialists from all (individual) structural divisions in solving the tasks assigned to him (if this is provided for by the provisions on structural divisions, if not, then with the permission of the heads).
5. Require the management of the enterprise to assist in the performance of their official rights and obligations.

IV.

A responsibility

The labor rate engineer is responsible for:

1. For improper performance or non-performance of their duties provided for by this job description - within the limits determined by the current labor legislation of the Russian Federation.
2. For offenses committed in the course of carrying out their activities - within the limits determined by the current administrative, criminal and civil legislation of the Russian Federation.
3. For causing material damage - within the limits determined by the current labor and civil legislation of the Russian Federation.

JOB DESCRIPTION
RANGE ENGINEER

1. GENERAL PROVISIONS

1.1. The labor rate engineer (rate setter) (hereinafter referred to as the "Employee") refers to specialists.
1.2. This job description defines the functional duties, rights, duties, responsibilities, working conditions, relationships (communications by position) of the employee, criteria for assessing his business qualities and the results of work when performing work in the specialty and directly at the workplace in "______________" (hereinafter referred to as the "Employer").
1.3. The employee is appointed to the position and dismissed by the order of the Employer in the manner prescribed by the current labor legislation.
1.4. The employee reports directly to ______________.
1.5. The employee must know:
resolutions, orders, orders, methodological and normative materials on the organization, regulation and remuneration of labor;
methods of labor rationing;
intersectoral and industry standards of labor costs;
economy, organization of production, labor and management;
technological processes and production modes;
a unified system of technological documentation;
forms and systems of remuneration;
regulations on bonuses, tariff and qualification guides and other regulatory and methodological materials, the procedure for developing calendar plans for revising norms and organizational and technical measures to increase labor productivity, labor organization plans, tasks to reduce the labor intensity of products;
requirements for the rational organization of labor in the development of technological processes (production modes);
methods of analyzing the state of labor rationing, the quality of norms, labor indicators, the study of labor processes and the most effective techniques and methods of labor, the use of working time;
computer facilities, communications and communications;
foundations of sociology, physiology and labor psychology;
advanced domestic and foreign experience in the organization, rationing and remuneration;
fundamentals of labor legislation;
rules and regulations of labor protection.
1.6. Requirements for qualifications: higher professional (technical or engineering and economic) education without presenting requirements for work experience or secondary vocational education and work experience in the position of a category I technician for at least 3 years or other positions filled by specialists with secondary vocational education, at least 5 years old.
(Labor standardization engineer of category I: higher professional (technical or engineering and economic) education and work experience as an engineer for labor standards of category II at least 3 years.
Labor rate setting engineer of the II category: higher professional (technical or engineering and economic) education and work experience in the position of labor rate setting engineer or other positions replaced by specialists with higher professional education, at least 3 years.)

2. FUNCTIONAL RESPONSIBILITIES

Develops and implements technically sound labor costs in relation to specific production and technical conditions for various types of work performed by the Employer, based on the use of intersectoral, industry and other progressive labor standards, taking into account psychophysiological and socio-economic factors, as well as local norms, calculated on the basis of technical data on the productivity of equipment, the results of the analysis of the costs of working time when using the most productive techniques and methods of labor.
Analyzes the state of rationing, the degree of validity and intensity of norms, carries out work to improve their quality, to ensure equal intensity of norms in homogeneous work performed under the same organizational and technical conditions.
Establishes norms of time (production) for one-time and additional work associated with deviations from technological processes.
Carries out control over the observance in the established norms of the requirements of the rational organization of labor in the development of technological processes (production modes), determines the economic effect from the introduction of technically sound labor costs
Checks the current labor standards in order to identify outdated and erroneously established standards, carries out work on their timely replacement with new, more progressive ones as the organizational and technical measures are introduced.
Determines the number of employees by management functions and structural subdivisions in accordance with industry standards for the number of employees, identifies deviations of the actual number from the standard and the reasons for such deviations, develops proposals for eliminating the excess number of employees.
Draws up drafts of calendar plans for revising the norms on the basis of organizational and technical measures planned for implementation, ensuring the fulfillment of established tasks for the growth of labor productivity.
Participates in the preparation of draft programs and annual plans for improving the organization of labor at the Employer.
Determines the labor intensity of products as a result of the implementation of measures that ensure an increase in labor productivity and an increase in product quality, as well as new types of products in connection with the introduction of new technology and progressive technology, rationalization proposals and inventions, improving the organization of labor and production, develops tasks to reduce the standard labor intensity.
He studies the level of compliance with the norms, investigates directly at the workplace the degree and reasons for deviations of the actual labor costs from the standard ones, participates in the preparation of proposals for creating the necessary conditions for the development of labor costs by all employees.
Carries out control over the timely delivery of new standards and rates to workers and employees, the correct application of normative materials on labor by the Employer.
Participates in the development of measures to reduce the labor intensity of products, in identifying reserves for the growth of labor productivity by improving the quality of rationing, expanding the scope of rationing work of time workers and employees, eliminating the loss of working time and improving its use, in preparing proposals for improving wage systems material and moral incentives for employees.
Provides instructions for workers to master the newly introduced standards.
Carries out work on the study of labor processes and the cost of working time to perform operations using modern computer technology, communications and communications, analyzes the data obtained, identifies the most effective techniques and methods of labor, promotes their dissemination.
Carries out control over the correct application in the divisions of the Employer of normative materials on labor (categories of work, rates, tariff scales and rates when drawing up primary documents for recording production, downtime, additional payments in the presence of deviations from normal working conditions, etc.).
Prepares notifications about changes in the approved norms of labor costs and prices.
Participates in determining the mutual obligations of the administration, workers and employees included in collective agreements to reduce the labor intensity of products, increase labor productivity, the level of labor rationing, including obligations to increase the share of technically sound norms, as well as to organize regulatory research, contributing to an increase in the level of labor rationing, expanding the scope of its application, the development of intersectoral and sectoral normative materials on labor.
Organizes the conduct and checks in production conditions of projects of intersectoral and sectoral regulatory materials for labor rationing and their implementation after approval.
Keeps records of the number, composition and level of implementation of labor costs, the fulfillment of tasks to reduce the labor intensity of products, the use of technically sound standards, as well as the economic effect of their implementation.
He studies advanced domestic and foreign experience in the field of organization, regulation and remuneration and uses it in his work.
Provides reporting on the state of labor rationing.

RIGHTS OF THE EMPLOYEE

The employee has the right to:
providing him with work stipulated by the employment contract;
workplacecorresponding to government regulatory requirements labor protection and conditions stipulated by the collective agreement;
timely and in full payment of wages in accordance with their qualifications, the complexity of work, the quantity and quality of work performed;
rest, provided by the establishment of normal working hours, reduced working hours for certain professions and categories of workers, the provision of weekly days off, non-working holidays, paid annual leave;
complete reliable information about working conditions and labor protection requirements at the workplace;
professional training, retraining and professional development in the manner prescribed by the Labor Code of the Russian Federation and other federal laws;
association, including the right to form and join trade unions to protect their labor rights, freedoms and legitimate interests;
participation in the management of the organization in the forms provided for by the Labor Code of the Russian Federation, other federal laws and the collective agreement;
collective bargaining and the conclusion of collective agreements and contracts through their representatives, as well as information on the implementation of the collective agreement, agreements;
protection of their labor rights, freedoms and legal interests in all ways not prohibited by law;
resolution of individual and collective labor disputes, including the right to strike, in accordance with the procedure established by the Labor Code of the Russian Federation and other federal laws;
compensation for harm caused to him in connection with the performance of labor duties, and compensation for moral damage in the manner established by the Labor Code of the Russian Federation, other federal laws;
compulsory social insurance in cases stipulated by federal laws;
obtaining materials and documents related to their activities;
interaction with other divisions of the Employer to resolve operational issues of their professional activities.

4. OBLIGATIONS OF THE EMPLOYEE

The employee is obliged:
faithfully fulfill their labor dutiesassigned to him by an employment contract and job description;
comply with the internal labor regulations;
observe labor discipline;
comply with established labor standards;
comply with labor protection and labor safety requirements;
take care of the property of the Employer (including the property of third parties held by the Employer, if the Employer is responsible for the safety of this property) and other employees;
immediately inform the Employer or the immediate supervisor about a situation that poses a threat to the life and health of people, the safety of the Employer's property (including the property of third parties held by the Employer, if the Employer is responsible for the safety of this property).

5. RESPONSIBILITY OF THE EMPLOYEE

The employee is responsible for:
5.1. Failure to fulfill their duties.
5.2. Inaccurate information about the status of work.
5.3. Failure to comply with orders, orders and instructions of the Employer.
5.4. Violation of safety regulations and labor protection instructions, failure to take measures to suppress identified violations of safety regulations, fire safety and other rules that pose a threat to the activities of the Employer and his employees.
5.5.

Failure to comply with labor discipline.

6. CONDITIONS OF WORK

Job description of a labor rate engineer

The Work schedule of the Employee is determined in accordance with the internal labor regulations established by the Employer.
6.2. In connection with production needs, the Employee is obliged to go on business trips (including local ones).
6.3. Characteristics of working conditions at the workplace: ____________________.
6.4. The employee is familiar with the position of the Employer on state, official and commercial secrets and undertakes not to disclose it (indicated if necessary).
6.5. __________________________________________________________________
(additional conditions that do not worsen the position of the Employee
in comparison with those established by labor legislation and other
___________________________________________________________________________
regulatory legal actscontaining norms labor law,
_____________________________________________________________________.
collective bargaining agreement, agreements, local regulations)

7. RELATIONSHIP (RELATIONSHIP BY POSITION)

7.1. In work, the Employee interacts with ______________________________
(divisions and employees,
___________________________________________________________________________
from which he receives and to whom he transmits materials, information,
___________________________________________________________________________
their composition and timing of transfer, with whom they interact during
__________________.
performance of work)
7.2. IN emergency situations The employee interacts with _________________
(divisions,
_____________________________________________________________.
liquidating accidents and consequences of emergencies)
7.3. During the temporary absence of the Employee, his duties are assigned to ________________ (position).

8. ASSESSMENT OF THE WORKER'S BUSINESS QUALITY AND RESULTS
HIS WORKS

8.1. The criteria for assessing the employee's business qualities are:
qualification;
work experience in the specialty;
professional competence, expressed in better quality work performed;
the level of labor discipline;
ability to adapt to new situation and apply new approaches to solving emerging problems;
labor intensity (ability to cope with a large volume of work in a short time);
ability to work with documents;
the ability to master technical means that increase labor productivity and quality of work in a timely manner;
work ethics, communication style;
ability to be creative, enterprise;
ability for adequate self-esteem;
showing initiative in work, performing work of higher qualifications;
increase in individual performance;
rationalization proposals;
practical assistance to newly hired employees without securing mentorship by a relevant order;
high work culture at a specific workplace.
8.2. The results of the work and the timeliness of its implementation are assessed according to the following criteria:
the results achieved by the Employee in the performance of the duties provided for by the job description and the labor contract;
the quality of the finished work;
timeliness of performance of official duties;
performance of standardized tasks, the level of labor productivity.
8.3. The assessment of business qualities and work results is carried out on the basis of objective indicators, the motivated opinion of the immediate manager and colleagues.

Information support on issues of job description of a fire safety engineer

Job description of an engineer for work rate setting (rate setter)

Modern labor rationing: personnel issue

According to many domestic and foreign experts, the financial and economic crisis that began in Russia in 2014 in its course and consequences will be much more severe than all previous ones. To survive in such conditions, individual enterprises and entire industries have to reduce costs and increase efficiency by any means.

In this regard, business has recently shown an increasing interest in labor rationing as a tool for objective optimization, which is reflected in the increased demand for consulting services in this area and the active growth in demand for qualified rationing specialists.

Express labor market analysis

It is enough to turn to any job search and recruitment service to see how much the demand for labor rate specialists today exceeds their supply. The list of open positions is formed from the vacancies of companies in the production and non-production areas. For example, in the capital region, the banking sector, the energy sector, and the construction industry claim the greatest need for specialists of this profile.

At the same time, employers are ready to offer quite competitive level wages, which, against the background of the generally difficult situation on the labor market, attracts special attention.

At the same time, recruiters of employing companies traditionally experience difficulties in the selection of rate setters: among the applicants there are mostly people of pre-retirement age who, despite their experience in rate setting, are often psychologically and physically unprepared to work in a modern business with its multitasking , dynamism, high requirements for personnel.

Why are there so few young specialists in labor rationing today?

To answer the question posed, we need to remember what happened to rationing during the transition from a planned economy to a market economy.

In this period state system management of the organization and rationing of labor has been virtually phased out. Few developments and updates of normative and methodological materials made during this period affected only civil servants. The management bodies for rationing of branch affiliation disappeared one after another, after them the work on rationing in factories and plants stopped, and specialized services were liquidated. Specialists were becoming less and less in demand, and many educational institutions began to reduce their training, and some even refused to conduct training in this area. As a result, at present the business is experiencing an acute shortage of competent standard setters who have not only the appropriate professional knowledge, abilities and skills, but also a specific set personal qualitiesnecessary for the successful conduct of activities in the field of labor rationing.

Labor standardization specialist: connection between the characteristics of the profession, competencies and the psychological portrait of the performer

The standard-setter is a key figure in any labor standardization project, and the level of his professionalism is one of the main factors for the success of the project. What qualities and competencies should an effective normalizer have?

A standardization specialist has a qualification need for a complex of diverse knowledge:

• systemic give an idea of \u200b\u200bthe management system, organizational structures, options for the interaction of their components, operating models production process;
• functional knowledge relate to the types and purpose of norms, methods of rationing, principles of division and cooperation of labor, the content of labor legislation and other information directly affecting the professional field;
• practical knowledge expressed in the possession of techniques for using functional knowledge in their real activities;
• special knowledge may affect the use of technical means, special software, communication methods;
• in addition, the specialist must be ready, if necessary, to deepen and expand his special knowledge, hence the need for knowledge of the use of manuals, instructions, user manuals.

Initial materials for labor rationing are obtained in the process of observation. For these materials to be of high quality, that is, correct and objective, it is very important to organize and conduct observations correctly. For this, the normalizer needs attentiveness, observation, the ability to notice details, the ability to concentrate on the process.

Equally important for successful work rate setting analytical thinking... It is the ability to identify potential risks, find cause-effect relationships, explain the observed phenomena that distinguishes a real professional from an ordinary statistician.

A huge role in the successful implementation of the project is played by interest, commitment, internal motivation and responsibility... The rationing specialist must clearly understand the goals and objectives of his work and strive to achieve the highest possible results. At many domestic enterprises, the practice is widespread when, when it is necessary to carry out a certain amount of work on labor rationing, students-interns or "office plankton" are attracted as observers. Such an approach initially dooms the project to failure: disinterested performers, "random" participants (most of whom, as a rule, have a very vague idea of \u200b\u200bwork rationing in general and poorly understand their own tasks in this process in particular) cannot cope with the functions assigned to them ...

Energy and efficiency - qualities that a timekeeper, in principle, cannot do without.

In the labor contract with such specialists, irregular working hours are often prescribed, which is explained by the specifics of the work. If the normalizer needs to take a photo of the employee's working day, the duration of the work shift is, for example, 12 hours, he will not be able to "transfer" the observation (at least because of the irrationality of this) to someone else at the end of his own 8-hour working day ... The same is true for night time.

The specifics of the profession require a rationing specialist mobility - readiness to work in constantly changing conditions, on “foreign” territory, “in the fields”. The faster the performer can adapt to the new environment, the higher his personal effectiveness and the more likely the success of the entire project.

It is quite logical that a number of qualities necessary for the normalizer should be continued. high level of self-organization, punctuality and discipline. Accuracy in everything, exactingness towards oneself create the image of a competent specialist, whose work commands respect from others.

An integral part of the set of competencies of the standardizer are communication competencies, consisting in the ability to communicate with people, to find a common language with everyone, to have an interlocutor, in order to ultimately be able to freely receive objective and reliable information from him.

Modern working conditions require the standardizer to have outstanding volitional qualities - resistance to stress, the ability to withstand difficulties (including objections). Only possessing them, a person can adequately respond to criticism, defend his point of view and move towards the intended goal.

Based on the foregoing, we can conclude: a standardization specialist is a vocation multiplied by knowledge, experience and developed competencies.

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Job description of the normalizer non-food products [full name of organization, enterprise, etc.)]

This job description has been developed and approved in accordance with the provisions of the Labor Code of the Russian Federation, All-Russian classifier OK 016-94 professions of workers, positions of employees and wage categories and other regulations governing employment relationship In Russian federation.

1. General Provisions

1.1. The non-food product rationer belongs to the category of employees and is directly subordinate to [write in].

1.2. Appointment to the position of rationer of non-food products and release from it is made by order [position of the head of the organization, enterprise].

1.3. A person who has [fill in the required] education [without presentation of work experience / and work experience in the specialty for at least (meaning) years] is appointed to the position of a normalizer of non-food products.

1.4. The rationer for non-food products should know:

1.4.1. Resolutions, orders, orders of higher authorities, methodological, regulatory and other guidance materials for the regulation of non-food products.

1.4.2. Methods for rationing non-food products.

1.4.3. Cost standards, economics, organization of production and management.

1.4.4. Technological processes and production modes.

Job description of the normalizer

Unified system of technological documentation.

1.4.6. The process of rationing non-food products.

1.4.7. Labor legislation.

1.4.8. Rules and regulations for labor protection, safety, industrial sanitation and fire protection.

1.4.9. Internal labor regulations.

2. Job responsibilities

2.1. The following job duties are assigned to the rationer of non-food products:

2.1.1. Rationing of non-food products.

2.1.2. Development and implementation of technically sound norms for non-food products.

2.1.3. Keeping in in electronic format bases of norms and prices for non-food products.

2.1.4. Control and accounting of non-food products.

2.1.5. Collection and preparation of statistical information.

2.1.6. Study of the assortment of the market for non-food products.

2.1.7. Maintaining the necessary documentation, writing local regulatory documents.

2.1.8. [Specify other duties of the standardizer of non-food products].

3. Rights

3.1. The rationer of non-food products has the right:

3.1.1. For all social guarantees provided by law.

3.1.2. To get acquainted with the draft decisions of the management [indicate the name of the organization, enterprise] concerning its activities.

3.1.3. Submit proposals for improving the work related to the responsibilities provided for in this instruction for the management's consideration.

3.1.4. Sign and endorse documents within their competence.

3.1.5. Require the management of the organization to assist in the performance of their duties and rights.

3.1.6. Improve your professional qualifications.

3.1.7. Other rights provided for by labor legislation.

4. Responsibility

4.1. The rationer for non-food products is responsible for:

- non-fulfillment or improper fulfillment of their duties stipulated by this job description - within the limits determined by the current labor legislation of the Russian Federation;

- causing material damage - within the limits determined by the current labor and civil legislation of the Russian Federation;

- offenses committed in the course of carrying out their activities - within the limits determined by the current administrative, criminal, civil legislation of the Russian Federation.

The job description is developed in accordance with [name, number and date of the document].

Leader structural unit

[initials, surname]

[signature]

[day month Year]

Agreed:

Head of the legal department

[initials, surname]

[signature]

[day month Year]

Site manager who Working time efficiency

Labor rationing is a concept that many of us associate with the Soviet planned economy. And, naturally, such associations can hardly be positive. A full decade has passed since this tool was practically stopped. And this is, in general, justified. It took ten years for our economy to fully restructure. And now, when the situation has stabilized, most companies are faced with the task of not survival, but development. It was then that they remembered about the long-forgotten tool - rationing. But it turned out that the former rationers had long been retrained, some as accountants, some into economists, some into personnel managers. As a result, the tool seems to be there, but few people imagine not only how to use it, but also what its purpose is in principle. And, as usual, one should be wary of fashion and thoughtless use of rationing with or without reason. Rationing is a new well-forgotten management tool ... In this article, we will consider what rationing is, in what situations its use is justified, and where to start work on introducing this tool into management practice.

What is labor rationing

Labor rationingis the process of establishing a measure of labor, that is, reasonable rates of expenditure of working time for the performance of various works.

During the Soviet period, wage rates were set by the government centrally. Therefore, in order to somehow regulate the earnings of workers, it was necessary to vary the norms, i.e. the norms were usually used to regulate the earnings of workers (in everyday life, "deduction"). Thus, the norm ceased to be a measure of labor. Now the size of hourly and daily wages, official salaries is set by the enterprise itself. Consequently, there is no need to lower labor standards, and the rate can really become a measure of labor costs.

Based on labor standards, you can:

• Determine the labor intensity of the planned production of products (performance of work, provision of services), this is especially important when performing design work, when it is necessary to provide the Customer with an estimate for the project.
• Reasonably calculate wages. The rates are used to organize wages, to determine the rates (the amount of piecework earnings for the performance of a unit of a certain work) per unit of production or work.
• Calculate the expected labor costs of production, which is very important in planning and budgeting.
• Provide a reasonable assessment of labor efficiency and control over the work of personnel. The norm sets a certain bar that the employee must meet. For a manager, this is a very good management tool, since it allows you to structure the management process in terms of labor assessment (depending on the level of compliance with established standards) and labor control (there are clear criteria by which it is easy to exercise control). Correctly calculated norms stimulate an increase in professionalism, as they set a high level of competence.
• Establish the required number and professional qualification structure of personnel, which is most often required when calculating the number of service personnel (cleaners, storekeepers, accountants, IT specialists, etc.).

In addition, work on standardization can be used to optimize the organization of labor, since the first step in the rationing process is always the analysis of work processes.

Thus, labor rationing is inextricably linked with the organization of labor, the planning process and the remuneration system.

There are three main types of rates: time rates, production rates, and service rates (see sidebar). Service rates are usually used for auxiliary personnel, they are of two types: service time rates (analogue of time rates) and service rates (analogue of output rates). Typical example service standards: cleaning rate for 100 sq. m of office space - 1 hour. Or, the norm of servicing machine tools by adjustment work for one fitter is 24 machines per shift.

In each specific case, the organization independently decides which types of standards and for which categories of workers it is better to use. If the organization decides to use the norms, then it is not at all necessary to develop them for all categories of employees, it can be limited only to those groups of personnel for whom it really makes sense.

Time norms- reasonable time spent on the performance of a unit of work (one production operation, one part, one product, one type of service, work of a certain volume, etc.) by one or a group of employees of a specified number and qualifications in specific production (organizational and technical) conditions. Time rates are calculated in man-minutes and man-hours.

Production ratesis the number of units of work (production operations, parts, products, volume of work, services, etc.) that must be performed per unit of time (hour, shift, month, etc.) by one or a group of employees of a specified number and qualifications in specific production (organizational and technical) conditions.

Production rates and time rates are interconnected, the time rate is, in essence, the time at which the production rate (hour, minute) is set divided by the production rate.

For instance,

Time rate \u003d 12 seconds (i.e. one product unit should be made in 12 seconds).

Production rate \u003d 300 pcs. per hour (i.e. an employee must make 300 units of products per hour)

In 1 hour there are 3600 seconds, therefore, the time rate is 3600 divided by 300. We get 12.

Service time rateis a reasonable time spent on servicing a piece of equipment, production areas or other production units by one or a group of workers of a specified number in specific production (organizational and technical) conditions.

Service rateis a reasonable number of objects (machines, mechanisms, workplaces, etc.) that an employee or a group of employees must serve per unit of working time (hour, shift, month, etc.). The service rate is a kind of output rate and is used to rate the work of auxiliary workers.

In what situations is the use of norms justified?

Interest in rationing has been growing lately. But not all tasks can be solved with this tool. When embarking on the process of introducing rationing in your organization, it is important to remember that its use is not always really justified. First of all, you need to ask yourself one simple question: is it possible to solve the existing problem by other means (simpler, or cheaper, or giving faster results, etc.). From which, of course, it follows that it is important to be very clear about the goals of introducing rationing, what we want to get in the end. And only if it turns out that rationing is the most accessible, and the fastest, and the simplest, and the most effective instrument of all possible options, only then it is worth introducing rationing. Nevertheless, there are not so few situations where rationing is really justified. Let's consider them with examples.

Example 1.
The company provides intellectual services, its main resource and means of production are qualified personnel. But depending on the level of professionalism, the quality and speed of work execution is different for different specialists. The main task is to set benchmarks in activities, i.e. clearly define what work in what time frame and with what quality should be done. An additional challenge is to ensure the fairness of assessment and payment with reference to objective criteria. The work on the introduction of standardization in this organization took place in several stages. First, units of work were identified for which norms had to be set. Next, an analytical work was carried out to assess the labor costs for the high-quality performance of these blocks of work. An analysis of the monthly reports of employees was used, and a self-photograph of the working time was carried out by several employees with different levels of professionalism. After that, the first version of the norms was prepared, which was tested for three months. Then the necessary changes were made to the norms, and they were officially adopted.

Example 2.
The company operates in the food industry. In production, industry standards of the 80s of the last century are used. Workers began to complain to management about wages and inflated standards. Work was carried out to establish new standards. For this, the timing of working time and the method of momentary observations were used. The analysis of the results showed that some of the standards are indeed overestimated (due to the fact that they were developed for other equipment), but most of the standards are underestimated. The norms have been adjusted to the specific production conditions. We held explanatory conversations with the workers, showed the results of measurements. This allowed to reduce tension in the team and start a constructive dialogue. In particular, the process of rationing served as an impetus for optimizing the production process and revealed the need to modernize production and improve working conditions.

Example 3
At the machine-building enterprise, they paid attention to the fact that the number of auxiliary workers (repairmen) is growing from year to year. A preliminary analysis showed that the growth of the number is taking place in strict accordance with the norms adopted at the enterprise. A more detailed analysis led to the fact that the norms were revised and tightened. In addition, this work led to a structural reorganization of production. It turned out that it is more efficient to organize a separate repair section, instead of having its own repairman in each workshop.

Example 4
Over the 9 years of its existence, a commercial and industrial enterprise has grown from a small enterprise with 11 employees into a holding with 300 employees. The structural divisions of the company also expanded. So the accounting department grew from one person to 6. Chief Accountant, believed that this personnel is clearly not enough for quality work. The leader had a different point of view. Work was carried out to regulate the work of the accounting department, all types of work performed and their frequency were clearly defined. Also, parameters were identified that significantly influenced the volume of work of the accounting department, in particular the number of personnel, the range of products, the number of branches and settlement accounts, etc. Thus, based on the analysis, the headcount norms for the accounting department were calculated. It turned out that with the existing staff, the accounting department can quite cope with its tasks, but for this it is necessary to redistribute functions within the department.

Example 5
Large print shops experienced very high turnover among designers and artists. The HR department constantly had several open vacancies for these positions. No sooner had we found one new employee than another, recently hired, quit. It was necessary to do something. To begin with, the HR manager tried to find out from employees why they are leaving. Everyone named some reason, but nothing in common in the statements of those quitting was observed. Then it was decided to conduct a special study of the reasons for turnover, all dismissing employees were invited to an in-depth interview. The interviews showed that employees themselves often did not realize that they were actually quitting because the norms set for them were psychologically very difficult. So, for example, an artist had to hand over one drawing (or sketch) per day. For creative people, this served as a serious pressure. It was decided to introduce reasonable norms, for which photographs were taken working week and a series of experiments. The experiments compared the effect of the norm indicator on its performance and the quality of work. It turned out that the rate should not only be reduced, but transferred to another time interval - a month. Also, the remuneration system was changed to a piece-rate bonus. The employee was paid for as much work as he actually did. Moreover, the premium was paid only if the norm was met. That is, the fulfillment of the norm has become not a mandatory requirement, but simply beneficial for the employee. However, the results of using such a system have shown that the norms are better implemented.

As you can see from the above examples, rationing work is almost always accompanied by organizational changes and is often a catalyst for many processes. However, there are many examples of misuse of rationing. Here is one such example.

The company that sells imported equipment set standards for the sales staff - they had to hold 3 meetings with potential customers every day. As a result, it was soon discovered that some employees allegedly leave for meetings, but in reality they just walk or go to the cinema. Or they made appointments just for the sake of a tick, even in those cases when they were objectively unnecessary and could be used working time more efficiently, for example, study new information materials and prepare a personal presentation for the client. This situation arose because the requirement to comply with the norms was more stringent than the planned sales volume. As a result, the norm was met (or pretended to be), but the sales plan was not fulfilled.

Where to start introducing rationing

By and large, the rationing process is about developing, using, testing and improving labor standards. Consequently, two situations of work on standardization are possible: either the standardization is introduced at the enterprise for the first time (or again, after a long break), or the standardization exists and operates, but there is a need for its improvement.

In any case, first of all, it is necessary to determine the goals of introducing or improving the norms, to determine what problems will be solved as a result. If the norms are introduced for the first time, this must necessarily have good reasons.

The development of labor costs begins with the design of labor processes, which consists in establishing the most appropriate composition and strict sequence of labor actions, techniques, operations.

Next, it is necessary to determine what degree of accuracy of the norms will suit us, and how much time and money we are ready to spend on this process. The more accurate and substantiated the norms, the more time and resources will be required to develop them.

To establish standards, it is necessary to study and analyze the costs of working time of performers and equipment. The characteristics of the equipment are usually indicated in the passport of the technical device and before proceeding with the standardization, you need to carefully study the entire technical documentation... As for the costs of employees' working time, in this case, there are several most common ways to study them and develop norms:

Use of industry codes. This is the simplest way - ready-made norms are bought in industry institutes and used in their original form, or are slightly adjusted depending on production and technical conditions. However, this method also has significant limitations. Quite often, existing norms are outdated or, in principle, do not exist. For example, in recent years, many new professions have appeared, which no one has yet centrally tried to subject to rationing, for example, a merchandiser.

Analysis of statistical data on labor productivity. The limitation of the method is that such statistics are not always kept.

... Timing is a method of recording the time spent on a certain operation or even an element of an operation, movement for a sufficient number of workers. Timing refers to an experimental way of setting standards. Usually, timekeeping is used for working professions, where every movement is important and time savings are in seconds. Timing is absolutely useless for the creative profession. Moreover, the very fact of timing can significantly affect the speed of work.

... Working time photography (HRF) is a type of observation in which all, without exception, the time spent by the performer is measured for a certain time of work. RFW can be carried out on an individual basis, you can immediately observe a group of employees. You can also use self-photography and the method of instant observation. The latter is a method of observing a group of employees, which is carried out not constantly, but simultaneously with a certain frequency. A route is drawn up along which the observer moves and he fixes the work performed only at the moment when he is next to a specific employee. This group of methods for developing norms is the most universal and widespread. The PRF provides good analytical material, but norms cannot be established solely on the basis of observational data. In particular, personnel, knowing that they are being watched, can deliberately or unconsciously delay the work.

Self-examination and observation is a subjective method based on own experience... This method apparently has the most significant limitations. It can only be used among highly conscientious employees who fully share the goals of management. But this method must be complemented by any other method used. The point is that a leader, having a wealth of work experience, can always expertly assess how hard his employees are working.

When developing labor standards, it is better to use at least 2 methods, and if they confirm each other, then they can be considered relatively reliable.

After the development of the first version of the norms, it is imperative to provide for their approbation without any consequences for the performers. It is possible to approve the norms and build a payment system on their basis only after several months of model calculations and making all the necessary adjustments.

So in general standard development technologyas follows:

• Statement of the problem of introducing labor standards.
• Determination of the degree of required accuracy and detailing of the norms, depending on the tasks.
• Analysis of technical documentation.
• Study of production and organizational conditions, as well as working conditions.
• Selection of all operations subject to standardization. Description of existing business processes and technologies and their optimization, if necessary.
• An experimental or statistical determination of the actual labor costs for each operation.
• Setting standards based on all available information.
• Approbation of new norms and making necessary adjustments.
• Approval of norms.

However, so far the question remained unanswered: "Who should be involved in all this, who should be entrusted with this?" For enterprises that have been formed in recent years, this is a really significant issue. Previously, these issues were dealt with by OTiZ - the department of labor and wages. In addition, each workshop had its own standardizer. But it is economically inexpedient to create such a structure in a small enterprise. What to do? There are several possible solutions to the problem. The first option is to entrust the work on rationing to the personnel service. The second option is for the economic department. Another possible option is to create a working group in which to include a personnel manager (he can be responsible for the regulation that precedes rationing and for organizing measurements), an economist (he can oversee the setting of prices and conducting model calculations), the head of the department, in which work on standardization is being carried out (he owns technical information and will be able to expertly value the established standards). Also, young specialists or trainees can be involved in the working group to carry out direct measurements. In any case, it is very important to appoint a person responsible for this process before embarking on the implementation or improvement of the norms.

In conclusion, I would like to note once again that standardization is undoubtedly a good management tool that allows solving quite a lot of applied problems. However, it is very laborious process, especially during the development and implementation phase. But if the organization has the strength, resources and patience to bring this process to the end, the benefits can be very significant.

Content

To with minimal cost, but with the maximum return to use the mental potential, physical capabilities, experience and skills of employees, a whole system is created. Labor rationing is the process by which an organization determines a plan for the physical or mental costs of an employee in production in order to establish a balanced relationship between an employee's efforts and their remuneration.

What is labor rationing

One of the most important parts of the management of social and labor relations is labor rationing. This concept hides a process during which the physical or mental costs required to perform a certain unit of work by teams or individual specialists are analyzed, and costs are controlled. The analysis allows you to establish the relationship between measures of work and the cost of it. The standards cover the basic and auxiliary production.

Goals and objectives of regulation

Rationing has several functions and performs more than one task. The process functionality includes the following items:

• production planning;
• organization of the workflow;
• distribution of duties;
• evaluation of the performance of individual employees for reward.

Rationing is designed to solve several problems. The main one is to ensure the setting of a scientifically grounded measure of labor costs for all types of work for each employee engaged in production or management. In addition, the process of forming the regulatory balance solves a number of problems:

• identification and use of reserves for increasing productivity;
• cost reduction finished products;
• improving the use of production facilities;
• assessment of opportunities for saturation of the sales market with competitors.

Types of labor standards

Based on centrally developed standards, an enterprise or a company independently formulates its labor standards - the volume of a labor task (for example, the number of parts) that an employee (team) must complete in a certain time. They are designed to reflect different aspects of work. Currently, the main types of functional importance are the norms:

• time;
• development;
• service;
• number;
• manageability;
• normalized tasks.

Time rate

The working time that is set for an employee (team), taking into account the qualifications and conditions for performing a certain unit of work, is called the time standard. Rationing of working time is measured in man-hours, the calculation of the norm of time for performing work is carried out according to the formula: Нвр \u003d Тпз + Top + Torm + Total + Тпт, in which Нвр is the norm, and the other elements are time:

• Тпз - for preparation and completion of work;
• Top - operational;
• Torm - spent on the maintenance of the workplace;
• Totl - spent on rest, personal needs;
• Тпт - necessary for technological breaks.

Production rate

To solve production problems, it is important to understand what the production rate is. This is a metric that sets the amount of production that an employee must make per shift or hour. The calculation takes into account the qualifications of a specialist, organizational and technical conditions. This coefficient can be calculated according to different formulas, Nvyr \u003d Tcm / Nvr is often used, in which:

• Nvyr - production rate;
• Tcm - fund of time;
• Нвр is the norm of the time.

Service rate

Another important indicator is a service rate that determines the number of objects requiring service for a specified time. An example would be the number of machines a service technician must set up per work shift. A subtype of such a norm is the controllability norm, which is applied to leadership positions... The calculation of the service rate is carried out according to the formula Nob \u003d Td / 1ob, where:

• Nob is the rate of service;
• Тд - actual fund of working time;
• 1ob - set time for servicing 1 piece of equipment.

Labor standards in legislation

Labor Code establishes basic requirements for the regulation of labor activity. The document contains a section "Pay and labor rationing", in which there is a section "Labor rationing". Resolution of the Government of the Russian Federation "On the rules for the development and approval of model norms Labor "of 11.11.2002 reveals the essence of the article. In addition, a number of documents are used that regulate this issue, these include the following:

• recommendations of the RF Gosstroy on labor rationing;
• the order of the Ministry of Construction of the Russian Federation for workers of bath and laundry facilities, ritual services, hotel workers;
• order of the Ministry of Culture for library staff;
• recommendations of the Ministry of Agriculture for veterinary specialists.

Labor rationing methods

To a decisive extent, the accuracy of the established value of the expenditure of working time depends on the chosen method of determining the rate. This concept hides a set of techniques for studying, analyzing the processes of labor activity, measuring labor, time costs, identifying norm-forming factors, and so on. Exact research will give an indicator of the rate of labor input, which is necessary and sufficient. All methods are divided into 2 groups: analytical and summary. 7 methods have been developed in Germany:

• timing;
• calculation of process time;
• method of multi-moment observations;
• comparison and evaluation method;
• poll;
• time set point systems;
• method of planned time.

Total

When the determination of the required time is carried out as a whole, without analyzing the labor process, norm-forming factors, modeling the effective structure of the labor process, we are talking about a summary technique. The standardization of work by the summary method has three types:

• experienced - personal experience of specialists employed in the field of rationing is used;
• static - data is obtained from statistical data;
• comparative (by analogy) - information obtained from a similar area with established standards is compared with the work in question.

Analytical

If it is necessary to increase productivity, labor efficiency, an analytical method is used. Its essence lies in the fact that the setting of the norm is carried out on the basis of a comprehensive analysis of the actually existing process. As a result, the optimal methods of performing each part of the work activity are selected. It is customary to distinguish between the division of such a technique into several varieties:

• experimental and analytical - the study of the labor process in the natural conditions of production;
• calculation and analytical - the establishment of indicators according to the standards of the operating mode of machines, standards of time for certain operations;
• use of standard standards.

Rationing and wages

Studies show that within the same industry, work productivity can differ 2-3 times. The key factor influencing the achieved results is wages as the main element of employee incentives. The organization of remuneration at any enterprise involves the development of:

• forms, systems of payment for labor activity;
• salary systems;
• parameters for calculating bonus payments.

The state apparatus influences the regulation of wages. The main factor is the establishment minimum wage... The requirements for payment are also regulated in cases where the norms have not been met. If the failure is the employer's fault, then the employee should receive an amount equal to the average wages or more. If the employee is at fault, the salary is calculated based on the actual volume of work performed. If the reasons do not depend on the employee or employer, then the employee is guaranteed payment of at least 2/3 of the salary.

Forms and systems of remuneration at the enterprise

For each enterprise, the choice of the form and remuneration of workers is of great importance. Depending on the quality, quantity and results of labor, when interacting with rationing and tariff systems, the procedure for calculating earnings is determined. Remuneration is an essential element in motivating, attracting and retaining employees in the enterprise. In practice, two cost accounting systems are used: tariff and organizational and technical, in each of which meters are used: working time and the number of manufactured products.

Determination of official salaries

For managers, specialists and employees it is used salary system wages. In accordance with the position held, official salary per month. Each enterprise has a list of positions and salaries corresponding to them. Differentiation of salaries may depend on qualifications, degree, rank and other characteristics. The payment of managers is stipulated in the employment contract and is called contractual.

Such a payment system may provide for premium payments for exceeding quantitative or quality indicators... The legislation provides for a number of compulsory compensation allowances and surcharges:

• for work in the evening and at night;
• for labor activity on holidays and weekends;
• underage workers;
• for the traveling nature of work.

Development of the procedure for calculating incentive payments and bonuses

Many businesses use incentive payments to reward employees. A bonus is a payment that is given to an employee for achieving a certain result, for performing duties in excess of the basic salary. A bonus system is developed by representatives of the labor and salary department, by the employee development service, and then it is approved by the management. The provision on bonuses is fixed as an independent act or an annex to collective agreements.

The employer has the right to independently develop the procedure for calculating incentive bonuses. While the system may be individual for each case, the following points should be included:

• types and frequency of bonuses, payments for personnel;
• the results of work that qualify for the award;
• the circle of persons who apply for bonuses;
• indicators on which the presence and amount of the premium depends;
• rules for calculating payments;
• conditions for bonuses.

Who is engaged in the regulation of labor at the enterprise

For large enterprises the calculation of the rationing is carried out by the whole staff, and for small organization the labor of only one person (personnel officer) can be involved, sometimes the introduction of a freelance specialist is required. Engineers for rate setting or process organization (rate setters) have knowledge of industry and cross-industry standards, know the materials by which the organization of work rate setting is carried out in a certain sequence and other subtleties necessary to solve the assigned tasks.

Study and analysis of the cost of working time

Specialists-rationers study workplaces in order to determine the possibility of improving labor efficiency by improving quality or quantity. Using the methodology of rationing, they form labor standards for specific positions or work categories. As a result of the activity of a professional, it is possible to eliminate the loss of time, to determine the optimal methods of labor, to build the structure of operations and a sequence of actions, to identify the reasons for non-fulfillment or significant over-fulfillment of norms to optimize production.

Development, replacement and revision of labor standards

When introducing new or improving old equipment, technologies that reduce labor intensity and workload, it becomes necessary to revise the adopted rules. Achievements cannot be the reason for recalculating standards high level the development of products by individual performers using new techniques, technologies or improving workplaces on personal initiative. The change filing process follows the procedure for introducing standards for the first time in an organization.

JOB DESCRIPTION

Name of the structural
divisions: economic planning department (PEO)

Job title: engineer for labor rationing.

I. GENERAL PART

Subordinate to: administratively - to the head of the planning and economic department
(PEO).
Accepted (dismissed) by order of the chairman of the board on the proposal chief of PEO.
Qualification requirements:
Labor standardization engineer of category I: higher technical or engineering and economic education and work experience as a labor standardization engineer of category II for at least 3 years.
Labor rate engineer Category II: higher technical or engineering and economic education and work experience as an engineer for labor rates or in other positions replaced by specialists with higher education, not less than 3 years.
Labor rate engineer: higher technical or engineering and economic education without any requirements for work experience or secondary specialized education and work experience as a technician of the 1st category for at least 3 years or in other positions replaced by specialists with secondary specialized education for at least 5 years.
Must know:
- decrees, orders, orders of higher authorities, methodological, regulatory and other guidance materials on the organization, regulation and remuneration;
- methods of labor rationing;
- standards of labor costs, economics, organization of production, labor and management;
- technological processes and production modes;
- Unified system of technological documentation;
- forms and systems of remuneration;
- provisions on bonuses, tariff and qualification reference books and other regulatory and methodological materials;
- the procedure for developing calendar plans for revising the norms and organizational and technical measures to increase labor productivity, tasks to reduce the labor intensity of products;
- the requirements of the organization of labor in the development of technological processes (production modes);
- methods of analyzing the state of labor rationing, the quality of norms, labor indicators, the study of labor processes and the most effective techniques and methods of labor, the use of working time;
- technical means used to study the techniques and methods of labor, measuring time consumption, and computer technology for calculating technically sound standards;
- fundamentals of sociology, physiology and psychology of labor;
- fundamentals of labor legislation;
- rules and regulations of labor protection, safety, industrial sanitation and fire protection.

2. OBLIGATIONS

A labor rate engineer is obliged to:

2.1. Develop and implement technically sound norms of labor costs for various types of work performed at the enterprise, as well as local norms calculated on the basis of technical data on the productivity of equipment, the results of analyzing the costs of working time when using the most productive methods and methods of labor.
2.2. Establish time (production) norms for one-time and additional work associated with deviations from technological processes.
2.3. Determine the number of main workers in the main production areas to complete production tasks.
2.4. Conduct timekeeping observations and study labor processes
by photographing the working time to analyze the correctness
setting norms.
2.5. Correct the norms of labor costs when changing the organizational and technical conditions of production.
2.6. Check the current labor standards in order to identify outdated and erroneously established standards, carry out work on their timely replacement with new, more progressive ones as the organizational and technical measures are introduced.
2.7. To study the level of fulfillment of norms, to investigate directly in the workplace the degree and reasons for deviations of actual labor costs from the norm.
2.8. Participate in the preparation of proposals for creating the necessary conditions for the development of labor costs by all employees.
2.9. Exercise control over the timely delivery of new standards and prices to workers and employees, and the correct application of labor regulations at the enterprise.
2.10. Participate in the development and implementation of new systems of remuneration and methods of labor organization.
2.11. Provide instruction to workers in the development of technically sound standards.
2.12. Carry out work on the study of labor processes and the cost of working time to perform operations using modern technical means, analyze the data obtained, identify the most effective techniques and methods of labor.
2.13. To exercise control over the correctness of the application of normative materials on labor (categories of work, prices, qualification coefficients (Ki) in labor remuneration when drawing up primary documents for accounting for production, downtime, etc.) in the divisions of the enterprise.

2.14. Timely inform the management of the PEO about the change in the complexity of manufacturing for recalculating the price of a product (assembly, etc.).
2.15. Be proactive, be able to work with technical information, defend and substantiate your proposals, prepare information to resolve production issues related to labor rationing.
2.16. Keep all the accounting and reporting documentation in order.
2.17. Do not disclose confidential information regarding the activities of the enterprise.
2.18. Observe the safety regulations of industrial sanitation and fire protection.

3. RIGHTS
A labor rate engineer has the right to:

3.1. Require the performers to provide the materials necessary for the implementation of the work included in the duties provided for by this job description.
3.2. To make proposals for improving labor rationing and reducing non-production costs for production.

4. LIABILITY

The labor rate engineer is responsible for:

4.1. The correctness of the determination of the complexity of manufacturing products.
4.2. Compliance with safety measures, industrial sanitation and fire safety.
4.3. Compliance with the rules internal regulations.
4.4. Fulfillment of duties and use of the rights provided for by this job description.

Agreed:

Familiarized.