home Credit Economics and sociology of labor in an insurance company. Economics and sociology of labor

Economics and sociology of labor in an insurance company. Economics and sociology of labor

7th ed., supplement. - M.: Norma, 2007. - 448 p.

The textbook was prepared in accordance with the exemplary program of the discipline "Economics and sociology of labor", approved by the Ministry of Education of the Russian Federation.
The author proceeds from concepts that are fundamental for both the economy and the sociology of labor: quality of life, human needs and potential, efficiency, motives, working conditions, justice, income distribution.

The textbook uses the results of work carried out by the author with the financial support of the Soros Foundation, the Russian Foundation for Basic Research, the Ministry of Education of the Russian Federation.

For students, graduate students and teachers of economic universities and faculties, specialists in enterprise management.

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Content
Preface to the seventh edition 10
Preface to the first edition 11
Chapter 1. Subject and methodology of the course
1.1. Initial concepts: need, benefit, resources, efficiency, norm, property, labor, quality of life, socio-economic system, income, capital 13
1.2. Labor as a process and as an economic resource 20
1.2.1. The essence of the labor process 20
1.2.2. Labor in the system of economic resources 24
1.3. General characteristics of human resource management activities of socio-economic systems 27
1.4. The structure of the sciences of labor and personnel. Their relationship with other sciences 30
1.5. Methodology comprehensive research economic and social problems of labor 38
Basic concepts 42
Test questions and research topics 42
Chapter 2 The quality of life
2.1. The structure of the human model in socio-economic systems 43
2.2. The concept of quality of life 45
2.3. Goals, values and human nature 47
2.3.1. On the meaning and purpose of life 47
2.3.2. Value system and human nature 52
2.4. Dynamics of civilization development processes 58
2.5. The evolution of ideas about indicators of quality of life 66
2.6. Improving the quality of life as a national idea and the goal of the activities of government bodies 71
Basic concepts 74
Test questions and research topics 74
Chapter 3
3.1. The history of the problem, or why A. Maslow did not build a pyramid of needs 75
3.2. Needs structure model 79
3.2.1. Model 79 Requirements
3.2.2. Needs of Existence 79
3.2.3. Needs to achieve goals in life 82
3.3. Dynamics of needs 86
3.3.1. Psychological aspect 86
3.3.2. Synergy aspect 87
3.3.3. Marginalist aspect 88
3.4. Principles of the general theory of needs 90
Basic concepts 92
Test questions and research topics 92
Chapter 4. Human Potential
4.1. Concepts: labor force, human capital, labor potential 93
4.2. Components of labor potential 94
4.2.1. Health 94
4.2.2. Morality 101
4.2.3. Creativity 109
4.2.4. Activity 112
4.2.5. Organization and assertiveness 115
4.2.6. Education 116
4.2.7. Professionalism 117
4.2.8. Working time resources 118
4.3. Prerequisites for Realizing Human Potential 120
4.4. The quality of the population of the country and the personnel of the enterprise 122
Basic concepts 126
Test questions and research topics 126
Chapter 5
5.1. Types of motives 127
5.2. Ends-Means Matrix 131
5.3. The structure of motivation systems 133
5.4. About motivation theories and management styles 136
5.5. Schematic diagram of the motivation of effective production activities 140
Basic concepts 142
Test questions and research topics 142
Chapter 6. Efficiency of economic activity
6.1. Structure of economic resources 143
6.2. Components of human activity 144
6.3. Essence and indicators of labor efficiency 150
6.3.1. The main aspects of the concept of "efficiency" 150
6.3.2. Labor productivity and profitability 151
6.4. The theorem on the profitability of labor components and its consequences 158
6.5. Creativity is the main source of profit in the economy of the XXI century 162
6.6. The effectiveness of investments in human capital 170
Basic concepts 173
Test questions and research topics 174
Chapter 7. Basic concepts of labor organization
7.1. Types and boundaries of the division of labor 175
7.2. Production, technological and labor processes 177
7.3. Working conditions 181
7.4. Workplace. Structure of the production operation 183
7.5. Classification of working hours 187
7.6. The system of norms and labor standards 192
7.7. Structure of optimization problems labor processes and labor standards 203
7.8. Labor regulation methods. Compliance rate 207
Basic concepts 210
Test questions and research topics 211
Chapter 8
8.1. General characteristics of methods for studying labor processes and the cost of working time 212
8.2. Timing 215
8.3. Working time photo 221
8.4. Analysis of the structure of working time by the method of momentary observations 225
Basic concepts 230
Test questions and research topics 231
Chapter 9
9.1. Structure of regulations 232
9.2. Requirements for standards and the main stages of their development 237
9.3. Methods for establishing normative dependencies 240
9.4. Differentiated and consolidated standards 245
Basic concepts 252
Test questions and research topics 253
Chapter 10. Optimization of the number and structure of personnel
10.1. The structure of time standards and the sequence of establishing labor standards 254
10.2. Principal schemes for determining the number of personnel 259
10.3. Analysis of the forms of interaction of production elements in the calculation of population standards 260
10.4. The structure of optimization problems for service rates and headcount 262
10.5. The general task of optimizing the division of labor and the number of personnel 265
10.6. Methods for optimizing the division of labor and the number of personnel in production systems 270
10.6.1. Cyclic processes 271
10.6.2. Non-cyclic processes 276
10.6.3. Multiphase systems (method of optimizing the division of labor for equipment maintenance) 280
Basic concepts 282
Test questions and research topics 282
Chapter 11
11.1. Principles of income generation in a market economy 284
11.2. Statistical Analysis of the Distribution of Personal Income 290
11.3. The structure of the income of an employee of the enterprise 297
11.4. Forms and systems of wages 306
11.5. Payroll calculation 309
11.5.1. Structure of wage funds 309
11.5.2. Methods for calculating regulatory wage funds 311
11.5.3. Calculation of incentive funds 316
11.6. Optimization of the structure of income of employees of the enterprise 318
11.7. On the essence of wages, or what is traded in labor markets 321
11.8. Income Generation Models social groups enterprises 328
11.8.1. Social groups of the enterprise by sources and types of income 328
11.8.2. The relationship of market and organizational factors in setting wage rates at the enterprise 330
11.8.3. Opportunities for optimizing the distribution of enterprise income 334
11.9. Models of motivation effective work enterprise and its divisions 338
Basic concepts 341
Control questions and research topics 342
Chapter 12 labor Relations
12.1. General characteristics of social and labor relations 343
12.2. The problem of alienation 347
12.3. Theoretical foundations and prerequisites for social partnership 350
12.3.1. Principles and experience of organizing social partnership 350
12.3.2. Opportunities for harmonizing the interests of social groups at Russian enterprises 356
12.4. Justice 359
12.5. Synergetic analysis of models of human interaction in production systems 364
12.6. Professional ethics 367
12.6.1. Morality Efficiency 367
12.6.2. General and private in professional ethics 371
12.7. Problems deviant behavior at enterprises 375
Basic concepts 380
Test questions and research topics 380
Chapter 13 Human Resource Management Systems
13.1. The structure of human resource management systems 381
13.2. Labor Market and Employment Management 385
13.2.1. Main characteristics of the labor market 385
13.2.2. Unemployment 388
13.2.3. Employment management 394
13.3. Productivity and payroll management 398
13.3.1. Interrelations between the problems of productivity, wages and the technical level of production 398
13.3.2. Why the levels of productivity and wages in Russia are significantly lower than in developed countries 404
13.3.3. Institutional prerequisites for increasing productivity and wages as a result of the development of new technologies 407
13.3.4. Managing the dynamics of productivity and wages at the enterprise 412
13.4. Principles for improving the management of human resources of enterprises 416
13.4.1. Types of organizational change 416
13.4.2. The essence of transformations in the management of human resources of enterprises 419
Basic concepts 424
Test questions and research topics 425
Literature 426
Appendix. a brief description of scientific results of the author used in the textbook 435
Information about the author 442
Summary 442
Contents 443

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1. Economics and sociology of labor: basic concepts and connection with other sciences

There are many independent but closely related disciplines in the system of labor sciences:

Personnel Management;

Physiology of labor;

Psychology of work;

Motivation of labor activity;

conflictology;

Innovative management in personnel work;

Personal management;

Ethics of business relations;

Labor market (employment management);

Demography;

Labor history and entrepreneurship;

Income and Wage Policy;

labor law;

labor economics;

Sociology of labor, etc.

The last two specialized sciences - Labor Economics and Labor Sociology - are united under the name "Labor Economics and Sociology".

However, the subject of study of these sciences is different:

In Labor Economics - economic relations that arise in society, in regions and at specific enterprises regarding the use of labor;

In the sociology of labor, these are social relations and social processes in the field of work.

The sociology of labor studies the problems of:

regulation of social processes, motivation of labor activity, labor adaptation of workers, stimulation of labor, social control in the sphere of labor;

rallying labor collective, workforce management and democratization of labor relations; labor movements;

· planning and regulation of social processes in the sphere of labor.

AT real life the problems of labor economics and the sociology of labor are interrelated. Categories such as working conditions, labor organization, material incentives have both economic and social aspects.

The object of study of the economics and sociology of labor is labor, i.e. purposeful activities of people aimed at the creation of material goods and the provision of services.

In the study and analysis of social labor, the economics and sociology of labor uses a categorical apparatus - both common to both sciences and specific to each of them.

In economic research, specific definitions are:

Labor market;

Labour Organization;

Tariffication of works and workers;

Personnel certification;

Tariff system;

payroll fund;

Standards for the formation of social funds;

Time limits;

Labor force reproduction costs;

Wage;

Labor productivity, etc.

In sociological research, specific definitions are:

social processes;

social relations;

Social group;

social status;

Code of conduct;

Value orientations;

Value-normative regulation of labor behavior;

Motivation;

Adaptation, etc.

The inclusion of sociological definitions in the scientific circulation of concepts and categories of labor economics allows a deeper study of the essence and place of labor in the life of a person and society.

A human need is a feeling of lack of something or a desire for something.

Types of human needs:

Material needs are the needs for food, clothing, shelter, transportation, security, and entertainment;

Social needs are in communication and in joint activities;

Intellectual needs - in knowledge, scientific and technical creativity;

Aesthetic needs - in beauty, harmony, artistic creativity;

Spiritual needs - in moral perfection, honesty, trust, helping other people, love for God.

All these needs correspond to the classical triad: truth, beauty, goodness.

A significant category in the discipline under study is the good, i.e. something that can satisfy any essential and non-essential needs of a person. The variety of goods can be classified according to various criteria.

By origin, goods are divided into natural and produced.

We distinguish five types of benefits:

· material goods ensure the satisfaction of the physiological needs of a person;

· Intellectual benefits are aimed at the development of man, his adaptation to changes in the environment, the growth of living standards;

social benefits create conditions for joint activities of people;

Spiritual goods are the basis of people's mental health and relationships between them;

Aesthetic goods can be both natural and man-made.

The division of goods into material, social, intellectual, spiritual and aesthetic is rather conditional. One can definitely speak only about the predominance of one or another good in satisfying human needs.

Of particular importance in economic science is the category of resources - this is what or due to which various goods are produced. Resources can be natural, human and man-made.

Natural resources are important, first of all, as the main condition for human existence. The significance of resources is determined in relation to the specific characteristics of nature, man, product, substance. Examples could be: the fertility of the earth, human creativity, engine power, etc.

Norm - a rule or value that serves to regulate relationships between people and establish the amount of resources. Norms can be of two types: norms-rules and norms-values.

A norm-rule is a statement that defines relationships between people.

The norm-value is a number that determines the cost of a resource per unit of production or the permissible level of interaction on nature and man.

Capital - everything that is or can become a source of income for a person, organization, state. Capital can be land, knowledge and skills, machines, relationships between people.

Efficiency is the ratio between the cost of resources and the results obtained, which are ultimately determined by the amount of goods produced.

The socio-economic system is a set of interpersonal and intergroup relations determined by the processes of production, distribution and exchange of goods and resources.

The market is a system of voluntary exchange of goods, resources and rights to use them in the absence of hierarchical relations or other relations of administrative coordination.

Organization - a system of two or more people whose activities are coordinated in accordance with the goals of this system or the system of which it is a part.

2. Human needs

The problem of needs is objectively interdisciplinary, since psychological, economic and other aspects are closely interconnected in it.

The object of research by psychologists was the processes of formation of needs, and specialists in microeconomics analyzed the structure of consumption, based on the concept of marginal utility.

The main problems of needs analysis are to establish their composition, hierarchy, boundaries, levels and possibilities of satisfaction.

Currently, the main classification of needs is considered to be proposed by the American psychologist A. Maslow, who distinguishes five groups of needs:

Physiological;

security;

Involvement in the team, society (status needs);

confessions;

Self-realization (self-expression).

These groups form a hierarchical structure, i.e. it is assumed that the needs are satisfied sequentially in the order in which they are listed.

In the classification of needs, as in any other classification, the requirement of completeness must be observed first of all. This means that each element of the analyzed set must be assigned to one group or another. In the problem under consideration, the fulfillment of this condition is complicated by the fact that it is almost impossible to establish a complete list of human needs.

In many classifications, including the most well-known ones, the requirement for completeness is not met. Thus, in many schemes there are no groups to which the needs for freedom, faith, spiritual improvement, etc. could be attributed.

An important aspect of needs analysis is their hierarchy. It is objectively conditioned, first of all, by the fact that the condition for the emergence of intellectual and spiritual needs is the functioning of the physiological systems of the human body.

However, some sequence in satisfying needs undoubtedly exists, but it cannot be considered the same for all people. There are known facts when the need for creativity and spiritual improvement became dominant not after the satisfaction of other needs, but in essence, on the verge of survival, when the basic needs for food, housing and security were not yet satisfied.

The strength of the need for creativity can be judged by the biographies of prominent scientists and artists. Many of them, like P. Gauguin, for the sake of the opportunity to create, refused a prosperous existence. Archimedes (in science) and Dmitri Shostakovich (in music) created great works in besieged cities.

Modern biology and psychology view higher spiritual and social needs as the result of evolution. These needs are aimed at adapting a person to environment, ensuring the continuity of generations and the sustainability of society.

Experience shows that the hierarchy of needs is predominantly individual or group. The only thing that can be considered common is that the satisfaction of the needs of existence at some basic level is necessary condition formation of all other needs. Therefore, when classifying needs, not only their types, but also the levels of satisfaction should be taken into account.

The model of the structure of human needs should take into account:

The whole range of needs;

Individual characteristics of people;

Priorities and levels of satisfaction of needs;

The dynamics of the formation of needs, which determines the mechanism of their interconnections.

Subsistence needs usually include the needs for food, clothing, and security. There is reason to believe that the needs of existence should also include the needs of belonging. This is determined by the fact that a person cannot exist for any long time outside of any group (for example, a family).

Thus, the necessities of existence include:

Physiological;

security;

Involvement.

There are two main levels of satisfaction of the needs of existence: minimal and basic.

The minimum level of satisfaction of the needs of existence ensures the survival of man.

The basic level provides the possibility of the emergence of needs that correspond to the main goals of the life of a given person. This level can be defined both subjectively and objectively.

In the first case, the criterion for reaching the baseline can be the proportion of time that a person is occupied with thoughts about satisfying the needs for food, clothing, shelter and security.

An objective assessment of the baseline can be the consumer budget that experts consider necessary for various activities.

For most people, the level of satisfaction of physiological needs significantly affects the structure of intellectual, social and spiritual needs.

At the same time, it has been known since ancient times that the less a person is oriented towards material goods, the more freedom he has from life circumstances and the powers that be.

All the great philosophers and religious figures - those who are commonly called the teachers of mankind - called for a reasonable restriction of physiological needs.

Numerous studies have established that people with modest physiological needs tend to live longer and are spiritually more active than the rest of the population.

One of the largest sociologists in the world, Pitirim Sorokin, studied the biographies of 4,600 Christian saints. He found that “despite the ascetic way of life followed by most of them... the average life expectancy of the saints, including 37% of those who died martyrs not of their own death, turns out to be much longer than that of their contemporaries, and even longer than that of today's Europeans and Americans (and especially Russians).

The traditional hierarchy of existence needs can be common to all people only up to the minimum level of satisfaction, i.e. on the brink of survival. Above this level, the sequence of satisfying the needs of existence is determined by the individuality of the person and the specific situation.

In many cases, people strive first for security and only then for saturation. This is especially true for objectively dangerous situations.

In many cases, the need for belonging (inclusion in a group) is the primary one. In mountaineering, such a situation arises, for example, when completing a team for a difficult ascent, or, for example, in a combat situation, when a group is carefully selected for a reconnaissance operation.

For those who find examples from mountaineering seem extreme and exotic, one can recall the folk wisdom “with a sweet paradise and in a hut”, which proclaims the need for belonging for most women.

Thus, within the minimum level, the satisfaction of the needs of existence common to all people is the priority of the need for water and food. The rest of the hierarchy of needs is determined by the individuality of a person and the conditions of his residence and activity.

Needs to achieve life goals can be divided into five groups:

material;

Social;

Intelligent;

aesthetic;

Spiritual.

As the goal of life, one can consider the desire to satisfy material needs that exceed the basic level for the corresponding population group. In practice, we are talking about the need for luxury.

It should be borne in mind that the concept of luxury is largely arbitrary. What is considered a luxury for some social groups is recognized as the norm for others.

To material needs can be attributed to the desire to accumulate wealth, if the individual considers this as the goal of his life.

The “stingy knight” syndrome in some can be combined with the desire for power, which gives wealth, in others - with the desire for luxury.

One cannot exclude the desire for hoarding in its purest form, although this is already close to the sphere of socio-psychological pathology.

Social needs can be divided into predominantly selfish and predominantly altruistic. The first include the need for freedom, fame, power, recognition, respect. To the second - the need for charity, love for children, parents, for people in general.

Intellectual are the needs for knowledge, truth, scientific and applied creativity.

Aesthetic are the needs for beauty, harmony, creativity, art.

Spiritual needs include spiritual perfection, faith, love of God, truth, truth.

Depending on individual inclinations, abilities and claims, after reaching the basic levels, the satisfaction of the needs of existence in some people will be dominated by the desire to maximize the consumption of material goods, in others - to power and glory, in others - to knowledge and creativity, in the fourth - to aesthetic goods. , at the fifth - to spiritual perfection.

The structure of needs can change in the same person during different periods of his life. At the same time, the lower the subjectively normal level of existence needs, the more likely it is that after reaching this level, intellectual and spiritual needs will dominate.

The need to achieve life goals is formed in two ways:

as a desire for greater satisfaction of the needs of existence;

as the emergence of new groups of needs.

There are no clearly defined boundaries between these five groups of needs.

The following words with which Bertrand Russell begins his autobiography can serve as an example of the structure of the needs of the goals of life: “Three passions, simple but irresistible in their power, permeated my whole life: the thirst for love, the craving for knowledge and the painful sympathy for the suffering of mankind.”

The needs to achieve the goals of life belong to one level of the hierarchy. In particular, there is no reason to believe that social needs should precede intellectual and spiritual needs, and vice versa.

The same level of hierarchy does not exclude significant differences between these groups of needs, both in content and in other ways. One of these signs is the nature of the activity that ensures the satisfaction of the needs of achieving the goals of life.

In order to satisfy the needs for wealth, luxury and power, it is necessary to perform actions that cannot give pleasure to a normal person.

The psychological aspect of the dynamics of needs.

When analyzing the dynamics of needs, it is advisable to distinguish three periods:

Strategic;

Tactical;

Operational.

The strategic period is measured in years and decades. Here we are talking about the individual's awareness of the main goals of his existence, the definition of his abilities and the possibilities for their implementation. This period is especially important for those who are focused on creativity and spiritual improvement.

The tactical period has a horizon of several months. Here a person is clearly aware of several needs and tries to distribute his efforts, time and other resources in such a way as to get as close as possible to achieving one or two or three most important goals.

The operational period is measured in days and hours. At this time, the individual is focused on satisfying one, the most important need for him. All other needs are perceived only as a background, a condition for achieving the main goal.

Synergetic aspect of the dynamics of needs.

The process of formation of intellectual and spiritual needs can be described in terms of synergetics as a process of transition from the state of "chaos", which corresponds to the employment of a person in satisfying only the needs of existence, to the state of "cosmos", when the needs to achieve the goals of life become dominant. This process occurs under the influence of attractors, which are determined by the abilities of a person and the conditions for their implementation.

A qualitative change in the structure of needs occurs at a branching point, or a bifurcation point. In synergetics, special attention is paid to bifurcation points, since it is in them that changes in the system states begin.

Most often, attractors in the dynamics of needs are not single facts, but conditions that contribute to the activation of a person’s natural abilities and inclinations.

So, reaching the basic level of satisfaction of the needs of existence, a person, depending on the nature of his abilities and value orientation, begins to experience the influence of the corresponding attractor, which changes the direction of the main interests towards one or another group of needs to achieve the goals of life.

Marginalist aspect of the dynamics of needs.

For a quantitative analysis of the dynamics of needs, the apparatus of the microeconomic theory of consumption can be used, which establishes the relationship between the degree of satisfaction of needs, the consumer's resources and the prices of consumed goods. In microeconomics, two approaches are distinguished: cardinal and ordinal.

The cardinal approach is based on Gossen's laws. The first of them postulates a decrease in the degree of satisfaction from the consumption of each subsequent unit of the good. The experimental basis for this statement is the Weber-Fechner psychophysiological law, according to which repeated stimuli of equal intensity lead to a decrease in the intensity of sensations. Gossen's second law states that the consumer allocates his resources in such a way as to obtain equal satisfaction from the last unit of the resource.

The ordinalist approach is based on axioms that formalize consumer preferences in relation to sets of goods. An important aspect of the ordinalist approach is the allocation of goods to three categories: higher, normal and lower. The consumption of goods of the highest category increases to a greater extent than the increase in income; for goods of the normal category, the increase in consumption is proportional to the increase in income; consumption of goods of the lower category does not change and does not decrease with the growth of income. Accordingly, the goods of the highest category have the highest income elasticity.

Law of diminishing marginal utility (Guseva, Ershov).

Message (Zhurakovskaya, Shipova, Podurushina; Gorbova, Gurkova, Vinokurov)

The evolution of human needs - (Chistyakova, Melikov).

3. Structure and characteristics of the labor sciences

The aim of the economics and sociology of labor is to study scientific foundations, theoretical, methodological provisions and practical experience in the field of human resource management - the formation and rational use of the labor potential of each person and society as a whole in the formation of new social and labor relations in the conditions market economy.

The main task is to study the essence and mechanisms of economic and social processes in the sphere of labor in the context of human life and society.

Another important task is to study the factors and reserves of effective employment, the formation and rational use of labor potential, and increasing the efficiency and productivity of labor.

Determining prerequisites for solving this problem:

· firstly, the inclusion of a mechanism for the implementation of Russian laws and socio-economic policy in the field of regulation of social and labor relations;

Secondly, the study of patterns, objective and subjective factors affecting economic and social processes, the attitude of a person to work, his behavior in a team.

Of particular importance is the study of the process of labor costs, as well as the formation of labor costs at all stages of the reproduction cycle.

The expansion and deepening of knowledge in this area requires the study of foreign and domestic experience, the state of domestic labor markets, familiarity with the methodological methods of economic analysis, auditing, and sociological research.

Methodology has two meanings:

The doctrine of the scientific method of cognition;

A set of methods used in any science.

According to the first meaning, the essence of the methodology of economics and sociology of labor is:

· in the study of the most important scientific provisions, due to the objective laws of development of production, labor and society in a socially oriented market economy;

in choosing for these purposes the scientific method of cognition;

· taking these provisions into account when developing a draft state socio-economic policy in the field of labor during the transition to a market economy.

Specifics of the methodology of economics and sociology of labor.

Firstly, it should be recognized that the most objective general scientific method for understanding the development of social labor and its transformations on the way to the market is the dialectical method and its most important provisions, which oblige us to consider all economic and social aspects of labor in interconnection and interdependence, in motion, change, renewal and development; take into account the transformation of the simplest quantitative changes into fundamental qualitative ones; consider the struggle between the old and the new structure of relations in the sphere of labor, taking into account its inherent internal contradictions.

Secondly, when studying the essence and transformation of economic and social labor processes, it is necessary to take into account the historical aspect of the changing social and production conditions in Russia, as well as the practice of foreign countries in the field of transformation and regulation of social and labor relations during the transition to the market.

Thirdly, the theoretical basis for the development of Russian policy in the sphere of labor should be economic theory, which studies the social and production relations of people, explores and formulates economic laws society in the sphere of labor, the forms of their manifestation in public organization labor, in the field of production management, distribution of wealth.

Methodology is a set of general techniques and methods for studying the state of an organization, social labor and developing solutions to increase labor productivity, improve its rationing and payment, as well as to restructure processes in the field of labor potential management, labor market regulation.

Human labor activity has become the object of systematic scientific research relatively recently - since the second half of the 19th century.

The purpose of such research was originally to find methods for the rational performance of production operations. As a result, a scientific direction arose, which was called the "scientific organization of labor."

Within the framework of the science of labor organization, a number of relatively separate sections have been formed:

· "rationing of labor";

· "wage";

· “professional selection”, etc.

The formation of the sciences of labor and personnel took place both on the basis of empirical data and as a result of using the achievements of economic theory, mathematics, statistics, human physiology and psychology, sociology, law, technology, and production organization.

Let us consider the main sections of the system of modern scientific ideas about labor and personnel.

At present, the following main problems, directions and sections have been formed in the discussed branch of knowledge:

Labor productivity. Based on the theory of labor productivity, criteria for evaluating the activities of people and economic systems are formed;

Human capital, which is determined by the totality of a person's qualities that affect the results of his activities and the corresponding income;

Working conditions. They are defined by the parameters production environment the work performed, the mode of work and rest, the psychological and social atmosphere;

The design of labor processes includes the choice of the best ways to perform work, the distribution of their total volume among the performers, the design of workplaces, systems for providing materials, tools, energy and other resources;

Labor rationing consists in establishing the objectively necessary costs and results of labor for the elements of the production process;

Headcount planning includes determining the results of the enterprise's activities depending on the number of employees, calculating the standard labor intensity of products, sources of personnel involvement, personnel dynamics in the enterprise, taking into account expected changes in products and technology;

Selection, training and certification, which are aimed at improving the quality of personnel;

Motivation as a process of inducing a person to fruitful activity based on his needs and goals of the enterprise;

Formation of income and wages. This section discusses the sources of income, the reasons for their differentiation, factors that determine the structure and level of wages, forms and systems of wages;

Relationships in labor collectives determined by economic, psychological and social factors;

Labor markets and employment management. This section is devoted to the analysis of labor markets, the factors that determine the employment of the population, the policy of the enterprise in the field of employment, the organization of employment, the systems of training the unemployed in new professions, the social protection of low-income segments of the population;

Personnel marketing examines the activities of the enterprise to provide human resources, including the company's policy in labor markets;

Personnel controlling is the regulation of the activities of an enterprise in the field of personnel;

The organization of personnel management, which studies the forms, methods and procedures that ensure the effective operation of the personnel service of the enterprise.

On the basis of the considered problems and sections of the sciences of labor and personnel, it is possible to characterize the subjects of these sciences. The areas of labor physiology, labor psychology, ergonomics (the scientific organization of labor), the science of labor safety, the sociology of labor, and labor law are most clearly defined.

Labor physiology studies the impact of labor processes on the physiological characteristics of a person. The conclusions of this science are used in the development of work and rest regimes, the design of workplaces, and the improvement of working conditions.

Labor psychology studies psychological characteristics person in the course of work. results psychological research are used in professional selection, organization of teamwork, management in conflict situations, development of motivation systems.

Ergonomics is the scientific basis for the design of human-machine systems, including machine tools, control panels, tools, and vehicles.

The science of labor safety explores the whole range of problems associated with ensuring safe labor activity.

The sociology of labor explores the relationship between people and social groups in production teams.

Labor law analyzes the complex of legal aspects of labor and management. This is especially important in hiring and firing, developing systems of rewards and punishments, solving property problems, and managing social conflicts.

The science of labor organization is most often considered as a theoretical basis for the design of labor processes and workplaces. The subjects of labor organization and human resource management are practically the same.

Labor economics traditionally includes the problems of labor productivity and efficiency, human capital, labor resources, labor market and employment, income and wages, headcount planning.

Labor rationing as a science explores the principles and methods of establishing labor costs, its results, the relationship between the number of personnel of various groups and the number of pieces of equipment. It is customary to refer to the science of personnel management the problems of headcount planning, selection, training and certification of personnel, labor motivation, management styles, relationships in work teams, management procedures.

Thus, there are different ideas about what problems this or that science of labor and personnel investigates. In particular, the problems of motivation are related to the organization of labor, and to labor economics, and to personnel management.

The difference in ideas about the boundaries of certain sciences of labor and personnel is not an obstacle to the study of these sciences. The main thing is a clear understanding of the essence of specific scientific problems.

The relationship of the sciences of labor and personnel, including the economics and sociology of labor, with technical, economic, biological, social, legal and other sciences is objectively due to the multidimensionality of labor problems.

The relationship with the technical sciences is determined by the fact that the rationalization of labor processes is directly related to the analysis of technology, objects and means of labor.

The economics and sociology of labor is closely connected with such economic sciences as macro- and microeconomics, enterprise economics, statistics, and organization of production.

The legal aspects of labor predetermine the relationship with legal disciplines and, above all, with labor law.

An important condition for mastering the course of economics and sociology of labor is the possession of mathematical concepts and methods of calculation. It is especially necessary to have a clear understanding of the structure of problems of choosing optimal options, the concepts of probability theory and mathematical statistics.

4. Essence of labor and labor concepts

From an economic point of view, labor is any socially useful human activity; From a physiological point of view, labor activity is a neuromuscular process due to the accumulation of potential energy in the body.

Labor is a process that takes place between man and nature, in which man, performing a certain activity, mediates, regulates and controls the metabolism between himself and nature.

Labor is activity. However, the concept of "activity" is much broader than the concept of "labor", so it has to be limited. With equal right, we can talk about the activities of both man and the natural forces of nature, technology, animals.

It is only about man that it is equally valid to say that he works and that he works, so that by labor we call human activity.

From a physiological point of view, all manifestations of the activity of a healthy and sick person are quite identical neuromuscular processes, which are carried out, of course, due to the potential energy accumulated in the body. But not all of them relate to the concept of "work".

Its meaning is very conditional: the same engraver can produce, using the same techniques, both full-fledged banknotes and fake credit cards. In the first case, it will be labor, because it is work useful to society, in the second, it will be criminal activity, because it is harmful to society.

From the middle of the 19th century, the class division of labor in Europe and North America began to change due to the first industrial revolution, as well as social revolutions and reforms in France, Germany and other countries. As a result of productivity growth and social transformation:

The well-being of hired workers increases;

The length of the working day is reduced;

Opportunities for obtaining education and changing activities are expanding;

The role of science, art and technical progress in the life of society is growing significantly, which has significantly increased the role of creative activity in the life of society.

The results of creative activity depend on the ability to this species creativity, as well as a number of psychological and social factors: enthusiasm for work, its importance, conditions, etc. Most effective creative work done by inspiration.

For those who are given creative abilities, the process of creativity itself is the most enjoyable part of life. However, creativity is not only pleasure, but also very hard work. Brilliant ideas and images are prepared by days, and sometimes years of persistent search and reflection.

The purpose of creativity is not so much in self-expression, but in the creation of new ideas, images, methods, ideas, etc. And this goal has never been and in the foreseeable future cannot be independent of external material conditions, especially in science, technology, medicine and other important areas of the national economy.

The fruits of creativity of scientists, inventors, artists, writers, artists in developed countries make up a significant part of the national wealth (patents, licenses, etc.). Works of science and art are actively involved in economic exchange, and this must be taken into account when developing methods for managing labor processes.

Along with various types of creativity, an important role in the development of civilization is played by activities aimed at the spiritual development of man. In this area, the way of life has more greater value than in science and art.

Modern economic theory pays more and more attention to a comprehensive study of the cost of human time.

The main purpose of labor is the production of goods and resources; its content is the expedient transformation of natural resources and the resulting costs of time and human energy; Motives are the reasons that motivate a person to work.

The more satisfaction a person receives from the labor process, the more benefits both the enterprise and society under normal social conditions.

Relations between people, which are conditioned by their participation in social labor, represent a social form of labor.

The concept of "social relations" is much broader than the concept of "relations of production", since it includes relations between people regarding not only production, but also other phases of the reproduction cycle:

Demand studies;

Research and development of competitive products;

Realization and consumption of competitive products.

Social relations differ in the nature, content and form of labor.

The nature of work allows us to consider work from the point of view of social conditions production. It is defined:

Forms and methods of attracting members of society to work;

Type of social formation of labor;

The attitude of workers to work.

The nature of labor expresses that special thing that is inherent in social labor in every socio-economic formation and is predetermined by the type of production relations prevailing in society.

The modern cardinal economic reform organically brings all participants in society into market relations, radically changes production relations.

Development of labor tools;

The level of social and professional division of labor;

The skill of the worker.

It should be emphasized that the content and nature of labor express two sides of the same phenomenon - the essence and form of social labor. These two socio-economic categories are in a dialectical relationship, and a change in one of them has an impact in one form or another on a change in the other.

The nature of labor is largely formed under the influence of the characteristics of the content of labor, depending on a number of characteristics - the share of physical and mental labor, the level of qualification and intelligence, etc.

According to the nature and content of labor, the following types of labor are distinguished:

hired and part-time labor;

Individual and collective

at will, necessity and coercion;

physical and mental;

· reproductive and creative;

different degree of complexity.

By subject and product of labor:

Scientific work;

Engineering;

managerial;

Industrial;

Entrepreneurial;

Innovative;

Industrial;

Agricultural;

Transport and communication.

By means and methods of labor: manual labor; mechanized and automated; low-, medium- and high-tech; with varying degrees of human involvement.

According to working conditions with varying degrees of regulation: stationary and mobile work; ground and underground; light, medium and heavy; attractive and unattractive; free and regulated.

Preservation and development of the employee's personality in the process of work, increasing the content and attractiveness of work to a certain extent depend on working conditions.

Working conditions are a combination of elements:

production process;

Environment;

External design of the workplace;

The relationship of the worker to the work performed.

These conditions, individually or in combination, affect functional state the human body in the process of labor, its health, performance, satisfaction with work, life expectancy, reproduction of the labor force, the comprehensive development of physical, spiritual and creative forces and, as a result, on the efficiency of labor and the results of labor activity.

Working conditions as an objective social phenomenon are formed under the influence of a combination of interrelated factors:

1) socio-economic;

2) technical and organizational;

3) natural.

1) Socio-economic factors include:

Socio-political;

Economic;

Regulatory;

Socio-psychological.

However, in the transition to market relations in Russian economy, despite the improvement of the regulatory framework, its pronounced positive impact has not yet been observed.

Economic levers work poorly, investments to improve working conditions are reduced, the system of benefits and compensations does not change, the role of socio-psychological factors is underestimated.

2) Technical and organizational factors are:

Means of labor;

Objects of labor;

Technological processes;

Organization of production and labor;

Methods of transportation of raw materials, products, etc.

3) Group of natural factors:

Geographic;

climatic;

Geological;

Biological.

These factors act almost constantly, therefore, in addition to taking into account their direct impact on working conditions, it is necessary to constantly take them into account already at the stage of creating equipment, developing technology, organizing production and labor, as well as in the development and implementation of many legal and economic measures.

All three groups of factors are important, but technical and organizational factors have a more decisive impact on changes in working conditions.

The working conditions formed under the influence of these factors consist of many elements, the classification of which directly depends on the corresponding group of factors, the direction and nature of their impact on a person, and on the specific form of manifestation of one or another element.

The most common is the distribution of all elements of working conditions into four groups:

Psychophysiological elements of working conditions;

Sanitary and hygienic;

aesthetic;

Socio-psychological.

Formation of the first three elements working conditions depends on the employer, so the adaptation of working conditions to the person is his duty.

As for the socio-psychological elements, they are formed as a result of the attitude of the employee to the work performed and, first of all, depend on the employee himself, although the employer has a certain influence on his adaptation to working conditions.

Labor and the social relations in which the process of labor takes place together form the process of production. At the same time, it is human labor that makes production itself possible, i.e. the process of producing wealth.

Marxist theory singles out the personal and material factors of production. At the same time, individual and aggregate labor force acts as a personal factor.

Labor power is the only factor that creates new value, therefore the main goal for the organizer is labor power as the only commodity that contributes to the emergence of new goods and services. Consumption in the production process of a commodity-labor power is accompanied by the creation of new value.

Modern economists usually refer to land, labor, capital, and entrepreneurial ability as economic resources.

In doing so, it must be borne in mind that:

The term "land" is used as a synonym for the term "natural resources";

The term "labor" denotes the cost of working time or the number of workers;

The term "capital" characterizes buildings, structures, equipment used in the production of goods;

The term "entrepreneurial ability" refers to the rational use of land, labor and capital.

The only explanation for the existing classification of economic resources is its relationship with sources of income:

From the land - rent;

From labor (employees) - wages;

From capital - interest (dividends);

From entrepreneurial abilities - entrepreneurial profit.

Despite the external similarity of the above classifications of factors of production, their fundamental differences are clearly traced, the main of which is the allocation of entrepreneurial activity as a separate factor of production within the framework of the economy.

At the same time, special importance is attached to the entrepreneur as a key figure in the business that initiates the production process. Labor in the system of this classification is associated with employee and hired labor.

Marxism combines all types of activity in the production process into the category of a personal factor of production, without singling out the figure of the entrepreneur as a "worker" and considering him from a class position only as an exploiter, and not an organizer of production.

Moreover, the labor process itself is viewed as a process of consumption of labor power by the capitalist, which gives a class orientation to the study of a purely economic phenomenon.

The study of the role of labor in the national economy, the life of society is not limited to these theories.

As a result of the research, a model of "economic man" was formed, which was characterized by the following features:

Determining the economic behavior of each person by his personal interest;

Competence of an economic entity in its own activities;

Accounting for class differences and the precariousness of today's well-being.

Analyzing various labor concepts, we can conclude that with all the differences in approaches to the concept of "labor", to determining the place and role of a person in the economic system of society and the reasons that induce a person to work, the common thing is the recognition of labor as the basis of life - and of an individual and society as a whole.

Society's activities are manifested in a variety of economic, social, political and other processes. In practice, the economic sciences developed largely independently of sociology.

The differentiation of sciences has made it possible to obtain a number of significant private results in the study of economic, social, political, ecological and other processes. At the same time, a holistic view of society, characteristic of ancient and medieval science, was largely lost. The concept of sustainable development can be seen as an attempt to revive the comprehensive study of social phenomena.

However, this concept is not a science or even a theory.

When developing the scientific foundations of a systematic study of society and enterprise, it is advisable to proceed from the concept of metatheory. Metatheory is usually understood as the science of science, i.e. a system of principles, axioms, methods, proofs and research in a certain field of knowledge. Mathematics is currently the most developed metatheory.

In accordance with the considered metatheoretical approach, when substantiating the principles and methods of economic science, it should be considered as a subsystem of the complex of sciences about society, human behavior and the environment.

When studying the processes of human interaction in production systems, the concepts, ideas and methods of synergetics can play an important role.

The fundamental ideas of synergetics were formulated in the works of one of the most respected natural scientists of our time - Ilya Prigogine, who was born in Russia, but received the Nobel Prize as a Belgian citizen. Before the publications of G. Haken, the English physiologist C. Sherrington called the coordinated work of the nervous system in the control of muscle movements synergistic. The American mathematician S. Ulam, one of the creators of the first computers, wrote about the synergistic interaction between a machine and a person.

Currently, the synergetic direction is most actively developing in physics and psychology.

The synergetic approach is quite actively used in psychology, where synergetics is considered as a set of processes that create a significant increase in labor productivity due to collectivity, corporatism, cooperation and cooperation.

The area of synergetics includes, for example, well-known group methods of intensifying creativity.

The psychological essence of synergetics is the formation of the effects of "stimulated radiation" by a person or a group of people, new ideas and actions under the influence of psychosocial "coherence", i.e. special compatibility, consistency, cooperation of natural qualities and abilities, goals and needs, feelings and motives, knowledge and attitudes.

The economics and sociology of labor is currently one of the few sciences in which an integrated approach to the analysis of the economic and social aspects of labor activity is being implemented. Objectively, this is due to the fact that rational use human resources involves the achievement of two interrelated goals:

Creation of favorable working conditions and development of human abilities in the process of labor activity;

Increasing production efficiency.

It is necessary to proceed from these goals when analyzing the problem of labor at all levels of economic activity: from the workplace to the world economy. The object of research requires taking into account mutual technical, economic, social, physiological, psychological, ethical and other aspects of labor activity.

The law of synergy and its use in managing a production team - (Konstantinova 39, Devyatova 38)

Marx's labor concept - (Galeeva 39, Malysheva 38)

Adam Smith's concept of economic man (Semina 39, Vinokurov 37)

Ilya Prigogine's concept - (Melikov 39, Nasonova 37)

Message - Lavrukhina 39, Chernik 39, Gorbova 37, Gudkov 37

5. Human resources as the basis of labor potential

Various concepts and definitions appear in the economic literature, labor statistics and in the practice of human resource management:

Labor resources;

Work force;

Human factor;

Labor potential;

Man of labor;

Economically active population and etc;

Often, some concepts are confused or interpreted inaccurately.

For example, the concept of "economically active population" is incorrectly identified with the concept of "labor force". It is unreasonably argued that the concept of "labor resources" has generally lost its meaning in the presence of the labor market.

Let us clarify the basic concepts.

"Labor resources" - this is the able-bodied part of the population with physical development, mental abilities and knowledge necessary for the implementation of useful labor activities in the national economy. This is the working and non-working, but able-bodied part of the population.

"Labor force" is a set of physical and spiritual abilities that a person possesses and which are used by him every time he produces any material wealth. It is the labor force that is bought in the labor market. How better conditions transactions for the seller (employee), the more fully, efficiently and fruitfully the employee will use his abilities.

Thus, labor resources are the part of the population that has a labor force.

The concept of "labor potential" should be considered from two positions - as a statistical indicator and as an economic category.

As a statistical indicator, labor potential is the value of the number of labor resources in the period under review, which can be achieved under certain conditions by involving in economic activity labor resources that are not yet employed in the economy, i.e. it is the labor potential of the territory, region, country.

The ability and inclination of the employee to work;

The state of his health;

Endurance;

...

THEORETICAL FOUNDATIONS OF THE DISCIPLINE "ECONOMY AND SOCIOLOGY OF LABOR"

Labor as an object of study of the discipline "Economics and sociology of labor"

The current stage of development of the economy of our country requires a transformation of approaches to the study of the discipline "Economics and sociology of labor", considering the work and relationships of people in the labor process in dynamics. The study and analysis of the regularities of the organization, functioning and outcomes of labor markets, the actions of employers and employees under the influence of various incentives (wages, prices, profits, non-monetary factors) and state policy in the field of social and labor relations make it possible to form a concept of behavior in the sphere of labor and objectively correct worldview.

Labor is the basis of a person's existence, determines his place in society, serves as one of the most important forms of self-expression and self-actualization, therefore, it must be organized in such a way as to adequately reflect these characteristics of a person and provide appropriate commensurate remuneration.

Features of labor as an object of study and studies are that, firstly, labor is the expedient activity of people to create goods and services, which must be efficient, rational, and economically organized; secondly, labor is one of the main conditions for the life of not only an individual, but also society as a whole, a factor in the functioning of any organization (enterprise); thirdly, it cannot be considered as a commodity, since it is not itself a commodity, but a service of labor, and, finally, in the process of labor, a system of social and labor relations is formed, which constitute the core of social relations at the level of the national economy, region, firm and separate individuals.

In conditions of fundamental changes in the system of social relations, the most significant transformations occur in the social labor area, causing a confrontation between the main subjects of these relations, which is natural in such cases. That is why none of the spheres of the economic life of our state is subjected to such harsh criticism as social and labor relations. This was facilitated by a number of factors, among which one can single out the traditions of state paternalism that prevailed for many years in this area, a simplified system for assessing the state of the social and labor sphere.

Under these conditions, there is no doubt that the formation new system social and labor relations, which should be reflected in the modern understanding of the characteristics of labor as an object of research and study, as well as in the interpretation of the subject and method of modern economics and the sociology of labor as a science.

The subject of labor economics as such has never changed and was the same for the whole variety of schools. and theories. The subject of economics and sociology of labor- this is labor as a purposeful activity of people, which is always and at the same time an interaction between man and nature, as well as relations between people in the production process.

For each specific moment, the labor process is preceded by material means of production, information, the availability of professional knowledge, work experience, a certain type of social and labor relations. In the process of labor, labor skills and experience are improved, the level of empirical and scientific knowledge is increased, the means of labor are improved, social and labor relations are developed, thereby the productive forces of labor are constantly multiplying, that is, the ability of a person as a labor force to create increasing masses of increasingly versatile material and spiritual blessings.

The nature of social and labor relations is such that in their study and analysis we have to reckon with a constant change in relations, and their restructuring enhances this property.

The following circumstances are fundamental for the development of modern labor economics. In a market economy, the importance of an objective reflection of the interests of the subjects of social partnership increases, and the degree of complexity of theoretical and practical knowledge in the area under consideration increases accordingly.

A meaningful transformation of the labor economy and its structuring according to the levels of education should take place taking into account the achievements of world science and foreign teaching practice. Thus, the analysis shows that in American and European universities and training centers The subject "Labor Economics" has been studied for a long time. However, the subject of "Labor Economics" in the West was not identical to the subject of a similar domestic science. The use of this approach to the analysis of labor relations has formed in the Western tradition labor economics as a science that studies the operation of labor market mechanisms, i.e. changes in the behavior of employers and employees under the influence of incentives in the form of wages, prices, profits, non-monetary factors. Labor economics explores the factors that determine the demand and supply of labor, the price of labor, investment in human capital, the ratio of unemployment and inflation, the influence of trade unions on the labor market, etc. This also determines the content of labor economics as an academic discipline.

At present, the following main problems, directions and sections have been formed in the sciences of labor and personnel.

To number main problems in the field of labor economics relate:

? disclosure of the content of social and labor relations, the labor market and employment;
? definition economic preconditions improving the efficiency of labor activity;
? study of motivation and incentives that ensure effective, fruitful activity;
? determination of the principles of labor management, including productivity, organization and regulation, wages, the formation of labor incomes of workers, their social protection, insurance and services.

Economic theory of labor as a subsection of political economy, it has as its subject the study of the functioning and results of the labor market, the analysis of state policy in the field of social organization of labor.

The sociology of labor studies labor as a social phenomenon from the point of view of the impact of work (labor activity) on a person's social life, on the one hand, and the impact of social relations on work, on the other. The sociology of labor is a theory of the middle level, or a special sociological theory associated with the study of a particular subsystem of society, understanding its internal and external relations and dependencies.

Sociology of labor- a branch of sociology that studies socially typical processes that find expression in a person's attitude to work, in his social activity.

Labor psychology- a science related to the study of the requirements for the human psyche and his attitude to work.

Physiology of labor studies the regularities of the course of physiological processes and the peculiarities of their regulation during human labor activity.

labor law- a system of legal norms established and applied by the state, as a rule, with the participation of trade unions and representative bodies of employers, that regulate the labor relations of workers and some other closely related relations.

The study of labor in economics and sociology takes place from different angles. In modeling economic behavior, economic theory proceeds from a set of fairly rigid assumptions. First, the person called "economic" is seen as a kind of atomized individual with independent and stable preferences. Secondly, this person is by nature an egoist, striving for his own benefit. Thirdly, "economic" man is rational: knowing what his benefit is, he calculates the comparative costs that he must incur as a result of this or that choice. Fourthly, the "economic" person is well informed, knows not only his own needs, but also ways to satisfy them. The sociology of labor, exploring human economic behavior, is based on the concept of "sociological" man, which should not be understood as the opposite of "economic", but nevertheless indicates the influence of social and cultural factors. In the case of a “sociological” person, parameters (autonomy or connectedness, egoism or altruism, rationality or irrationality, awareness or incompetence) turn from the initial assumptions of the model into an object of study.

BBK U9(2) + U9(2)212

Economics and sociology of labor: Guidelines for the implementation of the test in the discipline for students of correspondence courses in the specialty 080200 - Management. - Bryansk: BSTU, 2015. - 44 p.

Developed by: L.V. Mysyutina,

(Minutes No. 04 dated 05.11.14)

FOREWORD

The discipline "Economics and sociology of labor" involves the study of objective laws and mechanisms of a market economy. It takes into account the achievements of foreign economic theory and practice in the field of social and labor relations, the experience of domestic enterprises. The course "Economics and Sociology of Labor" is based on the study of concepts that are fundamental to both economics and sociology. These include labor resources and labor potential, quality of life, human potential, efficiency, employment, the functioning of the labor market and its regulation, social and labor relations, motivation and stimulation of labor activity, income and their distribution.

The course deals with the theory and practice of labor organization, as well as the design and management of these processes at the enterprise level. In a market economy, the importance of these problems increases, since labor productivity is becoming increasingly important in a competitive environment, and both losses and gains associated with the organization of labor significantly affect the results of an enterprise.

The issues of organization, regulation and remuneration of labor at industrial enterprises are taken as a basis, but many issues are considered in an intersectoral aspect and can be applied in various fields of activity and to various categories of personnel.

The course contains a set of questions covering research, analytical, calculation and organizational work. The relevance of studying these issues of discipline is determined by the fact that the organization of labor is a factor in the efficiency of the enterprise, since the rational organization of labor ensures the achievement of better results, and the regulation and remuneration of labor, being part of its organization, also contribute to improving the efficiency of the enterprise.

The purpose of studying the discipline is to get acquainted with the most important phenomena of the economy and show the changes that are taking place in the social and labor sphere. At the same time, the main attention is paid to the problems of improving the quality of labor potential, identifying and implementing economic and social reserves for improving the efficiency of the enterprise, developing students' practical skills in mastering the methods of planning and analyzing labor indicators, organizing, rationing and remuneration.

The tasks of studying the discipline:

· Consider the existence of issues covering research, analytical, calculation and organizational work.

· To acquaint students with modern methods of analysis.

· To give the student theoretical knowledge and practical skills in research and design of labor processes; establishing, implementing and adjusting labor standards and organizing wages in order to increase the efficiency of the enterprise.

As a result of studying the discipline, students should:

Know:

Theoretical foundations of economics and sociology of labor at the level of the entire economy and at the level of the enterprise;

Modern methods of analysis;

The specifics of sociological research in the labor organization;

Requirements for the formation and use of labor resources, their professional training and retraining;

General concepts of standard of living and quality of life.

Have an idea:

About the labor market, employment, unemployment, general principles social protection of the population in a market economy;

The potential of a person, enterprise, society;

The state and development of labor resources, as well as the efficiency of their use;

Be able to:

Apply modern methods analysis adopted in the organization and regulation of labor;

Use motivational and stimulating prerequisites for the effective and fruitful activity of the workforce;

Manage labor behavior and labor conflicts;

Conduct sociological research in a labor organization.

The discipline "Economics and Sociology of Labor" is closely related to the disciplines "Fundamentals of Labor Organization", "Personnel Management", "Methods and Techniques of Specific Sociological Research", "Information Systems of Salaries and Personnel". The basic disciplines for its study are "Economic theory", "Economics of the organization", "Statistics".

WORKING PROGRAM OF THE DISCIPLINE

TOPIC 1. Labor as the basis for the development of society and an important factor of production. The essence and content of the organization and regulation of labor

The essence of the economic category "labor" and its role in the development of man and society. The concept of labor organization and its elements. Labor regulation is the most important component of labor organization. Labor as an object of sociological research. The subject and tasks of the sociology of labor.

TOPIC 2. Labor resources and labor potential

Reproduction of the population and labor resources. Labor potential: essence, indicators, structure.

THEME 3. Production and labor process. Division and cooperation of labor.

The production process, its content and types. Production operation and its elements. Division and cooperation of labor. Directions for improvement.

TOPIC 4. Organization and design of workplaces

Jobs and their classification. Workplace organization. Workplace design. Organization of workplace services.

CHAPTER 5. Working conditions at the enterprise

TOPIC 6. Classification of working time costs and methods for their study

Working hours and their classification. Methods for studying labor processes and the cost of working time. Timing technique.

TOPIC 7. Designing work methods and calculating the time for their implementation

Principles and methods of designing labor practices. Stages of designing labor methods and calculating the time for their implementation.

THEME 8. Labor norms and standards

Regulation of labor. Types of labor standards. Classification of labor standards. Normative materials on labor and their classification. Labor regulation methods.

THEME 9. The essence of the design of the organization of labor and the choice of optimal standards

Designing the organization of labor. The need for a comprehensive justification of the organization and labor standards. Typical structure of tasks for choosing an effective variant of organization and labor standards (limitations and optimality criterion).

TOPIC 10. Methodology for calculating labor standards

Rationing of manual and machine-manual labor of workers. Calculation of service standards and numbers in the conditions of multi-machine production. Calculation of labor standards in the State Fire Service and on automatic lines.

TOPIC 11. Formation and planning of the number of employees of the enterprise

The process of planning the number of personnel of the enterprise and its stages.

Determination of the number of personnel. The movement of personnel in the enterprise.

TOPIC 14. Standard of living and income of the population

Income and their classification. Politics and income structure of the population. The standard of living and its indicators. The quality of life of the population.

topic 15. labor organization

Labor organization and its structure. social structure labor organization. The main social processes and phenomena in the labor organization. Essence, types and subjects of social and labor relations.

Topic 16. Labor behavior

The concept, structure, types and regulation of labor behavior. Essence, indicators, types, structure of the labor conflict. Conflict management. Characteristics of labor behavior.

Questions for the exam on the course "Economics and sociology of labor"

1. The essence, tasks and significance of the scientific organization of labor.

2. Cooperation and division of labor.

3. The concept of labor processes and their classification.

4. Production operation and its analysis.

5. Classification and organization of jobs.

6.Equipment and layout of workplaces.

7.Functions and systems for servicing jobs.

8. Essence, stages and principle of designing jobs.

10.Working hours and their classification.

11.Methods for studying labor processes and working hours.

12. Principles and methods of designing labor practices.

13. Microelement systems of standards.

14. Stages of designing labor methods and calculating the time for their implementation.

15. Rationing of labor. Scientific rationale labor standards.

16. Labor standards and their classification.

17. Labor standards.

18. The essence of the design of the organization of labor and the choice of optimal standards.

19. Structure and staff of the enterprise.

20. The process of planning the number of personnel and its stages.

21. Essence and principles of organization of wages at the enterprise.

22. Forms and systems of wages.

23. Regulation and planning of the wage fund.

24. Labor as an object of the sociology of labor. The subject and tasks of the sociology of labor.

25. Essence, indicators and structure of labor potential.

26. Reproduction of the population and labor resources.

27. Labor potential: essence, indicators, structure

28. Essence, types and forms of employment.

29. State policy in the field of employment.

30. Essence, forms, causes and consequences of unemployment.

31. Migration of the population, its types and indicators. Migration policy.

32. Level of life: indicators, indicators and social standards.

33. Standard of living and its factors. Living wage and methods of its calculation.

34. Incomes of the population and their forms. Distribution of income.

35. Socio-economic essence of wages.

36. Labor organization and its characteristics.

37. Social processes and phenomena in the labor organization.

38. Essence, subjects, levels, principles and types of social - labor relations.

39.Characteristics of labor behavior: concept, structure, types and their classification.

40. The mechanism of regulation of labor behavior.

41. The essence, causes and conditions of the labor conflict.

42. Indicators, types and forms of labor conflict. Types of conflicts and their consequences.

43. Styles of conflict resolution. Conflict management.

44. The essence of motivation and stimulation.

45. Forms of motivation and stimulation of labor.

46. Motivation of labor activity.

47. Methodology for calculating norms for various production processes.

Services and numbers

When calculating service rates and numbers, the following restriction should be observed:

k< k з н,

where k– the coefficient of the total employment of a worker servicing all the machines assigned to them; k s n – standard coefficient of employment of workers per shift, equal to:

k c n \u003d 1-T ex / T cm,

where T ex- normative time for rest and personal needs per shift; T cm- the length of the shift.

It is also necessary that the service and number norms satisfy the constraint:

k D > k D n,

where k D n- the utilization rate of one machine in terms of machine time, depending on the maintenance standards and number; k D- the coefficient of use of one machine in terms of machine time, necessary for the execution of the program, equal to

k D n \u003d D n / N,

where N- the total number of machines serviced by workers, for which service or number norms are determined in this problem; D n- the average for the planned period the number of operating machines needed to fulfill the production program.

the value D n found by the formula:

D n= ,

where P k- release program k-th type; t s.k.– free machine time per unit of production k-th type; Fp- disposable fund of time of one machine in the planning period.

And numbers

Determine the preliminary value of the service rate:

H ol \u003d t c / t c + 1.

Check compliance with the restrictions on the coefficients of the total employment of the worker with the maintenance of machine tools and the use of machine time k D .

If the accepted standard of service H o ≥ H ol, then k = 1,

D \u003d D o \u003d t c / t z.

If a Ho< H ol , then

k s \u003d H o / H ol ; D \u003d D about H o / H ol.

In a cyclic process

Initial data:

free machine time tc= 3 min;

working hours of the worker t= 2 min;

For the release of the required volume of products, the utilization rate of machine tools in terms of machine time must be at least k D n = 0,58;

normative coefficient of employment of multi-machine operators k s n = 0,88;

Adjustment and re-adjustment are performed by adjusters.

To solve the problem, it is necessary to find the maximum value of the service rate, at which k D n exceeds the standard value k D n= 0.58 and the employment rate of workers does not exceed the standard value k s n = 0,88.

According to the formula, the preliminary value of the service rate

H ol = t c / t + 1 = 3/2 + 1 = 2,5.

With this value H ol There are three types of service available:

1) Ho=3;

2) Ho=2;

3) maintenance of five machines by a team of two workers Ho=5, H h= 2.

It is advisable to start the analysis of these options with the value Ho=3.

For Ho= 3, taking into account the formula, we have

k c =1; D o \u003d t c / t c \u003d 3/2 \u003d 1.5.

Since in this case the employment rate of the worker exceeds the standard value k s n= 0.88, option Ho=3 does not meet the conditions of the problem. However, the value k can be reduced to the normative level due to the use of replacement workers, therefore, for the variant Ho=3 it is advisable to check compliance with the main condition for the implementation of the production program ( required level use of equipment time fund).

This condition is checked by the coefficient k D. As it was established, at H=3 D o =D o 1=1.5. With these data, the utilization rate of machines in terms of machine time:

k D \u003d D o /H o \u003d 1.5 / 3 \u003d 0.5.

This value is less than the required value k D n= 0.58. So the option Ho=3 cannot be accepted.

At Ho=2 according to the formulas we get:

k c \u003d 2 / 2.5 \u003d 0.8; D \u003d (1.5 2) / 2.5 \u003d 1.2.

Equipment utilization ratio by machine time:

k D \u003d D / H o \u003d 1.2 / 2 \u003d 0.6.

Getting a value k=0.8 and k D =0.6 satisfy the conditions of the problem ( k s n=0.8 and k D n=0.58). Since at Ho=2 restrictions on the required volume of output and the allowable workload of the worker are met, this option is valid. It remains to check the possibility of reducing the number of multi-machine operators with the third option - servicing five machines by a team (link) of two workers.

A zone of five machines served by two workers can be represented as two zones, in each of which there is H o =2.5 machines per worker. If one worker has H ol \u003d t c / t s+ 1 \u003d 5/2 \u003d 2.5, then of them D o\u003d 1.5 machine. Therefore, in this zone Ho=5 machines will operate D o\u003d 2 1.5 \u003d 3 machines. Wherein

k D \u003d D o / H o \u003d 3 / 5 \u003d 0.6.

This value satisfies the condition k D> 0.58. However, the employment rate of the worker in this case is equal to one, i.e. more than allowed k s n=0.88. To reduce the amount k to the normative one, it is necessary to introduce a replacement worker who, when k s n=0.88 will be busy replacing two multi-machine operators during 0.24 of the shift fund of time. Thus, under this option, five machines will have an average of 2.24 workers, or one worker will have an average of 5 / 2.24 = 2.23 machines (i.e. more than in the previous option with Ho=2).

The last of the considered examples makes it possible to ensure the required level of equipment utilization (that is, to ensure the implementation of the plan) with a minimum number of workers, which in this case corresponds to a minimum of total product costs. Therefore, for the conditions of the considered example, the maintenance of five machines by a group of two workers is optimal.

For non-cyclic processes

With non-cyclic processes, it is most reasonable and simple to determine the service rates according to Table 1 of the Appendix. The values of service standards are determined depending on:

from the employment rate of one worker on one machine k 1

k 1 \u003d t s / (t s + t s);

the required coefficient of equipment utilization in terms of machine time K H D .

For many non-cyclic processes, especially in cases where multi-machine operators also perform the functions of adjusters, it is advisable to separate the main and additional functions of multi-machine operators.

1. t s= 7 min; t= 4 min; k D n= 0,59; k s n= 0,9.

2. t s= 5 min; t= 3 min; k D n= 0,57; k s n= 0,91.

3. t s= 7 min; t= 2 min; k D n= 0,6; k s n= 0,85.

4. t s= 8 min; t= 5 min; k D n= 0,54; k s n= 0,88.

5. t s= 7 min; t= 3 min; k D n= 0,54; k s n= 0,92.

6. t s= 5 min; t= 4 min; k D n= 0,53; k s n= 0,95.

7. t s= 9 min; t= 4 min; k D n= 0,56; k s n= 0,93.

8. t s= 8 min; t= 6 min; k D n= 0,55; k s n= 0,94.

9. t s= 7 min; t= 4 min; k D n= 0,61; k s n= 0,86.

10.t with= 5 min; t= 2 min; k D n = 0,57; k s n = 0,89.

Task 2. Determine the service rate and the employment rate of the main functions for one worker and a link of two people, using tables of optimal service rates with the following initial data: the required machine time utilization rate; the employment rate of a worker on one machine. Compare the norms obtained for the maintenance of machines by one worker and a link of two workers. Determine the increase in labor productivity during the transition from the individual to the collective form of labor organization.

Initial data for various task options:

1. K1 = 0,12; = 0,64.

2. K1 = 0,18; = 0,66.

3. K1= 0,16; = 0,64.

4. K1 = 0,14; = 0,62.

5. K1 = 0,12; = 0,64.

6. K1 = 0,14; = 0,66.

7. K1= 0,18; = 0,66.

8. K1= 0,18; = 0,84.

9. K1= 0,2; = 0,66.

10. K1= 0,30; = 0,60.

Topic 6. Payroll various categories workers. Payroll planning

The remuneration of workers includes the following elements: the tariff system, forms and systems of wages, additional payments and allowances, tariff rates. Depending on the labor cost meter ( work time or the quantity of manufactured products) distinguish between time and single form wages, which have their own systems. Wages are calculated according to the formulas given in table 6.

Task. Determine the tariff wages for hours worked, piecework wages for the amount of work performed per month, the amount of additional payments for working conditions and professional skills.

Table 6

Formulas for calculating indicators characterizing

organization of workers' wages

Indicator	Calculation formula	Conventions
Tariff Discharge Coefficient	K i \u003d C h i / C h1 C h i \u003d C h1 K i	C h i- hourly rate corresponding to i-th category of work (worker), rub.; From ch1– hourly tariff rate of the first category, rub. (cop.)
Piece rate for j-th unit of work		- production rate j th work (operation); N time j- standard time for j th job (operation)
Average price for multi-machine service		- the rate of maintenance of machines by one worker
piecework wages		is the actual volume of production j th job
Tariff wages for hours worked		- the fund of time worked out by the worker

A machine-tool worker of the VII category, engaged in the manufacture of particularly complex products on unique equipment (turning operation), worked 150 hours per month, including 30 hours at work with difficult working conditions, the amount of surcharge is 8%). The worker is also given a surcharge for professional skills in the amount of 16%. The initial data for the calculation are given in tables 7-8.

Table 7

Unified tariff scale for remuneration of workers of engineering enterprises

The hourly tariff rate of the 1st category is 60 rubles.

Table 8

Initial data for calculating piecework wages

Topic 7. Planning and analysis of the use of working time and labor resources

When planning the use of working time and labor resources, the balance of working time of one worker is determined; the number of main and auxiliary workers, specialists, employees and other categories of workers. The number of employees is determined by integrated and differentiated methods.

The number, structure, professional and qualification composition and personnel movement are analyzed; use of working time.

Task 1. In the base year at the enterprise, the distribution of workers according to the duration of regular and additional holidays was characterized by the following data: 40% of workers had the right to a 15-day vacation, 40% to an 18-day vacation, and 20% to a 24-day vacation.

Determine the average vacation time for one worker per year.

METHODOLOGICAL INSTRUCTIONS

Average vacation time () is defined as:

where T i- the duration of the next vacation in working days i th group of workers entitled to a particular vacation; qi– specific gravity i- groups of workers in total strength workers.

Task 2. According to table 9, determine the average duration of the next and additional holidays.

Table 9

METHODOLOGICAL INSTRUCTIONS

The average duration of regular and additional holidays is determined by dividing the total number of man-days of regular and additional holidays by the number of workers.

Task 3. Determine the nominal and effective funds of working time in days, if the calendar fund in the planned year is 366 days, the number of days off - 52, Saturdays - 51, holidays that do not coincide with days off - 2. The average duration of regular and additional holidays in the calculation per worker is 17.2 days in conditions of five-day work, the average duration of study leave is 2.1 days; absenteeism due to performance public duties- 0.2, due to illness - 5.6, in connection with childbirth and pregnancy - 3.3 days.

METHODOLOGICAL INSTRUCTIONS

The nominal fund of working time in the planning period is determined as the difference between the calendar fund of working time and the number of holidays, weekends and Saturdays.

The effective working time fund in the planning period is equal to the difference between the nominal working time fund and absenteeism in the planning period, which includes absenteeism (in days) due to regular and additional vacations, study leaves permitted by law, in connection with the performance of state duties, illness, childbirth.

Task 4. Under the conditions of a five-day working week for one group of workers in the amount of 1500 people, the average length of the working day ( T c1) was 8.2 hours, and for the other - in the amount of 500 people. ( T c2) - 7.2 hours (when working in especially harmful conditions).

Number of breastfeeding mothers ( H to) and teenagers ( Ch p), which set a reduced working day by 1 hour, is respectively 50 and 20 people. The total number of working hours per year per worker, by which the length of the working day is reduced ( T hs), is equal to 245 hours. The effective working time fund ( F e) was 242.5 days.

Determine the nominal duration, the average length of the working day and the useful working time fund (in hours).

METHODOLOGICAL INSTRUCTIONS

1. Nominal working hours ( T SN, h) is determined by the formula:

where Ch R1 , Ch R2- the number of relevant groups of workers.

2. Average working day ( T s) is calculated by the formula:

3. Useful working time fund per worker ( F h, h) is determined by the formula:

F h \u003d F e. T s.

Task 5. At the site, the payroll number of employees was: from the 1st to the 5th day - 60 people; from the 8th to the 12th - 61; from the 15th to the 16th - 62; from the 17th to the 19th - 63; from the 22nd to the 26th - 64; from the 29th to the 30th - 62 people; 6th, 7th, 13th, 14th, 20th, 21st, 27th, 28th of the month - days off.

Determine the average number of employees.

METHODOLOGICAL INSTRUCTIONS

The average number of employees is determined by dividing the sum payroll for all calendar days of the month by the number of calendar days.

The payroll number of employees on weekends is equal to the payroll number of the previous working day.

Task 6. The net number of workers per month is 2,100 people. The nominal working time fund is 274 days, and the effective fund is 245 days. Determine the average number of workers.

METHODOLOGICAL INSTRUCTIONS

The average headcount is determined by the formula:

H c \u003d H i. K 2 ,

where K 2- the coefficient of transition from the turnout number to the payroll.

Task 7. In the base period, the actual number was 2,500 people. It is planned to increase the volume of production ( To Q) in the amount of 105% with a constant level of average output.

Determine the planned number of industrial and production personnel (PPP).

METHODOLOGICAL INSTRUCTIONS

Planned number of PPP ( Ch pl1) is determined by the formula:

Ch pl1 = Ch b. To Q.

Task 8. The actual number of PPPs in the base period ( b w) amounted to 2800 people. It is planned to increase the volume of production ( To Q) by 105%, and labor productivity ( K in) – by 106%.

Determine the planned number of PPP.

METHODOLOGICAL INSTRUCTIONS

Planned number of PPP ( Ch pl) is determined by the formula:

Task 9. It is planned to produce products on the site ( Q) in the amount of 100 thousand pieces. The rate of output per unit of time ( H in) - 2 pcs. Annual effective working time fund ( F pl) - 1929 h, the coefficient of performance of production standards ( To ext) – 1,1.

Determine the planned number of key workers.

METHODOLOGICAL INSTRUCTIONS

Planned number of main workers ( Chor) is determined by the formula:

Task 10. The average number of workers is: in the I quarter. - 5500 people, in the II quarter. - 5610, in the III quarter. - 5720, in the IV quarter. - 5920 people. The number of workers at the beginning of the planning period is 5100 people. Workers dropped out for good reasons: in the I quarter. - 1.5%, in the II quarter. - 0.8, in the III quarter. - 1.8, in the IV quarter. – 1.1% of the average annual number of workers.

Determine the additional need of workers: 1) quarterly and annually; 2) to cover the wastage.

METHODOLOGICAL INSTRUCTIONS

The number of workers at the end of I, II, III, IV quarters is determined ( H rk i) according to the formula:

H rk i \u003d H ci. 2 - Ch rn i,

where H ci is the average number of workers in i-th quarter; Ch pH i- the number of workers at the beginning i-th quarter.

Additional need for workers ( Ch extra1) is determined by the formula:

Ch dop1 = Ch rk - Ch rn.

Additional need of workers to cover the loss ( CH extra2) is determined by the formula:

CH extra2 =

where H sk– average quarterly number of workers; - coefficient characterizing the number of those who left for good reasons in i-th quarter.

a) main:

1.Adamchuk, V.V. Economics and sociology of labor: textbook / V.V. Adamchuk, O.V. Romashov, M.E. Sorokina. – M.: UNITI, 2009. – 407 p.

4. Bukhalkov, M.I. Organization and rationing of labor: a textbook for universities / ed. prof. M.V. Miller. - M.: INFRA-M, 2008. - 416 p.

5. Genkin, B.M. Organization, rationing and wages / B.M. Genkin. – M.: Norma, 2008. – 431 p.

6. Golovachev, A.S. Organization, regulation and wages: textbook. allowance / A.S. Golovachev, N.S. Berezina, N.Ch. Bokun and others; under total Ed. A.S. Golovachev. - 3rd edition - M .: New knowledge, 2007. - 603 p.

7. Kibanov, A.Ya. Economics and sociology of labor: textbook / ed. Doctor of Economics, prof. AND I. Kibanova. – M.: INFRA-M, 2008. – 584 p.

8. Mysyutina, L.V. Organization, regulation and remuneration of labor: guidelines for the implementation of practical tasks for students of the fourth year of the specialty "Economics and management at the enterprise (in mechanical engineering)". - Bryansk: BSTU, 2008. - 71 p.

9. Mysyutina, L.V. Organization, rationing and remuneration [Text] + [ Electronic resource]: test tasks for seminars and exams for students of the 4th year of full-time education in the specialty 08.05.02 "Economics, enterprise management (in mechanical engineering)". - Bryansk: BSTU, 2012. - 96p.

10. Mysyutina, L. V. Organization, rationing and wages: textbook. allowance / L. V. Mysyutina. - Bryansk, BSTU, 2005. - 230 p.

11. Mysyutina, L.V. Economics and sociology of labor: textbook / L.V. Mysyutin. - Bryansk: BSTU, 2009.- 295p.

12. Economics and sociology of labor: Textbook / ed. AND I. Kibanova.- M.: INFRA-M, 2009.- 584p.

b) additional:

1. Labor Code of the Russian Federation. -M.: Eksmo, 2009. - 272 p.

2. Volgin, N. A. Remuneration of labor: production, social sphere: analysis, problems, solutions / N. A. Volgin. - M.: Exam, 2004. - 222 p.

3.Genkin, B.N. Economics and sociology of labor: textbook / BN Genkin. – M.: Norma-Infra-M, 2007. – 447 p.

4. Zavelsky, M.G. Economics and sociology of labor: a course of lectures / M.G. Zavelsky. - M.: Paleotype-Logos, 2001. - 203 p.

5. Mastenbrook, W. Conflict management and organization development / W. Mastenbrook. – M.: Infra-M, 2005. – 270 p.

6.Mikushina, M.N. Labor contract. Concept, Content. Conclusion. Change. Termination. Approximate form: The law for all / M.N.Mikushina. - Novosibirsk: Thought, 2002. - 371 p.

7. Mysyutina, L.V. The concept, indicators, indicators and social standards of the standard of living of the population: materials of the 58th scientific. conf. prof.-teacher composition / ed. S.P. Sazonova / L.V. Mysyutina. - Bryansk: BSTU, 2008. - 576 p.

8. Mysyutina, L.V. Problems of wage management at industrial enterprises in a market economy // Economic and organizational problems of management in modern conditions: Sat. scientific works / ed. V.M. Panchenko, I.V. Govorova / L.V. Mysyutina. - Bryansk: BSTU, 2006. - 224 p.

9. Orlovsky, Y. Labor law of Russia: textbook / Y. Orlovsky, A. Nurtdinova. - M.: Infra-M, Contact, 2003. - 432 p.

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