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Everyone knows that the successful operation and financial well-being of an enterprise often depends on the performance of its employees. Sooner or later, every leader thinks about raising it, and for this you can use any of the effective methods, after choosing the most convenient one for yourself.

Before you use the main methods to improve efficiency, you need to answer a few questions:

• Is it possible to increase labor productivity with the same staff, i.e. without extension?
• Will the company operate at a loss if the staff is increased?
• Is the staff working at full capacity, or is it working at half strength?
• Is there any motivation for more high performance at workers?

Even if the answer to most questions is yes, it is always necessary to move only forward: increase turnover, reduce cash costs, expand the client base, attract investors, etc. All this is possible only with the maximum impact of the staff in their work, and if it is not there, you should pay attention to the most relevant methods for achieving the goals.

Improving labor efficiency: basic methods

Before using any of the methods, it is necessary to determine the scale of the problem: is one employee not giving all the best, or is the whole staff? If certain duties are assigned to one employee and he performs them in a highly professional manner with impressive results, but at the same time, expansion of his duties is required for the best results, other personnel will need to be involved.

distribution official duties, as well as the calculation (expansion) of resources, managers are engaged. If a situation arises where the distribution of responsibilities between subordinates is required to increase efficiency, the following rules should be followed:

• Competent and adequate requirements for each employee. It is impossible to add new responsibilities if he was already extremely loaded: this will lead to a decrease in his efficiency and deterioration in the results of his activities. It is best to properly distribute everything among several workers so that they work with full dedication;
• Responsibility. Each employee must know his area of ​​​​responsibility: this will reduce the number of his mistakes in work;
• Training in the correct distribution of working time. Before assigning a task to an employee, the manager must determine how much time it will take him to complete it. If the subordinate objects and says that he will not be in time, it is necessary to emphasize that he does not know how to plan his schedule;
• Substantiation of all claims against the employee. If the manager simply reprimands the employee, without giving any arguments, it will look just like nit-picking. It is always necessary to give reasons and explain what actions are expected from the subordinate and what he is wrong about;
• Determination of employee competence. It is important not only to correctly distribute the load among the staff, but also to determine which employee will be able to perform a specific task best. If the subordinate is loaded and obviously will not have time to complete the assignment on time, it is best to give it to another person;
• promotion. Such a measure is psychological in nature, because if the leader not only punishes, but also encourages, it is easier for the employee to identify his strengths and weak sides. When giving thanks, focus on personal qualities employee, thanks to whom he was able to competently complete the task assigned to him.

The situation is much more complicated when labor efficiency is low not for one person, but for the whole team. Here the problem may lie in insufficient motivation or improper selection of personnel when hiring. In this case, it is necessary to study in detail several factors:

• The number and composition of the team;
• Labor relations between employees and the manager;
• Compliance with corporate regulations.

Theoretically, corporate standards exist in every company, but some prefer to approve them in writing. They describe in detail social relations between all employees of the enterprise, from junior specialists to management.

Many people think that labor productivity can be increased by increasing the number of employees, but this is not at all the case. The optimal number of staff is from 7 to 11 people, while it is desirable that they be of different ages and psychotypes. In this case, due to different points of view in the department, disputes and even serious conflicts can often arise, but it is thanks to such situations that it will be possible to find the right solution to the problematic issue.

by the most the best way To increase the efficiency of the work of the entire team is the creation of favorable relations within it, as well as competent motivation. In the latter case, employers can develop their own bonus systems, thanks to which each employee will be motivated to perform better. job duties which will ultimately lead to better performance for all staff.

Working conditions are also of great importance: it is important that employees have all the equipment for better performance of labor tasks, as well as comfortable workplaces. If an employee feels discomfort or lack of resources, you should not expect high performance from him.

The main problems that a leader may face

To increase the efficiency and profitability of the enterprise, some employers prefer to create a huge staff of their deputies. Ultimately, this leads to the fact that there are 2-3 bosses per ordinary employee, and this only interferes with a favorable labor activity, after all most they will spend time only discussing their actions.

Most often, a large composition of managers leads to a decrease in the performance of the entire team, because for the most part, due to the low workload, to create the appearance of work, deputies have to convene unnecessary meetings and constantly demand unnecessary reports and other documents from subordinates. When compiling them, ordinary workers spend time that they could use to solve other, more important tasks for the enterprise.

Another problem that is typical for most enterprises is the large number of ordinary personnel: drivers, secretaries, etc. Sometimes there is one secretary for each manager, which, of course, facilitates his work, and sometimes almost completely frees him from labor duties (theoretically). All employees need to be paid salaries, and not every one of them is profitable for the organization, so downsizing can improve the financial well-being of the company.

The third and most common mistake of leaders is the wrong organization of the work process. If employees drink coffee too often, go out for smoke breaks or constantly talk, it interferes with the effective performance of the work duties of the entire team. To avoid such a problem, it is enough to give tasks to employees indicating specific deadlines and the type of incentive (bonus, time off, etc.), and then they simply will have neither the desire nor time to be distracted, because they will be well motivated.

Improving the efficiency of store employees: a sample program

At retail outlets, the results of the work of the staff directly affect profits, so the following methods can be used to increase efficiency:

• Drafting job descriptions for all employees;
• Deprivation of bonuses and bonuses for violation of labor regulations;
• Carrying out certification of personnel;
• Analysis of the work of employees in order to identify the most active and best;
• Development of a bonus system;
• Creation of systems of material incentives for the most successful employees, when their salary, in addition to the size of the salary, will depend on the number of sales and turnover in general;
• A fair deduction from the salary for absence from work without a good reason.

Abuse in some ways can lead to large-scale layoffs of employees due to own will, therefore it is very important to be able not only to punish, but also to encourage the staff, observing the measure in everything.

Any organization sooner or later faces the problem of increasing production efficiency. And it is not always about the economic component.

What methods to prefer when organizing such work is decided by the management of the enterprise. Based on the knowledge of the internal and external environment, the features of production processes, it is possible to develop a plan that will lead to the achievement of the intended goal.

What is meant by performance efficiency?

Enterprise efficiency is economic category. This concept means the performance of the company, which can be expressed in:

• growth in production rates;
• reducing costs, tax burden;
• reducing the amount of emissions into the environment;
• increasing labor productivity, etc.

There are also scientific work, defining the effectiveness of the organization as the effectiveness of an operation or project, in which the resulting product or new action brings more money than was spent. Or these manipulations save a certain amount of resources, which also exceeds the costs of the work associated with their implementation.

Efficiency Conditions

In most cases, in an effort to improve the efficiency of the organization, management expects to get a certain financial result. But this does not always reflect the strategic future of production. Therefore, it is believed that it is more correct to achieve growth rates. We can say that it was possible to achieve economic efficiency of production if:

• the resulting financial result is higher than that of competitors;
• the organization allocates sufficient resources to carry out production or management changes;
• rates of growth financial indicators will be higher in the short term than competitors.

This approach constantly motivates the search for solutions that increase the competitiveness of production. This is important in order to carry out work aimed at strategic development.

It is also important that each structural unit of the organization should be concerned about finding ways to increase its economic efficiency. After all, if one of them does not work well, the organization will not be able to improve its performance as a whole.

Tools for increasing efficiency

Ways to improve the efficiency of the enterprise are very diverse. The main ways to increase the profit of the organization are as follows:

• cost savings that can be achieved by reducing price conditions on procurement, optimization of production, reduction of staff or wage levels;
• modernization of processes or the entire production, which allows to achieve an increase in labor productivity, a decrease in the volume of processed raw materials, waste, automation of most operations;
• changes in the organizational system that can affect the management structure, principles of customer service, communication, etc.;
• gain marketing communications when the task is to maximize the growth in sales of goods, change attitudes towards the organization, find new opportunities for production.

Each of these areas can be detailed and has its own methods of work. The entire management system in the company must be set up so that at any level, employees take the initiative, leading to an increase in economic efficiency.

Often, a set of measures that should increase the efficiency of work affects all blocks of activity at once. Such systems approach allows for a synergistic effect.

Factors Affecting Efficiency

If the management of the enterprise is interested in achieving improved results, it must analyze information about the state of the external and internal environment. Then it will be clear which of the existing factors need to be used for the benefit of the future strategic development. These include:

• Minimum resource usage. The less technology, equipment, personnel are used while maintaining the volume of output, the more effective the organization.
• Increasing the efficiency of personnel by optimizing the structure, improving qualifications and training, searching for more competent personnel, changing the motivation system.
• Increasing the efficiency of personnel by improving their health and improving working conditions. Measures aimed at solving these problems lead to a reduction in the number of sick days (savings in the employer's funds), increased productivity and employee loyalty.
• Strengthening socio-psychological factors. The use of decentralization tools in management can be a good impetus for development.
• Application of the results of scientific and technological progress. Ignoring modern technologies or excuses from their implementation due to the need for investment lead to a decrease in competitiveness and possible liquidation later. Fearing an unfavorable economic situation in the current period, companies often block their way to development in the future.
• The use of diversification, cooperation and other strategies that allow the use of existing resources in different projects.
• Attraction of investment capital and other mechanisms of third-party financing. Even privatization can open up ways to improve the efficiency of an enterprise.

All these factors lead not only to the growth of economic, but also managerial efficiency. In order to track the effectiveness of the work being done, it is necessary to outline the timing of the control and the indicators that will be checked.

Separately, we will dwell on the factor of improving the health of employees - for the reason that few employers have so far paid due attention to this. Meanwhile, taking care of the team directly affects the company's profits. For example, according to a study conducted as part of the HR Lab. – Laboratory of HR Innovations”, a smoking employee spends 330 working (!) hours per year on smoke breaks. If his salary is 50,000 rubles a month, then it turns out that in a year the company loses up to 100,000 rubles in wages, plus about 40,000 rubles in taxes and social contributions; plus the cost of sick leave, which smokers, according to statistics, take more often. And if the employee's salary is higher, then the costs are even higher. And if there are dozens, hundreds of such employees in the company?

In order to eliminate this extra cost item and increase the efficiency of smoking workers, companies can be advised. (At the link you will find a calculator with which you can calculate how much your company will save if employees stop smoking.)

Where to start?

To understand what work needs to be done to improve production efficiency, a thorough analysis should be carried out. The head of the company must have a rationale for future management decisions, so you need:

• collect statistics for previous years on product output, its sales, the number of employees in the state, wage fund, profitability, etc.;
• find out industry averages or competitors' performance;
• to compare the economic performance of the enterprise and other market participants;
• depending on which indicator is more behind, analyze the factors that led to such a result;
• identify responsible persons for the development of activities that should change the situation, and the time frame for achieving new indicators.

It is possible that management will have to make many decisions about itself. For example, to transform the functions and style of management, the distribution of responsibilities, the amount of delegated authority, the methods of working with personnel and the transfer of information within the company.

What can hinder efficiency gains?

Even if the management sees the point in the changes that should lead to an increase in the efficiency of the company, the results may not be. Oddly enough, the problems lie in the psychological perception of managerial changes, as well as in their legal support.

For example, the introduction of new technologies and the installation of equipment almost always results in a reduction in staff. Naturally, the employees of the enterprise do not want to be left without work. Their task is to delay such changes as much as possible. They can also resort to economic arguments, saying that the reinstallation of equipment for some time will require the cessation of work.

From the point of view of legislation, the process of dismissal of employees is strictly regulated. If procedures are violated, the enterprise is doomed to incur additional costs, which reduces economic performance.

In order to overcome all these resistances, it is necessary to think over a system for notifying employees about changes, demonstrating the positive aspects of implementing changes.

Additional difficulties may be related to:

• with a lack of funding or the inability to access investment sources;
• with the lack of competencies among the employees of the enterprise, which does not allow the implementation of the plans;
• with no system strategic planning in the organization and analytics for previous years of work.

To achieve economic efficiency, systematic and large-scale work will be required. We cannot exclude the need to involve third-party specialists who can save time on implementing changes.

In general, with a competent approach and the use of reasonable measures, it is possible to increase the efficiency of each enterprise, regardless of the situation and at what stage of its development it is.

Currently, many employers stop believing in the fairy tales of Soviet times, about the need to carry out educational work to improve labor efficiency, realizing that it is difficult to achieve any significant results from an employee without offering anything in return. Most employees move away from the understanding that they owe something to the company they work for, and even the loud name of the company does not always stimulate them to productive work.

An experienced manager realizes that it is possible to achieve an increase in the efficiency of the work of personnel only if the following conditions are taken into account:

1. The desire to improve performance should be mutual, based on the desire of the employer and employee. The latter needs to understand that he will receive something in return, and the return on the productive performance of his official duties will improve his financial situation or social status. The benefit of the company is provided by increasing the efficiency of its personnel, and, as a result, an increase in profits and profitability of the entire enterprise due to the growth of labor productivity.

2. Any employee, whether he is a loader or a line manager, is essentially a simple person with his own selfish needs. Most of the time he doesn't care. economic indicators enterprise, financial situation, and what he could do useful for the well-being of the company. Each person pursues, first of all, his individual, "selfish" interests.

3. In order to increase the efficiency of work, in addition to mutual benefit, an initiative is needed coming from the company's management, enabling the employee to feel stability. The employee must really feel the interest of the enterprise in him, understanding that by increasing his productivity, he can secure not only a stable financial position, but also career growth in the long run.

So, given all the conditions, the leader faces many questions:

What's next? Where to begin? How to evaluate the effectiveness of the staff? How to identify those employees who really bring tangible profit to the organization and are necessary for the company? What is the criterion that allows you to evaluate the usefulness of an employee for the company? How to improve staff performance?

To understand the professional level of employees working in the company, first of all, it is necessary to assess the degree of their theoretical and practical training necessary for the effective performance of their professional duties.

Both in Russian and world practice, there are several methods for evaluating the effectiveness of each employee depending on his productivity, i.e. the ability to most qualitatively create a product necessary for the enterprise. The main methods used in practice include:

1. Certification

2. Testing

3. Management By Objectives

4.Performance Management

1. Certification

Certification is a way of assessing professional knowledge and skills. A feature of attestation, as a way of assessing personnel, is that a professional assessment of an employee's abilities is given by a commission consisting of specialists from different fields. In the course of certification, the theoretical training, basic skills and abilities of the employee of the enterprise, corresponding to his qualifications, are clarified. Therefore, for a talented and hardworking person, certification is a way to prove themselves.

Certification can take place only on the basis of the order of the head of the enterprise, and all conclusions of the certification commission are documented. At the same time, the employee has the right to get acquainted with the conclusions of the certification commission. This can be an additional incentive to develop and improve their knowledge and professional skills.

Certification is perhaps the only way to assess the effectiveness of personnel, which is mentioned in the labor legislation of the Russian Federation. Unsatisfactory results of the attestation check allow the head of the enterprise to terminate labor contract with an employee.

2. Testing

Testing is one of the most objective methods for assessing personnel, especially when applying for a job, when it is necessary to identify most of the skills that are useful, and sometimes necessary for the corresponding position.

There are several testing methods that are most widely used in practice:

biographical method;

Questionnaire method;

Method of observation;

Interview;

Method business game

Competency interview

Assessment Center

biographical method

It is the most formal and subjective method, because involves the evaluation of biographical data, using the available official information. This method is mainly used when hiring employees.

Questionnaire

The most popular way to assess the professional knowledge, psychological profile and qualifications of an employee. There are two main types of testing, the method of questioning: qualifying and psychological.

Qualification testing

In order to determine the professional abilities of a specialist, it is necessary to develop criteria or reference requirements for the qualification of a position for which the corresponding employee is applying or is already working. In order to best reflect the required skills, the most experienced specialists in the relevant fields are involved in the development of test items.

The most objective and impartial assessment of the results of such testing is a computer comparison of the test results with reference values.

Psychological testing

Psychological tests are designed primarily to determine the psychological portrait of the subject and identify his potential. This is especially true when working in a large team with serious psychological and physical stress.

Thus, the main tasks of psychological testing are to determine the stress resistance of an employee, identify hidden opportunities, search for employees prone to the “burnout” syndrome, and screen out “unnecessary” personnel.

Observation Testing

This method is widespread in large technology companies. Its essence is to monitor employees through technical devices. Although the method allows one to objectively evaluate professional competencies, working capacity, communication skills, its big disadvantage is subjectivity, tk. The assessment depends on the opinion of the observers, which does not always objectively reflect the real state of affairs.

Interview

Most often, this method is used when hiring an employee. At this stage, his strengths and weaknesses are identified, his communication skills and professional skills are analyzed. But the regular use of interviews in the process of work will avoid conflicts in the team, identify specialists who are dissatisfied with their work and are able to perform professional duties better and more efficiently in another workplace.

The disadvantage of this method is also subjectivity. The conclusion is based on the opinion of only one, rarely two people.

Business game method

The method is based on conducting a business game and allows the company's management to single out the most active, enterprising, thinking specialists from among the employees, who can be enlisted in the reserve to consider them for higher positions, where they are able to reveal all their capabilities.

Competency interview

The competency interview is a combination of an interview and a business game method. The basis of the method is to identify skills - competencies that are required for a particular position (management, marketing, finance, etc.). The interview can take place in the form of a business game.

Assessment Center

The assessment center is a set of testing methods that allow you to comprehensively assess the abilities of the staff by combining a business game, questionnaires and psychological testing.

Before the AC personnel service the company is preparing a plan for the event. Most often, AC is carried out in the form of a business game with an assessment of the competence and effectiveness of employees participating in the program. During the event, psychological tests and tests aimed at identifying professional skills (competencies) can be carried out.

The disadvantage of this method is its high cost, small coverage of personnel and its distraction from production process.

I would like to note that the assessment of the effectiveness of personnel activities using testing methods, although it helps to determine professional quality employees of the enterprise, but are often auxiliary and are used mainly when hiring, in order to give preliminary assessment professional skills and psychological and physiological portrait of the employee.

3. Management By Objectives

Management Buy Objectives or Management by Objectives is one of the most objective ways to show how effective an employee is in their workplace.

Evaluation of the effectiveness of a specialist based on the fulfillment of the assigned tasks assumes that at the beginning of the period (regardless of whether it is a week or a month), the manager formulates 3-5 clearly understandable, feasible tasks for the subordinate. IN without fail digital indicators of plans are agreed with the subordinate and possible strategies and tactics of work to achieve the goals are discussed.

An important task of the MBO is to create such a system of motivation, in which wages in to a large extent(not less than 40%) will depend on how well the employee copes with the tasks.

Evaluation of efficiency by the MBO method

Evaluation is carried out in two ways:

1. Payment of fixed amounts for the implementation of each of the performance indicators. The percentage of overfulfillment, in this case, does not matter, underfulfillment of the indicator reduces the bonus part in proportion to the underfulfillment of the plan. At the same time, a minimum underperformance indicator is set (most often it is 80-85%).

2. For a better understanding of the dependence by the employee wages from the fulfillment of the tasks set, as well as to assess the effectiveness of the implementation of planned indicators, an MBO matrix is ​​formed with the indication of tasks and numerical indicators (see table 1.). At the same time, we obtain the average employee efficiency coefficient.

Table 1. MBO matrix

Sales manager: Ivanov Ivan Ivanovich

Permanent part of salary (salary): 15,000 rubles

Basic premium part: 15,000 rubles

	Target	Specific weight, %	Numerical indicators No.	Actual amount thousand rubles	Percent completed %	Performance indicator	Premium payable, rub
	Sales volume, thousand rubles		10000.00	12000.00	120%	105,5%	14430
	Refund, thousand rubles		10000.00	9000.00
	Growth of active client base, clients				120%
	Sales of brands produced by the company		4000.00	3900.00	98 %
Total					29430

The premium part is calculated according to the formula:

PR \u003d (PB * HC1 * PV1) + (PB * CV2 * PV2) + (PB * CV3 * PV3) + (PB * CV4 * PV4)

where PB is the base premium, UV1,2… - specific gravity indicator in the total premium, PV1,2 ... - the actual percentage of the indicator.

In this case, the accrued wages are:

ZP \u003d OCH + PR

where OCH is the fixed part (salary).

The main performance indicators for the manager are the percentage of completion of each of the tasks, as well as the overall performance indicator, calculated by the formula:

PE=∑ SW*(PV/100)

Table 2 shows the assessment of an employee depending on the performance of the assigned tasks and recommendations for the effective use of his skills in the future.

Efficiency indicator, %	Grade
	Does not match position	Transfer to another position
	Low efficiency	Additional training, coaching, mentoring
	Average efficiency	Coaching, mentoring
	Efficient employee	Bonuses, non-material stimulation
	High performance employee	Transfer to a higher position or to a reserve for promotion.

Based on the foregoing, it can be concluded that the MVO system is, as a way of assessing personnel, which makes it possible to identify not only the strong and weak professional skills of an employee, but also has an effective motivating effect, stimulating them to increase efficiency and fulfill the tasks set by management.

4.Performance Management

Performance Management (PM) or Performance Management is another objective personnel assessment system based on the setting and monitoring of performance indicators for the implementation of tasks, which is considered an improved form of the MVO system, which allows management to more fully assess the employee's competencies, and the latter to be most motivated to obtain the final result .

In the PM system, an employee is evaluated not only by key performance indicators (KPI), but also by the level of his competence. The advantage of this technique is that it is aimed both at increasing the effectiveness of work and stimulating the development of professional skills necessary for work. In addition, it allows you to evaluate the effectiveness of personnel in certain positions.

The main stages of Performance Management are:

Development of performance standards and KPIs (Key Performance Indicators);

Setting goals based on KPI;

Evaluation of KPI performance;

Assessment and modeling of competencies.

The process of introducing the PM system begins with the development by the management of the enterprise of key performance indicators (KPI), which are formed in accordance with the professional requirements for each position in the enterprise. All KPIs are divided into individual, depending only on the work of a particular person, and collective or team, which are closely related to the work of the entire unit.

As indicators of the work of the unit, most often the level of shipment (return of money) and profit, from which the bonus fund is formed, act.

Based on the developed KPIs, performance standards are determined for each employee, which are based on his ability to fulfill the requirements imposed on him by the management of the enterprise. An important aspect in the process of planning digital KPI indicators is the direct participation of the employee who will have to fulfill them.

Efficiency assessment according to the Performance Management system

Analysis of KPI performance is carried out based on the completed matrix, consisting of personal results and the results of the unit (table 3)

Table 3 KPI matrix. Personal results.

KPI	WeightKPI	Base	Norm	Target	Fact	partial result
Shipment, thousand rubles		8000	10000	12000	10000	100%
The arrival of money thousand rubles.		8000	10000	12000	10 000	100 %
Growth of the client base						200%
Sales of own brands		3000	4000	5000	3900
Profit thousand rubles			1000	1200	1000	100 %
Outcome

Assessment of matrix indicators:

Bec KPI - coefficient of importance of indicators. Depending on the priority of tasks, the numerical expression is equal to 0-1, while the sum of all indicators should not exceed 1.

Base - the minimum possible digital expression of KPI.

Norm - average digital expression of KPI

Target - above-planned level (if, in fact, the Goal is exceeded by more than 50%, then there is an error in planning).

partial result - relative indicator, indicating the performance of each KPI, is calculated by the formula:

Partial result (%) \u003d (Fact-Base) / (Norm-Base) X100%

Fig.1 Evaluation of performance indicators

After evaluating each key performance indicator (Table 2, Fig. 1), it is necessary to derive the overall performance of the employee (rating), calculating it using the formula:

Overall result (%) = ∑ Partial result (%) x Weight

Figure 2 shows the performance evaluation levels of the KPI-based Performance Management system.

Fig.2. Performance evaluation levels (rating)

The Performance Management system is not only an objective way to assess the competence of the staff, but also an effective motivating factor that allows the employee to participate in planning and strives to complete the tasks.

Personnel performance matrix based on MBO and PM.

To determine the effectiveness of employees, all personnel of the enterprise are ranked by groups (table 4).

Table 4. Ranking of enterprise personnel by groups

		Descriptions
Key	VP (high potential)	Personnel (both managers and employees) have potential for a career (official)- can make significant progress career ladder, while the efficiency of work will not decrease
		Personnel (both executives and line employees) who can advance slightly vertically with sufficient skills to do so.
		Personnel (both managers and ordinary employees) who are able to advance slightly within the same group of positions.
Additional	VP (high-class professionals)	Personnel (both managers and ordinary employees) who consistently show high results, but have limited career growth potential.
	sun (highly qualified specialists)	Personnel (both managers and ordinary employees) possessing the necessary or unique knowledge (skills) necessary for the functioning of the enterprise, but practically do not have the potential for career growth. In the event of dismissal of such an employee, an adequate replacement is required.
		Other personnel of the enterprise

Based on objective indicators, it is possible to compile a matrix that determines the effectiveness of the use of personnel, depending on the abilities and development prospects of each employee of the enterprise (Table 5).

Table 5. Economic efficiency of personnel.

Performance Indicator (MVO)	Partial result (RM)	3 Sun, VP	2 VP	1 VP, P1
		The employee shows stable results. Cost-effectiveness depends on the development of the potential of such employees in the near future	Makes a significant contribution to the economic efficiency of the enterprise today and has the skills to achieve sustainable results in the future	Makes a significant contribution to the economic efficiency of the enterprise today and in the future
		6 sun	5 sun	4
		Inefficient employee, in this position does not affect the economic efficiency of the enterprise	A valuable, stable employee who achieves the necessary results, influencing the economic efficiency of the enterprise	Employees demonstrating professional growth, able to have a significant impact on the economic efficiency of the enterprise
		9	8	7
		Inefficient employee, possible transfer to another position	A new employee who recently worked in this position. Shows some growth potential	Recently appointed employee. Shows significant growth potential.
		SHORT	MIDDLE	TALL
		GROWTH POTENTIAL

Thus, personnel assessment methods based on objective numerical indicators are important indicators of the effectiveness of the use of the enterprise's labor resources. Based on the results of labor productivity assessment, one can not only identify talented and capable workers and weed out lazy individuals who do not want to work, but also increase the efficiency of employees using both tangible and intangible levers.

Assessment of personnel and identification of the most capable and professional specialists is one of the main tasks of the head of the enterprise. Another important problem is to increase the loyalty of the staff to the organization in which they work, which allows not only to keep valuable personnel but also improve labor efficiency.

As noted above, the main incentive, of course, is the level of wages. By creating a fair, transparent, understandable system of material motivation for employees, the employer encourages to increase labor productivity.

A specialist should not only receive a high salary, but earn it, focusing on plans, in the preparation of which he himself takes part.

While monetary motivation is important, it is important to keep in mind the non-material ways of influencing productivity. Employees should see the company's concern for them, which increases their loyalty and, as a result, work efficiency.

To increase the efficiency of personnel use, it is necessary, first of all, to provide comfortable working conditions. Sufficient personal space, comfortable office furniture, the ability to communicate, the absence of a large number of unnecessary rituals during the working day, overtime, unjustified fines, will allow the employee to feel comfortable and feel like a full member of the work team.

An important aspect of increasing the loyalty of employees to the company is the care of them by the management. Providing training opportunities is a strong motivating factor for a large part of the company's team. Obtaining additional knowledge and skills at the expense of the company and, as a result, more high paying job at the "native" enterprise is one of the strongest incentives for staff to work effectively.

As the main methods of organizing training, large companies use the practice of organizing a corporate university, where they invite both full-time specialists and teachers on a contractual basis. Smaller enterprises practice an internal corporate training system, or pay for training in outsourcing companies.

Summarizing the above, we note that the effectiveness of the work of personnel depends on several factors:

How professionally the staff of the enterprise is selected, whether people are placed correctly, whether they correspond to their positions;

How loyal are employees to their company;

How much the company cares about its employees, about the constancy of the staff. Most employees will strive to improve the efficiency of their work if they are sure that the management of the enterprise respects people, values ​​their work, health and time

Increasing the efficiency of the personnel of enterprises is currently gaining special importance in the world. Working in a modern progressive society dictates new rules:

• determine the level staff qualifications,
• knowledge and skills of employees
• search for ways to improve the efficiency of the staff.

Modern researchers of this issue are looking for new approaches, for example, new organizational forms of workers' activity, calculation of the labor participation rate. In modern market conditions, the management apparatus of any enterprise for effective recruitment should take into account not only the professional qualities of future employees, but also the level of emotional stability. Labor as a phenomenon is directly related to the intensive development of production, as well as to the use of automated systems, information, computer technologies. This significantly changes its functional basic content. Therefore, the professional and qualification composition of workers is changing radically. Forward-looking analysis is important human resources, which includes labor productivity per unit of time or the amount of working time spent on the production of a unit of output, the effective use of human resources in general. By effectively increasing the productivity of personnel in an enterprise, it is possible to achieve overfulfillment of plans for projects. To repeat given result, he should be encouraged by a premium.

Ways to increase effective staff productivity

Often, the efficiency of the work of the company's personnel achieve the prosperity of a particular business structure. Business expansion leads, as a rule, to an increase in the number of employees. It is necessary to list the main ways of possible increase in the efficiency of the work of the staff. Among them:

• control and maintenance of labor discipline,
• quality management and accounting for the results of the work performed by each employee,
• possible correction of deficiencies,
• diagnostics and correction of the emotional atmosphere in the team as a whole and specifically for each employee.

Lack of attention to these factors can cause serious difficulties. Among the methods for improving the efficiency of work by personnel are noted:

1. monitoring the attendance of employees workplace(at the beginning of the working day),
2. control of the employee's working time (its rational use),
3. time-consuming payroll based on hours worked,
4. identification of malicious violators of labor discipline,
5. documentation of the facts of violation of labor discipline,
6. control over the implementation of work schedules.

A competent, qualified HR specialist plays a key role in this situation. This position should be in any company.

Techniques that improve staff efficiencya

You should pay attention and take into service such proven methods for improving the efficiency of staff work:

1. mandatory entry of job descriptions,
2. introduction of an automated system for recording working time,
3. employee appraisals,
4. conducting regular monitoring of personnel,
5. system employee motivation,
6. incentive system for disciplined employees (the salary of employees must correspond to their efficiency for the enterprise),
7. strict accounting of the time of absence from the workplace, even for a good reason, when calculating wages,
8. punishment for violators of labor discipline,
9. development and implementation of a transparent system of work control schedules.

It must be remembered that any boss needs to be in the key of news, interests, circumstances and the psychological mood of each of his subordinates. This is the golden rule of running a successful business. Without respect for the personality of each person (employee), it is impossible to achieve high results. The employee, in turn, should have the following motivation:

• guarantee (preservation) of the workplace;
• opportunity for professional growth in the company;
• the employee's income, that is, wages that should fully suit the employee;
• reward system (bonuses, excursions, free trips, benefits, discounts, gifts).

I want sociable responsible employees.

Good organization of employees on old equipment gives better results than new equipment with poor organization.

• What is labor productivity (definition) and what characterizes it.
• How to calculate the value and level of labor productivity in a company.
• What factors affect labor productivity.
• How is performance appraised in a company?
• How is labor productivity measured?

The incentive for any entrepreneur is the prospect of growing their business and making a profit. trump card in the hands of businessmen, these are available reserves and assets. Employees of the company are one of the most important resources of the organization and any leader wants his subordinates to perform the maximum amount of work in the minimum time.

Labor productivity at the enterprise shows the efficiency of the company's employees.

What is the importance of labor productivity in an enterprise

Labor productivity in simple terms- This is an indicator in the economy that allows you to evaluate the effectiveness of the work of personnel. When the productivity of the enterprise is high, the cost of production decreases. If everything is exactly like this in your company, we can talk about high profitability of production.

Labor efficiency refers to the achievement by the staff of the company of good performance at low cost. Labor productivity at the enterprise is characterized by labor efficiency in material production, the volume of goods produced for a certain period of time and the labor costs that are necessary for the production of a unit of output.

What are the benefits of calculating labor productivity

1. Thanks to the comparison with the indicators for a given quarter, you can follow the dynamics of an increase or decrease and identify possible performance problems in individual sectors of the production in the enterprise.
2. It is possible to assess the potential workload on employees and the ability of the company to fulfill orders in a certain volume within the scheduled time frame.
3. Thanks to the possibility of improving the maintenance of the enterprise, it is possible to compare the characteristics before and after the introduction of innovations.
4. A personnel incentive system is being established, thanks to which the work of all employees improves.
5. By analyzing the data, it is possible to determine the nature of factors that negatively affect the quality of work. This is, for example, a working day that does not provide for a break, breakdown of systems, insufficient supply. To improve the analysis, corrections are made to regulate the working day.

3 ways to increase productivity without buying new equipment

A three-stage project helped improve the skills of managers and the motivation of the company's workers organizational development. This strategy has doubled revenue for the year.

How exactly it was possible to increase labor productivity, while not investing in new equipment, you will learn from the article. electronic journal"CEO".

Factors that affect the level of labor productivity

The level of labor productivity is characterized by the following factors:

1. natural and weather conditions. The productivity of an agricultural enterprise is determined by weather conditions - rain, cold, fog or very hot weather contribute to a decrease in labor productivity.
2. Political situation. With an unstable situation in the country, labor productivity in an enterprise of one type or another also decreases.
3. general economic situation. Economic situation in the country affects the productivity of the enterprise. Loans and debt can reduce it.
4. Making changes to the structure of production. For example, previously a certain number of people were allocated to perform a specific task. After the recruitment of new employees, there was a distribution of responsibilities, as a result of which the decision of this issue was shifted to the shoulders of one person.
5. Application various technologies. Increasing the productivity of employees of the enterprise is also due to the introduction of new technologies.
6. Change in leadership. A change in leadership can both worsen the quality of work of employees and improve it. This is due to the introduction of additions to the production process.
7. Availability of additional incentives. The issuance of bonuses and additional payments helps to increase the productivity of employees of the enterprise.

With an increase in labor productivity at the enterprise, labor costs for the production of a unit of output should decrease. Another option is for the employees of the enterprise to produce an additional amount of products per unit of time. Here we can talk about the growth of labor productivity at the enterprise, when the necessary share of living labor decreases, and the share of materialized labor increases.

You will learn how to overcome the resistance of staff when implementing a labor productivity system by attending the School of the General Director.

In what forms is labor productivity manifested in the enterprise

Labor productivity indicators are:

Reducing labor costs per unit of use value

To determine the productivity of labor in an enterprise, they take into account what labor costs per unit of use value, whether there is a saving in working time. It is important to reduce the labor costs required to meet certain social needs. Most managers aim to save on labor and material resources. This is possible by reducing the number of employees, as well as saving raw materials and fuel at enterprises.

Growth in use value

The manifestation of labor productivity is the same as the growth of the mass of consumer values ​​that are created over a certain period of time. It is important not only to increase the volume of the product produced, but also to improve the quality of the goods. Thus, entrepreneurs use this manifestation of labor productivity in the preparation of business plans and financial incentives approaches that reflect indicators of power, efficiency, and reliability.

Changes in labor cost ratio

The productivity of labor in an enterprise can also be judged by the ratio of the costs of materialized and living labor. If the firm uses the former to a greater extent, then it gets the opportunity to improve labor productivity and get more profit.

There are other options. Sometimes, reducing the cost of living labor, enterprises are faced with a relative and absolute increase in the cost of materialized labor per unit of output. It happens that there is a relative increase in the costs of past labor with a fall in their absolute expression. Similar processes occur, for example, when mechanization replaces manual labor, or equipment is modernized at enterprises, or production facilities are reconstructed in accordance with more progressive and efficient solutions.

When the productivity of labor in an enterprise grows, the mass and norms of surplus production increase. The basis of social, intellectual and political progress is the surplus of the product of labor over the costs of maintaining it, as well as education and accumulation in social, production and reserve funds.

Reduced turnaround time

Reducing the time for the production process allows you to save calendar time in general. In order to achieve savings, enterprises should shorten the cycle of production and circulation, thereby tightening the construction time, master advanced technologies, and introduce new methods in the production of goods.

Therefore, a company that uses both living and materialized labor increases the level of labor productivity in the enterprise several times. It follows from this that the time factor is very important in the management and organization of labor, given the instability market economy Russia.

Production and labor intensity as the main indicators of labor productivity at the enterprise

Output and labor intensity are indicators of the level of labor productivity in enterprises. The direct indicator of labor is output. Labor intensity is the opposite.

Output - an indicator of the quantity of goods, services, the amount of work performed per unit of working time by one or more employees. The formula for calculating the performance indicators is as follows: in \u003d W / T, where in - production output per unit of time; B - cost volume of manufactured products (rubles); T is the time it took to produce goods in a given volume.

Labor intensity is an indicator of the cost of living labor, expressed in working hours per unit of labor product (turnover, services). Determined by the formula t \u003d T / B, where t is the complexity of creating products.

The concepts of actual and standard hours refer to the indicator of labor intensity, which has a number of advantages. It's about:

• on establishing a direct relationship between production volumes and labor costs;
• on the exclusion of influence on various indicators of labor productivity;
• about the possibility of closely linking the change in work efficiency with factors affecting the growth of labor productivity in the enterprise;
• on the comparison of labor costs for similar goods.

Depending on the nature and purpose of labor costs, standard, planned and actual labor intensity are distinguished.

Planned labor intensity. It helps to study labor at the rate of the amount of work performed, which are established taking into account changes in the production plan.

Normative labor intensity is the labor costs of the enterprise for the implementation compulsory works with existing standards.

Actual labor intensity - the real labor costs for performing certain tasks.

The composition of labor costs for the production of a unit of product is different. Depending on this, five types of labor intensity are distinguished.

1. Technological complexity. These are the labor costs of the main workers (pieceworkers and time workers) who carry out a technological impact on the objects of labor.
2. Service labor intensity. Includes the cost of additional hired workers who serve the enterprise in all production processes. The calculation of their work occurs after each type of work performed.
3. Production labor intensity. It combines the labor costs of additionally hired workers and employees performing the main functions in production.
4. The complexity of management. Includes the labor costs of all employees (managers, security, specialists in various areas of production, etc.), except for workers directly performing work on the production of goods at the enterprise.
5. Total labor intensity is the labor costs of all categories of workers.

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Methods for measuring labor productivity in an enterprise

There are methods by which labor productivity is measured in an enterprise. We present three main ones.

Method 1. Cost. The cost method measures labor productivity in an enterprise and is characterized by calculating the amount of work in monetary terms. The method makes it possible to compare the labor productivity of people in different areas, for example, a locksmith and a mechanic, a handyman and a worker in the shop. This method has a number of advantages: simplicity in calculation, ease of analysis, and also allows you to determine the dynamics of production in different time. The method also has a significant drawback - the influence non-price factors: inflation, market conditions, material consumption of work.

Method 2. Natural. The method makes it possible to measure labor productivity at an enterprise when producing goods of one direction in natural meters (liter, ton, piece, meter, etc.).

It has the simplicity and clarity of calculations in determining labor productivity and drawing up work plans. But it must be said that the use of the natural method is limited. For example, in those production areas of an enterprise where products of various types are produced (machines and machines), it is impossible to use this method, as well as when taking into account changes in stocks of work in progress.

There is a kind of natural method for measuring labor productivity - conditionally natural, measuring labor using conventional units of homogeneous products. For conversion into conditional meters, coefficients (conversion units) are usually used. It is worth noting the convenience in using the conditionally natural method, since thanks to the conversion units, the production (sale) of various products can be compared and brought to a common view.

Method 3. Labor. Its use allows you to correlate the actual costs of labor productivity with the estimated amount of work, which is determined by the current standards. If labor productivity at an enterprise is measured by this method, they use the time standards for the release or sale of a unit of output.

The advantage of the labor method can be called universality, which is determined by the possibility of its use in measuring any types of work and services. But there is special conditions its use: it is necessary to establish time standards for all production processes. As practice shows, the installation of such norms is not possible at all enterprises. The scale of labor productivity in the country is determined by the GDP, which accounts for the annual calculation of the number of employees.

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What is the analysis of labor productivity in the enterprise

1. Determine how stressful the productivity plan is.
2. To reveal the real level of labor productivity at the enterprise and its change in comparison with the base period.
3. Determine the main factors influencing the growth of labor productivity in the enterprise or contributing to its decline for a particular period of time.
4. To develop measures that would make it possible to identify internal reserves of labor productivity at the enterprise and increase production through a more rational use of labor.

When analyzing labor productivity, the following indicators are used:

1. General indicators: production of goods per year, per day and per hour (based on one employee). To calculate these indicators, the volume of goods (in rubles or standard hours) must be divided by the number of employees in the industrial production category.
2. Partial indicators show how long it takes to produce a unit of goods, how many goods of a certain type in natural terms are produced in a certain period of time.
3. Auxiliary indicators allow you to find out the amount of time to complete a unit a certain kind works, and in what volume they are performed for a specific time period.

How is a comprehensive assessment of labor productivity at the enterprise

A comprehensive analysis of the personnel of the enterprise is carried out to solve the following tasks:

1. Study the security of the company ( structural divisions) by personnel using quantitative and qualitative parameters.
2. Assess the extensive, intensive and efficient use of the company's employees.
3. Determine the reserves of the most efficient and complete use of the company's employees.

For the analysis of labor resources, information is used from:

1. Data in personnel records and personnel department.
2. Labor plan as an integral part of the business plan.
3. Labor and salary reports.
4. Explanatory note (section "Labor and wages").
5. staffing schedule, statistical reporting form No. 1 - work "Report on labor and movement of workers."
6. Form No. 4 - work "Report on the use of the calendar fund of working time."

A comprehensive assessment of labor productivity at the enterprise includes:

Analysis of the availability of labor resources. Carried out as follows:

1. Evaluate the dynamics of the composition and structure of employees by category and quality indicators(age data, information about education, type of motivation).
2. Analyze the movement of employees (calculate the turnover ratio for hiring and dismissing employees, assess staff turnover and the constancy of the composition of the company's employees, calculating the coefficients).

Analysis of intensive and extensive indicators of the use of labor resources. With the help of an analysis of the extensive use of personnel, the use of the working time fund and the factors contributing to its change are studied. In the course of the analysis, preference is given to a factor model that allows you to determine how a change in the number of employees of the company, the number of days worked and the length of the working day affect the working time fund. To find out why there are all-day and intra-shift losses of working time, a comparison is made between the data of the planned and actual balance of work time.

When analyzing the intensive use of personnel, indicators characterizing the labor intensity and labor productivity at the enterprise are evaluated. You can use hourly, daily, monthly, quarterly, and yearly output figures, depending on which working time unit is selected. With the help of these indicators, it is possible to evaluate the effectiveness of labor, taking into account the nature of the distribution and use of working time.

For factor analysis labor productivity, it is necessary to learn about the influence of one or another technical and economic factor on the change in this indicator. In the analysis, the calculation of the relative savings in the number of employees in the enterprise is carried out.

Analysis of the use of the wage fund. When analyzing the use of the salary fund, first of all, the absolute and relative deviation of its actual size from the planned one is calculated. To assess the effectiveness of the use of funds allocated to pay for the work of employees, a number of indicators are used. We are talking about revenue, the amounts of net, gross, capitalized profit per ruble of wages, the volume of output of goods in current value, etc. During the analysis, the dynamics of all these indicators is subject to study, and the plan for their level is also being fulfilled. Often, the preference is given to inter-plant benchmarking, which allows you to find out which company performs better.

Analysis of the effectiveness of the use of labor resources. Assess how effectively labor resources, you can use the indicator "profitability of employees", that is, how much profit from sales ( net profit company) accounted for one employee of the company (average value).

How to calculate labor productivity in an enterprise

Here is the labor productivity formula in a generalized form: P \u003d O / H, where P - labor productivity at the enterprise per employee on average; O - the amount of work performed (volume); H - the number of employees of the company. The indicator is also referred to as "production". It shows the extent to which the employee performs his work per hour, week, month.

Example 1 The confectionery company completed 120 orders for the manufacture of cakes (indicator in January 2017). 4 pastry chefs were listed as responsible for the process. To find out the productivity of one confectioner, you need 120: 4 = 30 cakes per month.

Based on the same data, it is possible to determine how much labor (man-days or man-hours) is required to produce a unit of output. This indicator is called labor intensity.

Example 2 manufacturing company household appliances produced 2,500 electric kettles in December 2016. According to the time sheet, the employees worked 8,000 man-hours. It took 8,000: 2,500 = 3.2 man-hours to make one teapot.

To determine labor productivity at an enterprise, by workshop, company structure, plant for a certain period of time (year, quarter, month), use the formula PT=оС/срР, where PT - labor productivity at the enterprise of one employee for a certain period (average); оС - the total total cost of goods produced for a specific period of time; avg - the average number of employees of the company.

Example 3

The furniture shop produced products with a total value of 38 million rubles (indicator for November 2016). The average number of employees was 400 people. 63,600 man-hours were worked. In December 2016, products were produced with a total value of 42 million rubles with average headcount 402 employees and 73,560 man-hours worked.

To calculate the output per employee of the factory, labor costs per 1 million products and compare indicators for two months of labor activity, the following calculations are carried out:

1. Output per employee.

For November - 38 million rubles: 400 = 95 thousand rubles;

For December - 42 million rubles: 402 = 104.5 thousand rubles.

The growth rate of labor productivity at the enterprise was 104.5: 95 * 100% = 110%.

2. Labor intensity for the production of finished goods worth 1 million rubles:

November: 63,600 man-hours: 38 million rubles = 1,673.7 man-hours;

For December: 73,560 man-hours: 42 million rubles = 1,751.4 man-hours.

When analyzing labor indicators, you can obtain data for further optimization of the number of employees, their placement, identifying shortcomings and reserves in the organization of labor activity, and improving work processes.

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How is labor productivity managed in an enterprise?

The labor productivity management system is a set of measures for measuring and evaluating productivity, analyzing the factors for increasing the productivity of employees of an enterprise in order to plan work for the short and long term, taking into account the tasks set when doing business. In this case, measures are taken to continuously monitor the implementation of planned activities, develop programs to motivate and stimulate for certain results in terms of improving the productivity of employees of the enterprise.

There are five blocks in the labor productivity management system.

1. The first functional block in the labor productivity management mechanism includes the assessment and measurement of existing indicators of the financial and economic activity of the enterprise. Here they analyze the market situation, evaluate the positions of the market products, determine what quality goods and services should be in order to improve competitive properties, and plan the desired work results. Specialists compare the current (or projected) prices for similar products, the planned profit and determine the desired amount and direction of reducing the cost of goods. It should be noted that the most effective way lowering the cost of goods is to increase the productivity of employees of the enterprise.

2. The second block includes determining the necessary increase in labor productivity to reduce the cost to a competitive level, identifying areas for its improvement, planning measures to achieve the desired productivity.

3. The third block is the organization of work to increase labor productivity, during which the planned activities are implemented and distributed among responsibility centers (places of implementation).

4. The fourth block provides for the development of a system to motivate employees to improve labor productivity.

5. The fifth block consists in evaluating and monitoring the results of measures taken to improve labor productivity in the enterprise. At the same time, monitoring of the performance of work should be regular. The final control is expressed in the evaluation of the results of activities and the identification of the degree of participation of certain employees in achieving overall result with further encouragement.

Managers should take into account some points so that employees of the enterprise do not waste time on unnecessary actions and objectively evaluate the goals set by the company.

1. Labor efficiency and effectiveness should be regularly monitored. Only in this case, the management will find out about the weaknesses of the employees and successfully eliminate them.
2. One study of the results of assessing the quality of personnel work is not enough. The level of literacy and qualifications of employees must be constantly improved, as well as creating favorable conditions for the work of personnel.
3. Rewarding the very best is the cornerstone of performance improvement.

How to implement labor productivity planning in the enterprise

Labor productivity planning is one part of the productivity management process in an enterprise. It is carried out based on the data of the analysis. At the same time, they evaluate how the company's activities should be organized, what actions should be carried out at the moment and in the future, carry out certain activities aimed at increasing the productivity of the employees of the enterprise, exercise control over their implementation and the results obtained.

There are a number of methods for planning labor productivity in the enterprise.

1. The direct counting method allows you to calculate the decrease in the number of employees of the company under the influence of certain organizational measures and track the increase in the productivity of employees of the enterprise. In accordance with individual categories, the planned number of employees is determined, taking into account its possible reduction after certain measures. Based on the calculated number of employees and output in accordance with the plan, they obtain data on the level of labor productivity in the enterprise, as well as on the rate at which it is growing in comparison with the base period.
2. Factor method. In this case, factors that affect the quality and growth of labor productivity in the enterprise are identified, and their impact is assessed. First, the base number of employees is determined for the planned period, provided that the base labor productivity at the enterprise is maintained. Next, calculate the expected change in the number of employees in the company under the influence of all factors separately. To do this, compare labor costs with the planned volume of output in the existing and intended conditions. We are talking about the total change in the base number and improvement in labor productivity at the enterprise in the planned period.

How can the productivity of the enterprise be increased?

To increase the efficiency of work in the company, it is necessary to reduce labor costs for the production of a unit of output. This can be achieved in various ways. The main condition is the reduction of labor costs. It is necessary that the work of the company be organized smoothly, without downtime. Such ways of increasing labor productivity in the enterprise will lead to improved work efficiency.

Another option is to reduce turnaround time. It's quite difficult, but real. At the same time, not only new lines and machines are being introduced (thanks to which the production process becomes automated, and therefore faster), but accounts receivable are also reduced, and products can be sold faster.

Often used and methods such as:

1. Labor automation. It is aimed at increasing the productivity of the employees of the enterprise and overall productivity, as well as at reducing costs. Here, competent organization of the process and the absence of downtime are important.

2. Using the mechanism of management and accumulation of knowledge, so that engineers, managers and foremen work more efficiently.

3. Reduction of various non-production costs. An audit of existing costs is required and the allocation of items that can be waived.

4. Accurate understanding by the team of their tasks and job responsibilities, as well as their optimization. In other words, if a worker creates four parts per hour on the machine and the entire production process depends on this, the foreman should not take the material to the warehouse, spending extra time on this.

5. Improving working conditions, creating comfortable conditions for workers and stability. When a friendly atmosphere reigns at work, the masters will work for you even for a lower salary compared to what competitors offer. If the microclimate in the team is favorable, your company will not have rush jobs, unnecessary meetings and meetings will be held. In addition, specialists will feel confident and stable. Availability of recreation areas, canteens, gyms, as well as the possibility medical care work for the prestige of your enterprise and improve productivity.

6.Motivation. Without motivation, there will be no increase in the productivity of employees of the enterprise. This is how it works modern world. For example, a specialist should know that when performing an unscheduled load or working on a day off, he will receive double payment.

7. Increasing employee loyalty. It is very important for management to establish communication with employees, to show readiness to help and solve problems that have arisen. Employees must be united and discuss together the development of the company, of course, without coercion. Often, it is from workers and managers that one can learn what are the ways to increase labor productivity in an enterprise in a particular department, since it is the local staff who are better informed on these issues than the heads of enterprises.

8.Control. It is necessary to develop a system for monitoring the final result. It is on it that one should rely when evaluating labor productivity in the enterprise.

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What are the reserves of labor productivity growth in the enterprise

Increasing labor productivity is always a big job. Before you start working on improving the PT, you should determine the reserves of labor productivity in the enterprise. These are untapped labor saving opportunities.

Measures to improve AT in a particular organization can be carried out thanks to:

• reserves to reduce labor intensity (it is necessary to automate and modernize production, introduce new technologies in work, etc.);
• reserves for optimizing the use of working time (managing the production process and labor organization, improving the structure of the company);
• improving the structure of personnel and the personnel themselves (change the ratio of employees-managers and employees involved in production, improve the qualifications of personnel, etc.).

You can identify the available reserves by analyzing the dynamics and level of labor productivity at the enterprise in certain areas of production or types of work for the current and past periods. The basis of the analysis methodology is the comparison of existing indicators with the planned ones. It is important that the planned targets are verified and justified, and both the features and the conditions and reserves of the production process in the planned period are taken into account. It is also necessary to take into account a number of changes and clarifications in the plan that were made during the year, the number of employees, the material fund and other indicators that affect labor productivity at the enterprise.

Increasing labor productivity in the enterprise on the example of non-standard methods

1. Money. Scientists from the United States conducted an experiment in which 500 people took part. The results of the study showed how to increase labor productivity in the enterprise. It turned out that PT improves several times when people think about money and consider banknotes. In addition, it helps to improve relations with the team and other people around.
2. Use of Internet pagers (ICQ, QIP, etc.). Scientists from the USA have found that the use of Internet pagers does not "steal" work time, as previously thought. On the contrary, such devices save it and are aimed at increasing the productivity of workers in the enterprise. Solving problems via ICQ is much faster compared to mail, telephone or personal communication (if an employee needs to leave the workplace, go somewhere or even go).
3. Wall color. There are various ways to increase labor productivity in the enterprise. For example, scientists from Japan believe that in offices with yellow walls, people perform work more efficiently and quickly. Black color also has a positive effect on employees - they work harder. In companies with red walls, people feel energized, but at the same time they become more aggressive. In terms of reduced productivity in enterprises, the negative impact is blue, which contributes to depression, as well as gray, which makes people sleepy.
4. Office romances. Scientists from Italy believe that novels at work serve as a kind of shake-up for the body and improve the productivity of employees of the enterprise.
5. Humor. Scientists from the USA have found that humor has a positive effect on the emotional state, as a result of which a person becomes more sociable and works more efficiently.
6. Using 30-inch monitors instead of 17- or 19-inch monitors increases PT by 50-65%. So say researchers from France. Experts explain this by the fact that, thanks to the large screen of the monitor, you can work with several windows at once without closing or opening others (it takes a lot of time). At the same time, other researchers believe that the use of large screens improves the AT by only 5%, while working with two monitors, in their opinion, increases work efficiency by 30%.
7. Profanity. A professor at one of the universities (New England) believes that the ban on swearing causes a loss of communication between colleagues, which contributes to a decrease in their motivation and productivity. Conversely, does the use of profanity help you better deal with stressful situations?