Measures to improve the efficiency of the use of labor resources. hello student

During the transition to the market, the conditions for providing agricultural and industrial enterprises with qualified personnel have changed dramatically. First, a free market is being created and has begun to function. labor force. Moreover, this force, as a rule, is not prepared for the main types of activities in industry and agriculture. Secondly, the main source of replenishment of the working cadres remains the younger generation entering the working age. However, this source has greatly decreased, as the natural increase in population has declined sharply (the birth rate is lower than the death rate). Thirdly, in recent years, there has been a sharp increase in the outflow of able-bodied (especially young) from agriculture, industry, transport, construction in non-productive sphere, namely in trade, banking and small business.

A combination of extensive and intensive factors contributes to the improvement of the use of personnel in enterprises.

Among the extensive factors, an important place is occupied by the turnover of personnel at the enterprise and the stability of labor collectives. The turnover of the labor force causes great damage: it disrupts the well-established rhythm of production, causes additional costs for retraining personnel, reduces the level of labor productivity, and worsens labor discipline. All this negatively affects the economy of the enterprise. The main reasons for staff turnover:

Job cuts;

Poor working conditions;

Poor housing and cultural working conditions;

Low salary;

Negative socio-psychological microclimate in the workforce;

The lack of prestige of the work performed.

All these reasons are due to the crisis situation of the country's economy. This means that their elimination is the most important condition for reducing staff turnover.

Improving Usage Efficiency labor resources depends on numerous intensive factors:

Creating conditions for the organization of a pile (the level of development of science, the organization of production, the level of production experience, the qualifications of workers, etc.);

Contributing to the growth of labor productivity (material and moral incentives);

Directly determining the use of labor (labor productivity) - the quality of raw materials, the level of mechanization and automation of production, the availability of raw materials, the quality of machinery and equipment, the level of labor intensity in production,

Each sector of the national economy has its own characteristics. They determine concrete ways and reserves for increasing labor productivity. However, for enterprises of all industries there are common factors of its growth.

Labor productivity is influenced by many different intensive factors (conditions). All of them are divided into two large groups: natural and public. The natural ones include the availability of land, their quality, the presence of minerals, gas pressure in oil reservoirs, climatic conditions, relief, etc.

Social factors are decisive. They are divided into 4 large groups:

Logistics;

Organizational;

Social;

Economic.

The group of material and technical factors includes NTP. Due to his achievements, approximately 60% of the increase in labor productivity in industry is ensured. The influence of scientific and technical progress is carried out by:

Replacement of manual labor by machines;

Improvement of equipment, its modernization and replacement with a more productive one;

Introduction of progressive technologies;

Increasing the level of fund, energy and electric labor.

In conditions of high technical equipment of production, organizational factors. The main ones are:

The level of concentration and specialization of production (cooperation, combination);

Perfection of the management structure;

Applied style and methods of work;

The level of initiative, enterprise and responsibility of employees;

Implementation level modern technologies and progressive forms of organization and stimulation;

Level of use of working hours, etc.

Significantly increased the role social factors growth in labor productivity. These include working conditions, living conditions and recreation, the quality of medical care, the technical and qualification levels of personnel, the psychological microclimate in the team, etc.

Of particular importance to present stage acquire economic factors of labor productivity growth - stimulation and planning of labor.

In the process of competition, reserves for the growth of labor productivity are identified and realized. Distinguish between national economic, sectoral and on-farm reserves.

National economic reserves are associated with the improvement of the sectoral structure of the national economy, the distribution of productive forces, management, planning and economic stimulation.

Sectoral reserves are associated with the development of specialization, cooperation, combination, engineering and technology, sectoral planning and management.

On-farm reserves are aimed at reducing the labor intensity of products, loss of working time, improving the composition and structure of personnel. All employees of enterprises play the main role in the implementation of reserves.

Table of contents

Introduction
Conclusion
Bibliography

Introduction

The relevance of the work. Labor resources are the most important factor in the production of services. The direct labor costs of workers employed in most service industries are the substance of the use values they provide.

All other factors - real capital and material costs - represent only additional conditions for the use of labor resources as the main source of the service industry.

AT material production the process of production of certain products is possible only at a certain level of capital-labor ratio of labor or the use of material resources and necessarily implies one or another combination of material factors and living labor.

In most sectors of the service sector, the possible boundaries for the joint use of human labor with other resources are much more flexible, and there is no obligation of one or another combination in the production of services.

As a result of an increase in the capital-labor ratio of labor or a more intensive expenditure of material costs in the service sector, it mainly affects the quality of services, otherwise, the equipment of labor is mandatory, but the impact of this factor on the final results of the service sector is much less significant than in other industries.

Human resource management consists of those activities of an organization that include the recruitment and use of personnel in the workplace.

Effective management must ensure both the needs and rights of employees and the needs of society.

Management is ultimately responsible for managing human resources.

Human Resources employees are responsible for ensuring that working conditions comply with technical regulations, equal opportunities for employees, and compliance with other employment-related laws on recruitment, dismissal, training.

The most important tasks of human resources management are planning, recruitment and selection of personnel, training and development, organization of work and definition wages and benefits.

Target work consists in studying and analyzing the processes of managing the labor resources of an organization in the field of construction services.

W tasks are:

to give general characteristics analyzed enterprise;

to analyze the technical and economic performance indicators of Center-A-Stroy for 2009-2011;

to analyze the labor resources of the company "Center-a-Stroy";

propose measures aimed at improving situations related to the processes of managing the labor resources of companies.

An object The research is presented by the system of human resources management of the company in the service sector.

Subject The study is presented by relations that arise in the processes of managing the labor resources of an organization in the service sector.

When writing the work, the data of Bazarov T., Vesnina V., Frolov V., Osipov K., Cheglakova L., Bizyukov P., Izhbulatova O., Goverdovskaya E., Ovchinnikov N., Savina N., Tsukanova V., Krasnitsky V. and other researchers.

Work structure. This course work consists of an introduction, where the purpose and relevance of the issue under study, the object and subject of the study are indicated; three chapters; conclusion, which summarizes the main findings and the list of references.

Chapter 1

The company's specialists have higher construction education and many years of experience.

The Center-A-Stroy company is engaged in the design, construction, repair and restoration of buildings, apartments and country houses, as well as commercial real estate. They specialize in the construction of cottages and private country houses. During its work, the construction company "Center-A-Stroy" has gained vast experience. "Center-A-Stroy" offers a wide range of services: design project of an apartment or office, a full range of repair work and much more.

Over 20 years, vast experience has been accumulated in the field of preparation and approval of various construction documentation in all instances of Moscow and the Moscow region.

The construction company "Center-A-Stroy" is able to perform a full range of works: from design and construction to repair and finishing. The construction company "Center-A-Stroy" is able to satisfy any whim of the customer. The company performs the work with the highest quality and within the stipulated time. All types of work are guaranteed.

To perform all the work, Center-A-Stroy uses high-quality Construction Materials from trusted suppliers and uses modern building technology. The key to the success of any construction project is a professional and individual approach to the completion of the task.

Advantages construction company"Center-A-Build":

Individual approach.

The optimum ratio of price and quality.

Performing any construction work.

Availability of material and technical base.

Experience in developing projects of any complexity.

Years of experience.

The main indicators of economic and financial activities of Center-A-Stroy LLC for 2009-2011 are presented in table 1.

Table 1

Technical and economic performance indicators of Center-A-Stroy for 2009-2011

Indicators					Growth rate %

Proceeds from the implementation of works
Profit (+), loss (-) from sales
Cost of realized work
Profitability of the implemented work
The average number of PPP
Labor productivity at actual prices at comparable prices
Staff payroll
Average monthly salary per worker
Costs per 1 ruble TU

From the data presented in the table, it can be seen that during the period under review the company increased the volume of work: in 2010, the volume of production in comparable prices increased by 22.7%, and in 2011 by 29.6% compared to 2010.

Costs per 1 ruble TU ( commodity services) for the company in 2010 increased from 0.8 rubles. to 1, and in 2011 decreased to 0.92 rubles, which indicates an increase in the efficiency of the company.

The excess of the growth rate of revenue over the growth rate of cost indicates an improvement in the efficiency of the company. The increase in the efficiency of Center-A-Stroy is also evidenced by the growth in profits and profitability. Profit in 2010 increased by 21.5%, and in 2011 by 168.4%.

workforce utilization efficiency

Chapter 2

Let's consider the average number of employees of the "Center-A-Stroy" company, as well as the payroll number of employees at the end of the year in dynamics.

table 2

Dynamics of the number of employees, pers.

As can be seen from the table, the number of employees is decreasing in the Center-A-Stroy company.

In 2010, there was an increase in the average number of employees of the Center-A-Stroy company by 40 people and an increase in the payroll number of employees at the end of the year by 19 people.

The average headcount shows the number of employees in the company, but does not characterize the composition of the staff.

To characterize the composition of the staff, the composition of employees is considered by age, professional, gender, etc.

The composition of employees by gender allows you to determine the number of men and women in the enterprise. Table 3 shows the grouping of workers by gender.

Table 3

The composition of the employees of the company "Center-A-Stroy" by gender (persons)

As can be seen from the table, the number of men in the company increased in 2010 by 12 people (by 2.1%), and in 2011 by 2 people (by 0.3%).

The number of women increased in 2010 by 7 people (by 2.3%), and in 2011 it decreased by 2 people (by 2.16%).

Thus, in the company "Center-A-Stroy" the growth rate of men exceeds the growth rate of women.

The composition of the employees of the company "Center-A-Stroy" by gender for 2009-2011 present in the form of a diagram.

Rice. one. The composition of the employees of "Center-A-Stroy" by gender.

It can be seen from the charts that the proportion of female staff decreased between 2009 and 20011, while the proportion of male staff increased. Most The company's employees are still male.

The composition of employees by category PPP allows you to determine the number of workers, employees, managers and non-production personnel in the enterprise. This allows you to determine how large the proportion of management personnel. Data on the grouping of personnel according to professional characteristics are presented in Table 4.

Table 4

The composition of the employees of the company "Center-A-Stroy" by PPP categories (persons)

The table shows that the number of specialists increased most rapidly in 2010 (the growth rate was 107.62%, and the absolute change was 10 people).

To calculate the main indicators of the movement of personnel and analyze the dynamics of labor productivity, relative indicators of the movement of labor resources are calculated. These indicators include:

The turnover rate for the reception of workers.

The turnover ratio for the retirement of workers.

The coefficient of the total turnover of workers.

Flow coefficient.

The calculation is made both for the company as a whole and for individual categories of employees. The indicators are calculated for the period 2009-2011. Initial data for calculation relative indicators the movement of labor resources are given in table 5.

Table 5

Data on changes in the labor resources of the company "Center-A-Stroy" (persons)

Let's calculate the indicators of the movement of labor resources of the company "Center-A-Stroy" for 2009-2011.

For 2009:

Total turnover ratio: K o \u003d (111 + 108) / 905 * 100% \u003d 24, 19%

Acceptance turnover ratio: K p \u003d 111/905 * 100% \u003d 12.26%

Retirement turnover ratio: K in = 108/905 * 100% = 11.93%

Flow coefficient: K t \u003d 96/905 * 100% \u003d 10.61%

For 2010:

Total turnover ratio: K o \u003d (99 + 75) / 945 * 100% \u003d 18.41%

Acceptance turnover ratio: K p \u003d 99/945 * 100% \u003d 10.47%

Retirement turnover ratio: Kv = 75/945*100% = 7.93%

Flow coefficient: K t \u003d 69/945 * 100% \u003d 7.31%

For 2011:

Total turnover ratio: K o \u003d (122 + 125) / 949 * 100% \u003d 26.02%

Acceptance turnover ratio: K p \u003d 122/949 * 100% \u003d 12.85%

Retirement turnover ratio: K in = 125/949 * 100% = 13.17%

Flow coefficient: K t \u003d 114/949 * 100% \u003d 12.01%

The calculation results are summarized in Table 6.

Table 6

Indicators of the movement of labor resources of the company "Center-A-Stroy"

	Coefficient, %

The excess of on-boarding turnover ratios over exiting turnover ratios indicates that more people were hired than laid off in 2009-2010. Thus, 2011 is characterized by the highest coefficient of total turnover, this year the largest number of employees were hired and fired.

A large coefficient of general renewal indicates a high turnover of staff in the enterprise. Staff turnover is also characterized by the turnover rate. Thus, staff turnover in 2010 decreased, but in 2011 it increased and exceeded the level of 2009, which is a negative trend.

The main indicators of labor productivity are production and labor intensity.

Let's calculate these indicators for the period from 2009 to 2011.

Let's determine the productivity of the employees of the enterprise.

2009: W = 14050/905 = 15.52 million rubles

2010: W = 17222/ 945 = 18.22 million rubles

2011: W = 22345/949 = 24.59 million rubles

Determine the labor intensity of products at the enterprise

2009: t = 905/14050=0.064 people/million rub.

2010: t = 945/17222 = 0.055 people/million rub.

2011: t = 949/ 22345 = 0.042 people/million rub.

We summarize the data necessary for the calculation in Table 7.

Table 7

Data on the production and labor intensity of the company "Center-A-Stroy"

The data obtained show that the production of products for the period under review increased, and the labor intensity of products decreased. Output in 2010 increased by 3.74 million rubles. or by 17.44%.

Thus, if we calculate the growth and growth rate relative to workers, having singled them out from the PPP, then we can talk about an increase in the growth rate and absolute increase in productivity and a decrease in labor intensity relative to the total number of personnel. Therefore, the company must give great importance to workers as the main productive force.

Chapter 3. Measures to improve the efficiency of the use of labor resources in the enterprise

In order for a company to function and develop steadily, it must have such employees who are able to approach work creatively, strive for innovation, work fruitfully in a team, and achieve successful solution of the main tasks facing the enterprise.

G The main potential of enterprises lies in personnel. And it is right. Man is the most important element production process at the enterprise. Without people, there is no organization. Without the right people, no organization can achieve its goals and survive. So people management(personnel, personnel, human resources) for an educational institution is of paramount importance.

In order for management to be effective, it is necessary to know well the needs and interests of people in general and each person individually, since each person is individual.

Each person needs a special approach if the manager wants to this worker unleashed its full potential. One of the main tasks of enterprise personnel management is to create conditions for each employee to realize their potential, to arouse enthusiasm in people, and to strive to perform the tasks assigned to them in the best possible way.

It should be taken into account that the global goal of a person, which was defined by K. Marx, is to ensure complete material well-being and free all-round development of the individual.

Ability to work with people largely depends on the personal qualities of the leader, on the style of his communication with subordinates. In the style of this communication, different options are possible. In some cases, directive instructions are given to the subordinate, which are then explained in detail (authoritarian style).

In others, they provide ample opportunities in decision-making, in showing initiative, followed by strict control over execution (democratic style). Style selection in to a large extent depends on the personality of the employee.

If an employee is incompetent, but interested in the results of his work (for example, a young specialist), he should be given constant attention and a respectful communication style. For a highly qualified specialist who is not interested in the company's own success as a whole, it is necessary to create a system of incentives.

If the employee has the necessary specialized knowledge and seeks to achieve best results, he should be given ample opportunities for creativity in work.

In practice, it often occurs a combination of the "carrot and stick" policy with the expansion of democratization. Experience shows that there is no single, universal recipe.

The most important principles of personnel management in the company: ensuring the responsibility of each employee for the results of his work; Every worker must know to whom he is subordinate.

Currently, socio-economic and socio-psychological methods of work of personnel management are beginning to prevail over administrative ones.

The leader must basically, do not order your subordinates, but focus them on the problems facing the company, ranking them according to their importance, help reveal people's abilities, concentrate them on the most important thing, form a group of like-minded people around themselves - a team.

It is important to have modern system motivation for highly efficient work which, unfortunately, most enterprises do not have.

It is known that a reward is due for work, which is everything that a person considers valuable for himself.

One of the most effective motives of labor creativity is a promotion.

More effective financial incentives is not just an increase in wages, but a part of it that can be flexibly changed depending on the actual results achieved.

Strongly motivates employees to effective work fair and timely manager's assessment the quality of their work.

A big problem for the vast majority Russian enterprises is staff quality problem, their training and, especially, retraining.

Effective work any company is highly dependent on competence and entrepreneurial spirit of employees, their intellectual and creative potential.

One of the important tasks of human resource management is the formation of the most efficient team.

For the development and implementation of innovations, it is advisable to create special groups employees, provide a differentiated approach to innovators.

Practice proves that for the successful development and implementation of any innovative project, it is necessary to create a carefully selected, well-managed team of like-minded people who quickly and effectively respond to any changes in the market situation.

Conclusion

Most services are labor intensive. In addition, service personnel often interact with customers. Managing it requires different emphasis than managing personnel in a factory or plant.

The function of the workforce in each organization is unique, and it can vary from firm to firm. Similarities can probably be found in personnel departments many organizations.

Human resource planning must ensure that the company has and will have the right staffing and the right people at the right time and in the right place.

It should also be part of the strategic and operational planning firms.

In large service firms, human resources planning is similar to planning in manufacturing companies. In small firms or divisions, planning takes up a small part of the activity.

The staff may consist primarily of active employees who are eager to be promoted to higher positions, of those who will return to study or work part-time, or of those who consider this work temporary.

Clearly, in the service industry, planning varies from large-scale planning in large, stable companies to narrow-scale, crisis planning in small companies. Firms must anticipate both human resource needs and the recruitment of people with the required skills.

Resource requirements should take into account the corporate goals and policies of the firm, staff recruitment, training and development, turnover, promotions, new tasks, and downsizing.

Corporate goals help establish organizational structure, define policies for part-time or temporary workers, and develop methods for predicting demand for services.

All this is data for forecasting the needs for human resources. Limiting factors in resource planning are overtime constraints, natural downsizing, limited equipment utilization and cash constraints.

Finally, the need for people is influenced by the leadership and motivation of working staff, the effectiveness of training programs and the effectiveness with which employees perform their work.

Based on our research, we can conclude:

The construction company "Center-A-Stroy" has been working in the field of construction services in Moscow since 1991. For many years of work, they managed to gather professionals in the construction industry.

The company "Center-A-Stroy" is engaged in the design, construction, repair and restoration of buildings, apartments and country houses, as well as commercial real estate. They specialize in the construction of cottages and private country houses.

The proceeds from the sale of works also increased: by 32.9% in 2010 and by 26.36% in 2011. At the same time, the cost is also growing. In 2010, the cost of work sold increased by 39.4%, and in 2011 by another 18.8%.

The profitability of services in 2010 decreased compared to the profitability of 2009 from 12.5% to 7.5%, but in 2011 it increased to the level of 14.4%.

The number of employees is increasing every year. At the same time, there is an increase in labor productivity. In 2010, labor productivity in comparable prices increased by 17.5%, and in 2011 by 28.8%.

It should be noted that the company has a decent level of remuneration, which increases annually. Thus, in 2010 the average salary increased from 15140 rubles to 20497, and in 2011 to the level of 28875 rubles.

Thus, the analysis of the technical and economic indicators of the activities of "Center-A-Stroy" showed that the efficiency of the company in 2010-2011 increased.

In 2011 average headcount of employees of the Center-A-Stroy company increased by another 4 people, and the payroll number of employees at the end of the year decreased by 6 people and amounted to 998 people.

Most of the company's employees are still men.

The number of specialists increased most rapidly in 2010 (the growth rate was 107.62%, and the absolute change was 10 people).

In 2011, the number of specialists increased by 8 people or by 4.9% compared to 2010.

The number of managers increased in 2010 by 3 people or 2.82%, and in 2011 it increased by 4 people or 4.61% compared to 2010.

The number of employees in 2010 increased by 13 people or 4.8%, and in 2011 by 12 people or 5.3% compared to 2010.

The number of workers in 2010 increased by 27 people or 4.3%, and in 2011 it decreased by 8 people or 0.98% compared to 2010.

In 2011, the output increased compared to 2010 by 7.766 million rubles. or by 30.9%.

The labor intensity of production in 2010 decreased by 0.007 or 13.06%. In 2011, the labor intensity of production decreased compared to 2010 by 0.012 or 25.5%.

Therefore, the company must give great importance to workers as the main productive force.

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Project to improve the productive use of labor resources

To improve the use of labor resources, it is necessary to review their structure and develop measures to improve the use of working time. Particular attention should be paid to:

Streamlining the practice of granting short-term administrative leave without pay, as these leaves are often given without serious intentions;

Investigation of each case of violations labor discipline in order to strengthen it, using for this not only administrative measures, but also forms of both moral and material influence on its violators;

Careful study (according to disability certificates) of the nature of morbidity in certain groups of workers and the development of preventive measures on this basis (for example, to improve labor protection and safety, organize dietary nutrition, etc.) that reduce morbidity.

Particular attention should be paid to the organization of labor production, since compliance with the principles rational organization production process is the basis for the normal conduct of financial activities with the most favorable economic indicators.

The main measures for the rational organization of the sale of goods and labor are:

Division of labor and placement of workers in the enterprise;

Organization of workplaces and their maintenance;

Implementation of rational labor processes;

Creation of a favorable working environment;

Organization of wages and material incentives;

Organization of training;

Occupational health and safety.

At the enterprise, it is also necessary to carry out measures to improve the production culture: maintaining order and cleanliness in stores, organizing medical care, flower beds, lawns on the territory, etc. These measures not only facilitate human work, but also significantly affect economic performance. For example, the skillful organization of the color environment and lighting can increase productivity by 15 - 25%. Color design will cost much less than the losses from industrial injuries and the decrease in efficiency caused by the end of the working day. Establishing the right science - based ventilation system contributes to an increase in labor productivity by about 10 - 15%. Labor productivity increases from 5 to 10% if production noise is reduced to the norm.

All of these activities help to increase economic efficiency use of labor resources and, ultimately, increase the sale of goods at the enterprise

The concept of labor resources and their classification, the availability of labor resources for agribusiness enterprises

The labor resources include that part of the population that has the necessary physical data, knowledge and skills in the relevant industry. Sufficient provision of enterprises with labor resources, their rational use, high level labor productivity are of great importance for increasing production volumes and improving production efficiency. In particular, the volume and timeliness of all work, the efficiency of using equipment, machines, mechanisms and, as a result, the volume of production, its cost, profit and a number of other economic indicators depend on the availability of the enterprise with labor resources and the efficiency of their use.

Depending on age, the entire population can be divided into three groups:

persons younger than working age (currently from birth to 15 years old inclusive);

persons of working (working) age (women from 16 to 55 years old, men from 16 to 60 years old inclusive);

persons older than the working (i.e., retirement) age, upon reaching which an old-age pension is established (women from 55 years old, men from 60 years old).

Depending on the ability to work, able-bodied and disabled people are distinguished .. In other words, people may be disabled at working age (for example, disabled people of groups I and II of pre-retirement age) and able-bodied at a disabled age (for example, working teenagers and working old-age pensioners).

Based on the foregoing, the labor force includes the population of working age, with the exception of war and labor invalids of groups I and II and non-working persons receiving a pension on preferential terms, working persons of retirement age;

working teenagers under the age of 16. Under Belarusian law, teenagers under 16 years of age are hired when they reach the age of 15 in exceptional cases. It is also allowed, in order to prepare young people for work, to hire students from general education schools, vocational and secondary specialized educational institutions upon reaching the age of 14 (with the consent of one of the parents or a person replacing him), subject to the provision of light work that does not cause harm to health and does not interfere with the learning process.

Currently, in the Republic of Belarus there is a noticeable decrease in the total population and the share of the population in pre-working age, stabilization in the share of the population in retirement age and an increase in the share of the population in working age, i.e., the aging of the population, which in the future will lead to a decrease in the working age population.

Since mid-1993, domestic statistics have made the transition to the recommended international conferences labor statisticians and the International Labor Organization system of classification of the population, according to which it is divided into economically active and economically inactive.

Economically active population (labor force) - This is the part of the population that provides the supply of labor for the production of goods and services. This population group includes the employed and the unemployed.

Employed in the economically active population include persons of both sexes aged 16 years and older, as well as persons under 16 years of age who, during the period under review:

· performed work for hire for remuneration on a full or part-time basis, as well as other income-generating work;

· were temporarily absent from work due to illness, vacation, days off, strike or other similar activities - performed work without pay in a family business.

The unemployed include persons aged 16 years and older who, during the period under review:

They did not have a job and earnings;

Registered with the employment service in order to find a suitable job;

They were looking for work, that is, they turned to state or commercial employment services, to the administration of enterprises, placed advertisements in the press or took steps to organize their own business;

Were ready to get to work;

Undertook training or retraining in the direction
employment services.

For a person to be classified as "unemployed", the first four conditions must be present simultaneously.

Pupils, students, pensioners and the disabled are counted as unemployed if they were looking for work and were ready to start it.

The economically inactive population is that part of the population that is not part of the labor force:

Pupils, students, listeners, cadets studying in educational institutions in the daytime department;

Persons receiving old-age pensions and on preferential terms;

Persons receiving disability pensions;

Persons involved in housekeeping, caring for
children, sick relatives;

Desperate to find a job, that is, those who stopped looking for it, having exhausted all possibilities, but who can and want to work;

Other persons who do not need to work, regardless of the source of income.

In modern conditions, the number of economically active population - the labor force as a factor forming the labor market - is of real importance for the economy.

To study the composition, structure and dynamics of labor resources, they can be classified according to a number of features.

By participation in production activities, there are:

industrial and production personnel (PPP) - employees of the main, auxiliary, transport, auxiliary, side shops, security and plant management apparatus with its departments and bureaus;

personnel of non-industrial organizations that are on the balance sheet of the enterprise (ZhESy, kindergartens, sanatoriums, clubs, swimming pools, etc.).

By the nature of the functions performed, labor resources are divided into two groups, workers and employees. From the group of workers, workers of the main production and workers of service facilities (auxiliary) are distinguished. From the group of employees, managers, specialists, other employees (accountants, secretaries, clerks, etc.) are distinguished.

According to the nature and complexity of the work performed, labor resources are divided into professions, specialties, and qualifications.

At the enterprise, there are attendance, payroll and average payroll composition (number).

The turnout composition is actually those who came to work. The payroll includes all those hired for permanent or temporary work, except for employees involved in work on labor agreement, part-time, sent by the enterprise to study with a break from production. In connection with the hiring and dismissal of the payroll at the
acceptance is constantly changing.

The average list of employees for the month is calculated by summing the payroll for all days of the month and dividing by the number of calendar days in the month (the number of employees on weekends is taken from the previous working day). The number of employees is established according to the standards typical structures management, taken into account in the development of staffing tables.

In the agro-industrial complex, all the main technological processes are mainly carried out by their own labor resources, only in exceptional cases, during periods of the most intense work, seasonal and temporary workers from other industries.

The labor market is a socio-economic form of the movement of labor resources. How economic category- this is a system of production relations between the owners of the labor force, employers and the state regarding the exchange of individual intellectual and physical abilities for work for the fund of subsistence necessary for the reproduction of the labor force, as well as regarding the placement of workers in the system of social division of labor.

The labor market is a way of organizing labor activity in which the sale and purchase of labor power is associated with the commodity value of labor power.

The functioning of the labor market is determined by three components: the availability of labor force, the freedom to dispose of the labor force, and the demand for labor.

The demand for labor in the agro-industrial complex is determined by the needs of its individual enterprises and industries, and the supply is formed based on the territorial size and structure of the population.

The provision of the agro-industrial complex with a labor force is the most important condition for its effective functioning. At the same time, the demographic problems of the formation of labor potential become especially acute, since the development of the agro-industrial complex will take place in conditions of a quantitative imbalance in the labor market. This is due to serious changes in the economic, political, social spheres, which affects the formation and use of the labor market.

The amount of labor resources is determined by the historically established natural and economic conditions and the demographic characteristics of the reproduction of the population of a given region and does not directly depend on the volume of production.

As a result, in agriculture, as a rule, as many people are employed in production as there are on a given farm, and not as many people are needed to perform work in the best agrotechnical terms.

Under market conditions, the liquidation of unprofitable enterprises will become commonplace, which will lead to a decrease in the number of jobs. The reduction in the number of employees will require qualitative changes in the personnel potential, the growth of competence, the professionalism of workers, and the transition to integrated professions.

A correct assessment of the availability of labor force makes it possible to implement rational employment.

In the agriculture of the Republic of Belarus, there is a reduction in the number of employees and the level of labor resources. This is due to the low general educational level and vocational training; low mobility due to the lack of a housing market and transport services; due to the territorial dispersal of the uneven distribution of jobs in the territory; relatively high average age.

Agricultural enterprises, which employ less than 11 people per 100 hectares of agricultural land, constantly experience a shortage of labor. This deficiency is also experienced by almost all the farms of the republic during the most intense periods of agricultural work.

Sufficient provision of agricultural enterprises with the necessary labor resources, their rational use, and a high level of labor productivity are of great importance for increasing the volume of production and increasing production efficiency. In particular, the volume and timeliness of agricultural work, the efficiency of the use of equipment and, as a result, the volume of production, its cost, profit and a number of other economic indicators depend on the availability of the economy with labor resources and the efficiency of their use.

Labor productivity as one of the indicators characterizing the efficiency of the use of labor resources

The efficiency of the use of labor resources of an enterprise characterizes labor productivity, which is determined by the amount of products produced per unit of working time, or the cost of working time for the production of a unit of output or work performed. Labor productivity in a broad sense is the ability of a particular employee to produce products and provide services.

Distinguish between individual and social productivity. The efficiency of individual labor costs is called the productivity of individual (live) labor.

Labor productivity, determined by the costs of not only living, but also materialized labor, is called the productivity of social labor. At the enterprise, two indicators are used to express labor productivity - production and labor intensity, calculated using the following formulas:

B \u003d VP / H cn, (1.1)

Tr \u003d T / VP (1.2)

where B is the output;

VP - the volume of gross output or work performed in natural or conditionally natural units;

H cn - the average number of employees, people,

Tr is the labor intensity of products;

T is the time spent on the production of all products, standard hours.

The most common and universal indicator of labor productivity is production output. Product development - the most common and universal indicator of labor productivity, etc.

The indicator of production output in monetary terms is used to determine labor productivity at enterprises that produce heterogeneous products.

When using standardized working time, output is determined in standard hours, mainly at individual workplaces, in teams, at sites, as well as in workshops when producing heterogeneous and unfinished products that cannot be measured either in kind or in monetary terms.

Performance indicators also differ depending on the unit of measurement of working time. The output can be defined for one man-hour worked (hourly output), one man-day worked (daily output), for one average worker per year, quarter or month (annual, quarterly or monthly output).

At enterprises, depending on the unit of measurement of production volume, there are three main methods for measuring labor productivity: natural, cost and labor.

The natural method of measuring labor productivity characterizes the production of products in kind per unit of working time. Natural indicators of labor productivity - kilograms, meters, etc. The disadvantage of this method is that the scope is limited to mono-productions, that is, it can be applied only in those industries where products of the same type are produced. There is a practice of applying this method in multi-product industries, but only in separate shops and redistributions (for example, in a foundry where products of only one type are produced). The natural method is used mainly when comparing the performance indicators of brigades, links and workers, as well as in determining the production standards and the level of their implementation. A variation of the natural method is conditionally natural . Conditionally natural meters are used here. The production rate for this method is calculated as follows:

where P- the number of types of products;

VP i - the quantity (mass) of products of the i-th type produced for a specific period;

to priv- reduction factor, with the help of which the products i-r-

The species is conditionally reduced to one (base) species.

Reduction factor Rj for each type of product is found as the ratio of the labor intensity (mass) of products; j-th type to the labor intensity (mass) of the product taken as the base. The conditionally natural method is used in the canning, textile industry, etc.

The cost method of measuring labor productivity has become more widely used, especially in industrial enterprises, since it makes it possible to take into account and compare various types of work by bringing them to a single meter. As one of the main indicators for planning and accounting for labor productivity, the indicator of output in value terms per employee employed in production is used. However, this method does not always correctly reflect the level of labor productivity, since its cost expression is affected by the structure of work, the price factor and the material intensity of products.

The labor method of measuring labor productivity characterizes the ratio of standard costs to the actual costs of working time. When using this method, an indicator of labor intensity is calculated (an indicator that is inverse to production). Distinguish labor intensity:

normative, reflecting the time spent on manufacturing a unit of production according to the current time standards;

planned, reflecting the time spent on production
units of production, taking into account the implementation of measures to reduce labor intensity;

actual, reflecting the actual time spent on the release of a unit of output, including the loss of a worker
time.

Comparison of actual and normative labor intensity is characterized by the coefficient of fulfillment of time norms.

Depending on the composition of labor costs and their role in production, technological labor intensity, production labor intensity, production maintenance labor intensity, production management labor intensity and total labor intensity are distinguished.

Technological labor intensity includes the labor costs of workers who technologically affect the objects of labor.

Production labor intensity includes all labor costs of the main and auxiliary workers.

The labor intensity of maintenance consists of the labor costs of auxiliary workers.

The complexity of management consists of the sum of labor costs of employees.

The composition of the total labor intensity reflects the labor costs of all categories of industrial and production personnel of the enterprise.

Technological complexity is taken as the basis for calculating the need for the number of workers.

The advantage of the labor method of measuring labor productivity is that it reflects a direct relationship between the volume of production and labor costs. The use of the labor intensity indicator makes it possible to link the problem of measuring labor productivity with the factors and reserves of its growth, compare labor costs for the same products in different workshops and sections of the enterprise, and calculate real labor costs and savings in working time, living and social labor. As scientific and technological progress progresses, the improvement of production, the share of social labor costs increases, as the worker is equipped with more and more new means of labor (from the simplest machines to electronic complexes). However, the main trend is that the absolute value of the cost of both living and social labor per unit of output is declining. This is the essence of increasing the productivity of social labor.

The labor intensity of production expresses the cost of working time for the production of a unit of output. Determined per unit of production in physical terms for the entire range of products and services; with a large assortment of products at the enterprise, it is determined by typical products, to which all the rest are given. In contrast to the output indicator, this indicator has a number of advantages: it establishes a direct relationship between the volume of production and labor costs, excludes the impact on the indicator of labor productivity of changes in the volume of supplies through cooperation, organizational structure production, allows you to closely link the measurement of productivity with the identification of reserves for its growth, compare labor costs for the same products in different workshops of the enterprise.

An important stage of analytical work at the enterprise is the search for reserves of labor productivity, the development of organizational and technical measures for the implementation of these reserves and the direct implementation of these measures. The reserves for the growth of labor productivity are understood to be the opportunities that have not yet been used to save the costs of living and materialized labor. Intra-production reserves are due to the improvement and most efficient use of equipment and labor, reduction of working time, savings in raw materials and materials, rational use of equipment. Intra-production reserves include reserves for reducing labor intensity, reserves for improving and using working time, reserves for improving the structure of personnel, reserves for saving objects of labor and reserves for saving labor resources.

In domestic practice, the following classification of reserves for increasing labor productivity has become widespread.

1. Increasing the technical level of production:

mechanization and automation of production;

introduction of new types of equipment;

introduction of new technological processes;

Improving the design properties of products;

Improving the quality of raw materials and new design
materials.

2. Improving the organization of production and labor:

Increasing norms and service areas;

Reducing the number of workers who do not comply with the norms;

Simplification of the management structure;

Mechanization of accounting and computing work;

Changing the working period;

Increasing the level of specialization of production.

3. Structural changes in production:

Changes in the proportions of certain types of products;

Change in the labor intensity of the production program;

Change in the share of purchased semi-finished products and components;

Change in the share of new products.

The increase in labor productivity as a result of an increase in production volumes and a change in the number of employees is determined by the following formula:

ΔP = (100*ΔB + ΔP n) / (100 – P n), (1.4)

where ΔB is the percentage of growth in output at the enterprise in a given period;

ΔР n - the percentage of the decrease in the number of employees of the enterprise;

The growth of labor productivity of those working at the enterprise ΔР due to an increase in the share of cooperative deliveries of products is determined by the following formula:

ΔP \u003d (d k 1 - d k-

) / (100 – d k 1)*100, (1.5)

Where d k 1 , d k 0 - specific gravity cooperative supplies and gross output of the enterprise, respectively, in the base and planning periods, %.

The growth of labor productivity as a result of better use of the working time fund is calculated by the formula:

ΔP = ((Ф e1 –Ф e0) / Ф e0) * 100, (1.6)

where Ф e1 , Ф e0 is the effective annual fund of the working time of one worker, respectively, in the base and planned periods, man-hours.

It should be noted that the indicator of marginal labor productivity depends on the factors of production and the available labor market.

Directions for improving the efficiency of the use of labor resources at the enterprise

Certification of personnel as one of the ways to assess the employees of the enterprise.

AT recent times administrations of enterprises and personnel services came to the conclusion that personnel certification is integral part programs to improve the use of labor resources in the enterprise.

The purpose of certification is to assess the effectiveness of the performance of their duties by managers and specialists. The main objectives of certification are the following:

1. An objective assessment of the results of the work of employees, their performance of their official duties and establishing suitability for their positions. This assessment is formed, first of all, taking into account the attestation characteristics prepared by the immediate supervisor, as well as taking into account the results obtained at the meeting of the commission.

For example, to assess the qualifications of employees at enterprises, the following indicators are used: general and special education, work experience in the specialty, professional competence, knowledge of the regulations required for this position, domestic and foreign experience, the ability to quickly make decisions to achieve the set goals and the ability to adapt to a new situation, the timeliness and quality of fulfilling the requirements of job descriptions, the ability to work with documents, communication style, the ability to be creative and self-esteem, as well as a number of other indicators.

2. Identification of the potential abilities of the person being certified in order to resolve the issue of including him in the reserve for promotion. Personnel officers are very well aware of the importance of compiling an effective reserve, as well as the need to constantly update it, based on the practical results of work.

3. Determining the need for further professional development. Here it is necessary to combine the desires of the employee and the capabilities of the enterprise. Many want to learn, but vocational training today requires financial costs, and often considerable. Therefore, management needs to find the best option to maximize the satisfaction of the employee's training needs with the needs and capabilities of the enterprise.

4. Clarification job description a specific employee based on the results of certification. This is an important element of work with personnel. After all, it is no secret that practically no work is being done with this document after it has been drawn up and approved. And only when some ambiguous situation arises, it turns out that there is a gap in the job description in this regard. Therefore, it is necessary to reasonably and competently approach its clarification.

The employer decides on the certification, its frequency, the list of employees subject to certification, as well as on normative documents needed to carry it out.

For example, in the agro-industrial complex, the relevant provisions have been approved, the forms of both the attestation characteristics and the attestation sheet, and the protocol of the commission meeting, the interval between attestations has been set from 1 to 3 years.

At the same time, management needs to know that the following are exempted from certification:

Persons who have worked in this position or in this profession for less than 1 year;

Graduates of full-time educational institutions during the first year of work after graduation;

Pregnant women;

Employees who are on long-term treatment;

Women who were on leave to care for a child up to 3 years, during the first year after their entry into work;

Employees who are not subject to certification under the terms of contracts.

For example, at some enterprises it was decided not to involve working pensioners in certification, whose contract term ends this year.

Certification is carried out by certification commissions created by order of the head of the enterprise. Their number may vary depending on the number and structure of employees.

Certification is carried out sequentially, in several stages. The accumulated experience suggests the following scheme of work.

Attestation commission consisting of the head of the enterprise, chairman of the trade union committee, chairman Supervisory Board(in OJSC), representatives local authorities authorities and higher ministries and departments conducts certification of deputies and assistant directors, as well as managers structural divisions directly subordinate to him. Then the same commission in an expanded composition or a commission under the leadership of already certified deputy heads certifies the rest of the employees.

Preparation for certification takes much more time from the personnel service and heads of structural divisions of the organization than the process of certification of an employee directly. It includes:

Preparation of an order for certification;

Drawing up lists of employees subject to certification, employees temporarily exempted from it;

Establishment of the number of attestation commissions and their composition;

preparation of characteristics for employees subject to certification, and other necessary documents;

Form preparation attestation sheets, minutes of the meeting of attestation commissions;

Carrying out explanatory work on the goals and procedure for certification.

For each employee subject to certification, his immediate supervisor draws up a performance evaluation report. The characteristic should reflect: the performance by the employee of his duties in accordance with the job description; the quality and effectiveness of his work; employee's contribution to the decision main task the enterprise specified in the charter; development of an employee through the expansion and deepening of professional knowledge, improvement of skills and abilities; professional and business and personal qualities.

In addition, the characteristic must contain one of three conclusions:

Corresponds to the position held;

Corresponds to the position held, subject to improvement in the work of re-certification in a year;

Doesn't fit the position. When attesting managers of various levels, a reference and digital data on the work of the unit as a whole or in certain areas of activity can be attached to the characteristic.

The attestation sheet contains: basic personal data about the employee (full name, position held and date of appointment to it, year of birth); data on his qualifications (education, what and when he graduated; specialty and qualifications according to the diploma, work experience in the specialty and at this enterprise, when and where he underwent advanced training); assessment of the effectiveness of the employee's performance of their duties based on the results of voting and recommendations of the commission. The attestation sheet is signed (with the date indicated) by the chairman, secretary and members of the attestation commission, the attestee gets acquainted with it against signature.

Regulation of working hours.

The whole life of a person takes place in time and during it he can engage in a variety of activities. In this regard, the measure of one of the types of activity - labor - is working time, the norm of which is determined by the level of development of society, political and economic factors. At the same time, labor legislation gives this measure a universally binding character.

The definition of working time given by the Civil Code of the Labor Code of the Republic of Belarus (hereinafter referred to as the Labor Code) indicates that working time, firstly, fixes the measure of the worker's work in fulfilling his job duties in common process the work of the organization and Secondly, provides the employee with the opportunity to have free time for rest, nutrition, restoration of working capacity, health promotion and his other personal needs. The execution of this task prohibits as general rule to increase the length of working hours in comparison with the established norm. This is possible only in exceptional cases provided for by law.

The most important tool for achieving compliance between the need for labor and the actual capabilities of both one employee and the team as a whole is the regulation of working hours.

The working hours of employees are developed on the basis of the working hours used by the employer. Working hours may be the same for all employees of the organization or different for individual units. By agreement of the parties to the employment contract, it is possible to establish individual mode work for any employee, if this does not worsen his working conditions in comparison with those established in the legislation or the collective agreement.

The working hours of employees may coincide with the working hours of the organization and correspond to a five-day or six-day working week. At the same time, the organization can function continuously, without days off or with days off, but in several shifts. And then the working hours of employees will differ from the working hours of the organization.

The working time regime is determined by the internal labor regulations or work (shift) schedule. The established mode of working hours is brought to the attention of employees no later than one month before its entry into force.

It should be noted that the majority of employees work on a five-day basis working week with two days off, at the same time, in some organizations, based on the nature of production, working conditions and expediency, employees work in six day work week with one day off. However, for both a five-day and a six-day working week, any of the working hours provided for by the Labor Code can be applied.

The choice by the employer of "one or another mode of working time is made in order to ensure the normal functioning of the organization, the fulfillment of the tasks facing it, and is determined by the characteristics of both production in general and the work of certain categories of workers, organizational forms, the nature of the types of work performed in various fields of activity, available and the required number of employees, and other economic and social reasons.

Based on the goals and conditions noted, the so-called non-standard modes of work began to be increasingly used, which provide for the possibility of working out working hours both less and more than the standard hours of the working day (shift) or working week, the distribution of norms of daily working hours for an individual an employee or a team of employees, different from their standard layouts.

Non-standard modes of operation, based on exceeding the norm of working hours in a big way, are used, as a rule, for a clearly defined period of time. certain period(week, month, quarter, year, etc.), when the "reworking" of the norm of the hours of the working day or the working week in one period is compensated by their "defect" in others.

The effectiveness of the use of non-standard working hours depends on many conditions and, above all, on the specifics of production. To a greater extent, these modes have been used both in industries and in organizations with uneven activity, production load. In this regard, when deciding on the application of one or another non-standard working time regime, a full and comprehensive assessment of its effectiveness is required in terms of taking into account personal and public interests, the interests of production, working capacity, labor productivity and physiological capabilities of workers.

Consider certain types non-standard working hours - division of the working day into parts, flexible working hours.

The general rule is that the norm of hours of the working day (shift) established in accordance with the legislation is distributed in such a way that it is worked out by the employee in a row, with one break provided for rest and food lasting at least 20 minutes and not more than two hours.

Article 127 of the Labor Code allows an exception from this rule - the possibility of dividing the working day into parts, subject to the following procedure for its application:

The working day is divided into separate parts, the number of which is not limited by law;

• either one or two or more breaks may be provided, including a break for rest and meals;

· the time of any chosen break during the working day from those stipulated by the legislation is not included in the working time;

· Working hours should not exceed the established duration of daily work.

Based on the said procedure, Art. 127 of the Labor Code also defines the main possibilities for using this non-standard working time for workers employed in those jobs where the use of dividing the working day into parts is caused by a need due to the special nature of work or uneven intensity of work during the working day (shift).

According to part 3 of Art. 317 of the Labor Code for livestock workers, a working day can be established, divided into no more than three parts, between which breaks of at least two hours are provided, including a break for rest and meals. At the same time, the total duration of working time should not exceed the duration of daily work for this category of workers.

Grounds and procedure for applying the division of the working day into parts for employees individual industries are also provided for by the regulations on working time and rest time for such workers.

Training and advanced training of agro-industrial complex personnel.

The training of qualified workers is carried out taking into account specific conditions, the economic situation, scientific justifications and forecasts about the state of the labor market. The specifics of employment in countryside in comparison with the urban one, it is expressed in a lower level of production and non-production sectors in it, in the features of the agricultural sector, which in a generalized form are characterized by the specifics of agricultural labor compared to industrial labor. Accordingly, in the rural sector, a specific and demographic structure of workers is being formed, and the possibilities of meeting the needs of people in the choice of activities are limited.

Employees are trained in schools, vocational schools, colleges, universities. It is important to purposefully raise the prestige of professions so that the future employee, consciously choosing his profession or, if necessary, changes the type of his activity.

In connection with the emerging variety of forms of management, there is a need for training, improving knowledge, and retraining cooperators, tenants, and farmers. This is possible by creating a wide network of training and retraining centers at agro-industrial universities, faculties, technical schools, research institutes, experimental stations, and enterprises. Training can also be carried out according to an individual program, including a private form of employee training.

The organization of the system of education and industrial and technical training on the basis of employment services provides for training with taking into account all registered vacancies. Training in the latest specialties is being developed, including through the retraining of persons with obsolete specialties; training for employees who are new to labor activity, workers changing jobs.

Training and retraining of personnel is also carried out on the basis of enterprises. In addition to the above types of training, courses are organized to improve specialists, periodic internships in order to avoid dequalification of employees.

Ways to improve the efficiency of the use of labor resources

Kolesnikov Alexey Vladimirovich,

student of the Kerch State Marine Technological University.

The article considers the essence and characteristics of labor resources. The main problems limiting the development of the labor resources of the enterprise and the country as a whole are identified. The main directions for improving the development and use of labor resources are proposed.

Keywords:labor resources, efficiency of use, unemployment, education.

Introduction

Currently, the Russian economy is undergoing market transformations that affect the entire sphere of social reproduction, as a result of which changes are taking place in social and labor relations. All this necessitates the increase in the efficiency of development of various sectors of the economy, which in turn is not possible without the regulation of the movement of labor resources.

In addition, the development of society is primarily determined by the number and composition of the population, which is understood as the totality of people living in a certain territory - in a country, region, municipality, district, city. However, the factor of economic growth is only that part of the population that can be classified as "labor resources".

The purpose of the article is identification of the main problems hindering the development of labor resources, as well as the proposal of measures aimed at improving the efficiency of the use of labor resources in Russia.

Presentation of the main material

For the first time the term "labor resources" was used by Academician S.G. Strumilin in the 1920s. In addition, this problem is covered in the works of Kibanov A.Ya., Vechkanova G.S., E.S. Eremina, Odegova Yu.G., Maguri M. I. .

Table 1.

Definitions of the term "labor resources" of various authors.

	Definition
Kibanov A.Ya.	“Labor resources” is the able-bodied part of the population that has physical and intellectual capabilities, is able to produce material goods or provide services.
Vechkanov G.S.	"Labor resources" as an economic category expresses the relations that develop between society, the labor collective and the individual regarding the production, distribution, redistribution and use of the formed working capacity, corresponding to their interests, social needs and the level of development of scientific and technological progress.
Magura M.I.	Human Resources–this is a part of the population of the country, which, in terms of its physical development, mental abilities and knowledge, is able to work in the national economy.
Ostapenko Yu.M.	"labor resources"- this is the number of people who can be forced to work, that is, who are physically able to work.

Summarizing the opinions outlined above, it can be argued that labor resources should be considered in terms of their qualitative and quantitative characteristics. From the qualitative point of view, the country's labor resources are characterized by the level of education, vocational training, health quality, spiritual and moral level of the able-bodied population, as well as creativity and mobility. On the quantitative side, labor resources are characterized by the population of working age.

A characteristic feature of every economic system is that one of the powerful factors in improving the quality of products and services, increasing productivity and labor efficiency, and in general expanding the volume of social production is the improvement of a person’s natural and acquired abilities to work.

In modern economic conditions, the development of labor resources in Russia and in particular the Crimea is not possible without eliminating or reducing the influence of factors that limit their development. These factors include the low quality of healthcare and socio-cultural services, the negative demographic situation, the growth of open and hidden unemployment, the low level of the system for the reproduction of qualified personnel, the “brain drain”, the complication of the environmental situation, as well as the overall instability of the economy.

Consequently, the policy of the state in the field of increasing the efficiency of development and use of labor resources should be aimed at the transition Russian economy from a raw material orientation to an innovative developed economy, with developed production, intellectual potential, and advanced technologies.

It is advisable to group the main directions for improving the efficiency of the use of labor resources (Fig. 1).

Thus, the most relevant reserve for improving the efficiency of the use of labor resources by enterprises various forms property is a reduction in staff turnover as a result of improving the microclimate, optimizing the conditions of payment, work and rest, providing housing and improving the service sector.

Rice. 1. Directions for improving the efficiency of the use of labor resources.

However, the implementation of these areas will be effective only with the intervention and support of the state, which, first of all, should be expressed in improving the legislative framework, as well as providing support for young professionals at the state level. Obviously, the task of the state is to redistribute labor resources in favor of labor-deficient regions and cities by increasing the geographical mobility of the population, expanding the scale of labor migration, and also stimulating the interest of workers in mastering new professions and territories.

The most acute problem at the present time is the growth of unemployment in all its forms, especially this situation concerns regions remote from the central part of Russia. In table. 2 presents data Federal Service state statistics on the number of unemployed in the regions of the Russian Federation.

Table 2.

The number of unemployed in the constituent entities of the Russian Federation, on average per year (according to sample surveys of the population on employment issues), thousand people

federal district	2008	2009	2010	2011	2012	2013
Russian Federation	4697,0	6283,7	5544,2	4922,4	4130,7	4137,4
Central Federal District	732,9	1193,0	960,8	857,6	658,9	697,8
Northwestern Federal District	385,4	529,2	452,8	391,2	302,5	326,5
Southern Federal District	453,8	605,0	529,7	489,8	433,9	452,0
North Caucasian Federal District	671,1	701,2	718,9	643,0	586,8	586,2
Volga Federal District	988,3	1366,2	1198,3	1033,8	831,9	766,9
Ural federal district	362,8	526,6	518,8	447,0	392,1	373,2
Siberian Federal District	830,4	1043,5	869,8	805,7	696,3	711,3
Far Eastern Federal District	272,3	319,1	295,0	254,3	228,2	223,7

One of the solutions to this problem may be to increase employment in small businesses, which would be possible as a result of additional legal measures and a reduction in the interest rate when applying for a loan. The implementation of these measures will contribute to the growth of small business, which in turn will reduce the unemployment rate.

Under the condition of increasing the employment of the population and increasing the efficiency of its reproduction, the state will face the task of directing more investment in housing construction, education, culture, health care, science, and other sectors of social infrastructure.

To solve these problems, a large amount of financial resources and improvement of the legislative framework. One of the sources of financing could be the funds of the population, accumulated in order to create financial mechanisms for long-term lending. In addition, at the initial stage of the implementation of the state policy for the development of labor resources financial resources could be obtained by redistributing part of the national wealth, which is privately owned as a result of violation of the law.

According to the Federal State Statistics Service (Table 3), the largest share of the country's population is employed in wholesale and retail trade, repair, as well as in the hotel and restaurant business.

Table 3

Employed population of the Russian Federation by type of economic activity at the main job, on average per year, % .

Share of employment	2008	2009	2010	2011	2012	2013
Total
Agriculture and forestry, hunting, fishing and fish farming
Mining
Manufacturing industries	16,5	15,3	15,2	15,0	15,0	14,8
Production and distribution of electricity, gas and water
Construction
Wholesale and retail trade, repair of motor vehicles, motorcycles, household and personal items, hotels and restaurants	17,2	17,3	17,5	18,0	18,2	18,4
Transport and communications
Financial activities, real estate transactions, rent and provision of services
Public administration and ensuring military security, social Security
Education
Health care and provision social services
Other economic activities

Particular attention should be paid to improving labor law. In this direction, it is necessary to toughen the responsibility of unscrupulous employers for violation of labor laws.

The development of the education sector also remains an urgent problem. Modern tendencies are such that over the past 10-15 years the professional and qualification structure of the employed has changed significantly. This is due, firstly, to a decrease in the share of engineering and technical specialists of all profiles and areas (the main reason for this phenomenon is the decline in production and low wages), and secondly, an increase in the number of managers, financiers, economists, as well as workers with new professions in the service and tourism business.

As a result, the supply for most specialties exceeds the need for them, and every year the number of specialists who do not have the opportunity to show their professional qualities in practice is growing due to an overabundance of their number. This discrepancy is due to the fact that most educational institutions provides training of specialists in those specialties that are popular among the population, while not in demand on real market labor resources.

This situation is typical both for the whole of Russia as a whole and for the Republic of Crimea, where the main problem in the development and effective functioning of labor resources is an overabundance of university graduates who have mastered the most popular specialties (economists, financiers, lawyers) and a lack of workers in engineering and technical specialties, the need which increases in connection with the new state policy towards the Republic of Crimea, aimed at the restoration and development of industrial and agricultural enterprises.

In this regard, financial investments of capital in the field of education should be targeted and directed to those areas and industries that are in demand in the real labor market.

conclusions

Thus, at present, the main factors that hinder effective development and the functioning of labor resources, are the instability of the economic system, the mismatch between demand and supply for skilled labor and certain specialties, insufficient state regulation of employment and the need to improve labor legislation, taking into account the interests of not only employers, but also employees.

At the state level, the interaction of leading entrepreneurs and heads of state corporations with state higher educational institutions in order to identify the need for certain specialists and their training in special programs.

Subject to the implementation of these measures, it will be possible to direct the necessary resources to a nationwide revival, which will ultimately contribute to an increase in the efficiency of development and the use of labor resources.

Literature

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