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Labor of hired workers. Regulation of wages for employees

Employee is a social term. It is studied in two semantic aspects. Let us further consider what employees are.

Definition

First of all, in the conditions of commodity-production relations, there is one form in which an individual can enter into professional interactions with an organization. At the same time, it becomes a participant, an “integral element” of the enterprise. IN modern conditions a subject can realize his objective need to receive cash income in almost one form - as an employee. This means that, to one degree or another, he takes part in the creation and operation of the enterprise. Legally, all members of the team belong to the category in question. According to their economic situation, they all act as partners. An employee is also a member of a certain category of society who receives income for his activities from sources not generated through the operations performed by him. In this case, he does not need to enter into a relationship with a legal entity to participate in the process of formation and operation of the enterprise. In addition, there is no need to generate revenue for the organization. The enterprise has its own money at its disposal, from which it carries out employees.

Nuances

A person participating in the formation of a legal entity and entering into professional relations with it is legally considered as hired worker. This, however, does not mean that it is such in its social status. By forming a source of financing for the organization’s activities, the investment process, and securing one’s salary, the employee acts as an economic partner.

Non-profit structures

The functioning of such a legal entity, the creation of a fund of funds for accruing salaries to its participants, is carried out, as one can imagine, with funds from external sources. This allows subjects to be considered as employees. However, this is a misconception. A non-profit enterprise, like a commercial enterprise, is formed by all the participants who own it. Each member of society has his own speaker as part of the total resource of the legal entity. The property of the organization is the property of all participants. Acting as taxpayers, they contribute to the financing of the activities of a non-profit organization.

conclusions

Participants in non-profit societies who formed them and entered into partnerships with them are considered employees according to their legal status within the framework of employment. However, they do not belong to the category under consideration in social terms. By forming a source of financing for the organization’s activities, a fund from which their remuneration is transferred, they are considered economic partners.

Modern realities

Currently, there are entrepreneurs who have employees. At the same time, the differences between the subjects that are involved in the activities of organizations and economic partners are quite significant. They are especially clear in legal terms. However, legal shortcomings made by the legislator in regulating interactions almost made these categories equal. Moreover, not legal status acts as a justification for the social status of a citizen. On the contrary, his objective place in society, which is determined by the nature of the source of the remuneration he receives for his professional activities, acts as a basis for obtaining certain legal opportunities.

Examples

Participants labor activity can be considered employees only if they own actions form objective grounds for receiving remuneration. At the same time, they do not create any sources from which these funds will be withdrawn. For example, a tutor, a nanny, a gardener, a finishing team. In some cases, the employee will be a member of a legal entity, who specifically stipulates in his contract the right to payment for his work, regardless of the functioning of the organization.

NK

If an individual entrepreneur attracts for labor of hired workers then he will carry additional expenses. They primarily include remuneration costs. In addition, the legislation provides for certain contributions to various funds and the budget. The first is personal income tax. Its amount is withheld from the citizen’s salary in the amount of 13% of the remuneration. By concluding, the head of the enterprise acquires a special status. He becomes a kind of intermediary between the citizen and the budget. In accordance with the Tax Code, the employer becomes a tax agent. He is obliged to calculate, withhold and transfer the amount of personal income tax to the budget. In addition, the law establishes contributions to:

Explanations

In fact, personal income tax is not transferred from the entrepreneur’s pocket, but is deducted from the employee’s salary. As for contributions to various funds, they are those additional costs that are inevitable when attracting citizens to perform certain production tasks. Meanwhile, the Tax Code provides for certain relaxations for individual entrepreneurs. So. Reduced rates can be used by entities using the simplified tax system. In addition, in 2016, for the transfer of insurance amounts for employees to the Pension Fund of the Russian Federation, a maximum salary amount per year was established. It amounts to 71 thousand rubles. If the remuneration exceeds this amount, then the individual entrepreneur pays only 10% of the resulting difference.

Basic rights of employees

A citizen recruited to carry out professional activities at an enterprise receives a number of opportunities. In particular, he has the right to:

Responsibilities

An employee must:

If a situation arises in which there is a threat to the life/health of colleagues or the property of the organization, the employee must immediately notify his immediate superior or the head of the company.

Relationships with foreigners

Legislation requires citizens arriving from other states to have special documents to get a job. If the subject arrived on a visa, then the required paper will be a permit. For persons arriving without visas, the required document is a patent. It came into force on January 1. 2015 Currently, only those foreigners who provide assistance in certain areas of life not related to entrepreneurship receive a patent. If a citizen wants to get a job at an enterprise, he will need permission. Currently, the legislation provides for the possibility of concluding a fixed-term, open-ended employment contract with foreigners. The first one is allowed to be issued in cases established by Article 59 of the Labor Code. In particular, a fixed-term contract is concluded if the period for which a citizen is involved is no more than 2 months, if the subject replaces the manager or his deputy, and in a number of other situations. In all other cases, it is drawn up

Federal Agency for Education

State educational institution higher
vocational education

"Ural State Economic University"

Department of National Economics

HIRE LABOR

Coursework on labor law

Performer: Marina Anatolyevna

Taktaeva

Student

Center for Distance Education

gr. EPB-09ART

(signature)

Scientific supervisor Slyusarenko T.V.

_______________________________

(signature)

Preliminary estimate________

Defense date_________________

Grade_______________________

Ekaterinburg, 2010

Introduction………………………………………………………………………………………...3

1. Theoretical foundations for the study of hired labor……………………..6

1.1. The concept of hired labor…………………………………………………………….6

1.2. Hired labor as a subject of legal regulation…………………8

2. Features of regulation of hired labor……………………………..15

2.1. Requirements for attracting hired labor………………………....15

2.2. Characteristics of hired labor………………………………………..16

2.3. Principles for creating a system of incentives for employees.19

3. Features of the use of hired labor using the example of OJSC “Artinsky Plant”………………………………………………………………………………………...28

3.1. general characteristics enterprises…………………………………28

3.2. Attracting and using hired labor at the enterprise......30

Conclusion………………………………………………………………………………….33

Bibliography……………………………………………………….36

Annex 1

Appendix 2

Introduction

The study of hired labor is relevant in the context of expanding market relations and is one of the most important general economic problems. This is explained by the fact that it is the social and labor sphere that is the most sensitive element of the life of society, because the tension of the relations underlying it can cause a social explosion, the consequences of which are mainly predictable in a negative way.

In the context of economic transformations, issues of hired labor have become a priority, due to a number of difficulties that negatively affect the social and labor sphere. This is also a systemic crisis, accompanied by an increase in social tension in society, a decline in the standard of living of a significant part of the country’s population; and the arbitrariness of employers in the commercial sector as a result of the imperfection of the legislative framework and the indifference of the executive branch; and numerous violations in the public sector of the economy, dictated by time and the irresponsibility of a number of modern leaders.
The priority of problems of social and labor relations is also explained by the increased dynamics of negative trends in the field of hired labor, such as: expansion of the shadow economy, whose workers are generally deprived of the opportunity to protect their labor rights; exacerbation of contradictions between the workforce and the administration of enterprises, expressed in significant differentiation in wages and the conscious desire to enrich individual managers; in the worsening of the situation of enterprises with the aim of their further bankruptcy and acquisition of property rights at minimal cost; as well as the tightening of labor legislation, indicating increased differentiation of the rights of various participants in the labor relations system.
Reform carried out in modern conditions requires a rethinking of many established ideas about wage labor and its essence, which recently do not correspond to the economic realities of society. Wage labor in market conditions acts as a multifaceted phenomenon, the economic essence of which develops in close connection with the diversity of ownership and management and many other factors that have a significant impact on its dynamics. However, many views and judgments either do not take into account these features of wage-type labor relations at all, or look so unconvincing that there is a need for their serious re-evaluation, the synthesis of new ideas that determine the place of the social and labor sphere in the modern economy. There is a need for a new concept of hired labor, reflecting its essence, capable of showing the diversity of its modern forms of manifestation in economic practice, and allowing the use of those that would ensure optimal productivity of labor activity, the protection of workers in the field of social and labor relations and the prospects for the functioning of hired labor. labor of all categories labor resources, regardless of their competitiveness in a market economy.

The purpose of the course work is to study hired labor as a subject of legal regulation, as well as the forms of manifestation of hired labor, the features of its application at various levels in the conditions of economic transformations.

The subject of the study is a set of production

relations regarding the functioning of wage labor in its various forms of manifestation.

In achieving the goal, the following tasks:

1) explore the development of wage labor relations in modern conditions;

2) highlight the features of regulation of hired labor;

3) determine the features of the use of hired labor.

The object of the study is the open joint-stock company "Artinsky Plant", operating in the conditions of economic transformations.

The course work is based on the works of domestic authors such as E.A. Sukhanova, O.S. Belokrylova, E.V. Mikhalkina, N.A. Brilliantov and others, materials of the seminar “Practice of contractual relations with company employees. Peculiarities of attraction, registration and use of hired labor.” The information base for the study was the collective agreement and local regulations of the enterprise, the civil code and labor legislation of the Russian Federation. Examples of hired labor at Artinsky Plant OJSC are given as factual material.

1.Theoretical foundations for the study of hired labor

1.1.The concept of hired labor

Wage labor - a historical form of labor, which is characterized by the following features:

1) a precondition for the completion of the labor process is the purchase and sale of the product “labor power” in the labor market;

2) the labor process is carried out under the supervision of the employer or personnel hired by him;

3) the product of labor belongs to the employer, contains newly created value, consisting of the cost of the necessary product, replacing the cost of labor power and surplus value.

Obtaining surplus value is the goal of the employer who buys labor and organizes the production process.

Historically, wage labor replaced natural labor, characteristic of primitive communal, slave and feudal societies. Natural labor, with all its differences in the data of the method of production, was characterized by the fact that the worker was not the owner of his labor power, there were no conditions for its purchase and sale. The emergence and spread of the wage labor system is a qualitatively new stage in the development of society, forming a historical era that continues to this day.

Conditions for the appearance of hired labor:

1) market relations;

2) the appearance on the market of a specific product “labor”.

A developed system of hired labor presupposes a developed system of rights and responsibilities for hired workers, including the right of ownership of their labor force; the right to compete with other sellers of labor in determining the level of payment, requirements for the quality of labor, etc.; creating trade unions to defend their interests; the right to choose the buyer of his labor power, to choose the place of sale of labor power (freedom of movement); the right to choose life's goods and ways to satisfy life's needs, etc. All forms of freedom in which the hired worker is placed are associated with his personal responsibility for himself, for the decision made on choosing an employer, compliance with the terms of employment, maintaining his workforce in normal condition etc. In contrast to all forms of natural (pre-wage) labor, where a significant part of the responsibility for the condition of the worker, his existence, labor was assigned to the owner (slave owner, landowner), the developed system of wage labor forms the worker as an individual who is fully responsible for himself , your choice, decision making.

Concept like " work », « hired labor“is important for the study of labor problems at the present stage of development of market relations and their correct solution. Labor is the basis of life in human society. There is practically no economic problem in any field of human activity that is not related to his interests and work.

Labor issues in the current conditions have become so acute that their unresolved nature is increasingly giving rise to social conflicts that need to be resolved at the earliest possible moment. short time. Therefore, a deeper understanding of the economic essence of hired labor makes it possible to use it in the process of practical transformation of labor, improving work activity and labor relations.

Work - this is an activity objectively inherent in a person, aimed at meeting the needs of society and carried out as a result of the transformation of what is available to a person.

1.2.Wage labor as a subject of legal regulation

Under the influence of labor law norms, social relations that develop in the process of application and organization of labor are given legal form and become legal relations. It is important to note that social relations in the sphere of labor do not always function in a legal form, that is, in the form of legal relations, although it is predominant. In some cases, these relations are regulated by customs, norms corporate organizations, moral standards. However, social relations regarding the use of hired labor always require a legal form of regulation.

Labor law Russia in the context of market relations must comply with the idea of a social state enshrined in the Constitution of the Russian Federation (Article 7), the policy of which is aimed at creating conditions that ensure a decent life and free development, especially of wage labor.

In market relations, the price of labor is determined by agreement of the parties, since free labor as a commodity becomes a source of income and profit both for the hired worker who sells his ability to work, and for the employer who uses the acquired labor to obtain surplus value.

The interaction between the two main participants in the labor market - the employee and the employer, who have entered into a contractual relationship regarding the use of the employee’s ability to perform certain work for pay - is characterized by the stability of the relationship between them. Being regulated by the rules of law, these relations become legal relations, a legal model of behavior of the parties to the employment contract. The objects of such relations, on which the interests of the parties to the employment contract are focused, are labor as the ability and obligation of the employee to perform the labor function and salary required by the employer, i.e. the ability and obligation of the employer to timely and in full pay the employee and pay him wages.
Hired labor organized by the employer with the participation of the employee, as opposed to individual or individual-group labor, i.e. labor “for oneself”, acquires social and public significance, becomes social labor, due to which the social significance of such labor sharply increases and it becomes the object of not only joint regulation by agreement of the parties - a private law agreement between employer and employee, but also state legal regulation.

The state, participating in the regulation of the application and use of hired labor in the interests of society, as well as the employee and the employer, adopts legal norms that establish the legal boundaries of the legal freedom of participants in labor relations, within which they independently determine working conditions, their rights and obligations by concluding an employment contract , guided by the current legislation, which in the mechanism of labor regulation assigns a central place to the employment contract.

But even after the employer and employee enter into a contractual relationship, after determining the basic conditions for the use and payment of labor, the state is not removed from control over the forms and extent of its application, since social labor, unlike individual labor, affects the interests of not only the employee and the employer, but also of the whole society. Therefore, the state cannot completely delegate the regulation of labor relations to the contracting parties.
The state cannot avoid regulating labor and controlling the conclusion and execution of an employment contract because its parties - the employer and the employee - are in an unequal position and have neither actual nor legal equality.

The unequal position of the parties to the employment contract is already seen in the fact that the Labor Code of the Russian Federation gives the employer disciplinary power in relation to the employee, gives him the right to make mandatory demands on him, to apply incentives and penalties to the employee (Articles 191, 192 of the Labor Code of the Russian Federation ), without asking for his consent. In order to limit the employer’s ability to abuse his leadership position in labor relations, in rationing and remunerating the employee, in providing him with benefits, creating the necessary conditions for work, and also to guarantee the rights of employees, the state establishes rules for concluding, executing, amending and terminating an employment contract, principles of legal regulation of labor relations, an indicative list of which is given in Article 2 of the Labor Code of the Russian Federation.

At the top of this list is the principle of freedom of labor, which includes the right to work that everyone freely chooses or freely agrees to, and the prohibition of forced labor and work without appropriate fair pay. The principle of freedom of labor is fundamental to the entire mechanism of legal regulation of the use of labor. After all, only free and paid labor, which presupposes fair payment for its use, can be the object of legal and contractual regulation.
Among the significant number of multi-industry agreements regulating the paid use of free labor, a significant share is made up of civil contracts for the performance of work or provision of services (contracts for construction, storage, transportation, assignments, for the performance of research work, etc.), which are concluded and executed in a manner regulated by civil law. The parties to them are persons interested in receiving such work or service (customers), and persons providing such work or service (performers, contractors).
The second large group of agreements for the paid use and use of hired labor consists of agreements (contracts) concluded with persons entering the state (federal or regional) service (civil, military or law enforcement) or municipal service to perform work in a specific position. The official relations arising on this basis are regulated not by labor norms, but by constitutional (state), administrative, municipal and other branches of law. Being in organic unity and having a common subject of regulation, these legal norms of different industry affiliations in their totality form an intersectoral complex institution, which in recent legal literature is often called official law.
The third group of contracts for the free and paid use of labor by hired workers is labor contracts. They are concluded directly by employees and employers on the basis and in the manner prescribed by labor law.

In economics, an employee and an employer interact at two levels:

1) in the labor market, where the wage rate is determined and a collective agreement is concluded;

2) within the enterprise, where payment systems are established that fix for specific jobs, groups, jobs, professions, positions and types of activities specific dependencies between the payment of workers and the results of their work.

Within an enterprise, the relationship between employees and employers is built on the basis of labor standards that establish the working day and labor intensity.

The employer provides the employee with the scope of work and provides him with safe working conditions. The hired employee, in turn, must effectively and efficiently perform the amount of work provided to him within the limits of existing standards.

Thus, the stimulation of hired workers at an enterprise is closely related to the scientific organization of labor, which includes labor standardization, which is a clear definition of the range of labor responsibilities of the employee and the qualitative and quantitative results of labor that are required of him.

When talking about stimulating employees, we must also take into account such a concept as labor motivation. Motivation is defined by two concepts: need and reward.

Needs are primary and secondary.

The primary physiological needs of a person are: food, water, clothing, housing, rest, etc. Secondary needs are psychological in nature: needs for affection, respect, success.

When stimulating labor as providing an employee with remuneration for work, which he uses to satisfy his needs, it is necessary to take into account that different people approach this issue differently, defining different values for themselves. Thus, for a person of high material income, extra time for rest may be more significant than Additional income, which he would receive for overtime work. For many people, such as knowledge workers, respect from colleagues and interesting work will be more important than the extra money he could get by going into trading or becoming a commercial agent.

The forms and methods of using hired labor and attracting labor on the basis of an employment contract do not remain unchanged, given once and for all. They are significantly influenced by ongoing changes in the socio-economic sphere of society, which are especially noticeable in the modern period, characterized by the transition of the country's economy to market regulation, to a market economy, the meaning and purpose of which is to maximize profit, which, in turn, pushes users hired labor, especially in the field of entrepreneurial activity, to find new ways to obtain highly productive and highly qualified labor in the labor market for the lowest wages, using it with the greatest return, with minimum costs on its content.

At the same time, the state proceeds from the fact that the degree of protection of the rights and interests of employees as the main bearers of labor, the effectiveness social labor will be higher, the better organized the process of using labor, the labor process. And in this, the dominant role belongs to employers as a party to the employment contract, which not only hires workers and uses their labor in its production in accordance with the terms of the employment contract, but also performs an important social function - creates jobs, provides people with work, and ultimately contributes to improving the well-being of workers and the material well-being of the entire society.

Therefore, in an employment contract, both the work of the hired employee, who has accepted the obligation to perform certain work for remuneration in the interests of the employer, and the work of the employer, who performs important and necessary work to create conditions for the employee’s work, to organize the work itself, merge together. labor process. With this in mind employment contract is intended to fulfill not only the role of a regulator of relations between employees and employers, but also to contribute to the achievement of the goal proclaimed by the Constitution of the Russian Federation - to ensure a decent life and free development of a person. And this presupposes that not only the employee must have real guarantees of the exercise of his rights and freedoms, but also the employer. While fulfilling the obligation to ensure the necessary level of labor rights and guarantees for employees, the employer must be able to satisfy its interests in making a profit from entrepreneurial, organizational, administrative and other activities.

Consequently, the subject of legal regulation within the framework of an employment contract is not only the work of the employee, but also the work of the employer, who is no less important and socially significant figure than the employee.

The combination of labor and other related interests of the employee and the employer within the framework of the employment contract creates favorable conditions for social partnership in the sphere of labor, a legal basis for the implementation of the goals of labor legislation to establish state guarantees of the rights, freedoms and interests of employees and employers (Article 1 of the Labor Code).

2.Features of regulation of hired labor
2.1.Requirements for attracting hired labor

The current legislation clearly defines the requirements that must be met by employers if they hire employees. As follows from labor legislation, an employment contract must be concluded with each employee. It must be in writing.

However, an employment contract will be considered concluded even if the employee began work with the knowledge or on behalf of the employer or his representative. In this case, the employer is obliged to draw up an employment contract within three days from the date the employee is actually allowed to perform his duties (Part 2 of Article 67 of the Labor Code of the Russian Federation). For failure to comply with this obligation, an authorized representative of the employer may be subject to administrative liability.

Due to the fact that there are two parties to an employment contract: the employee and the employer, the contract is drawn up in two copies, one of which must be given to the employee, and the other kept by the employer.

When concluding an employment contract, the employer has the right to require the following documents from the employee:

Passport or other identification document;

A work record book, with the exception of cases when an employment contract is concluded for the first time or the employee starts working on a part-time basis;

Insurance certificate of state pension insurance, except for cases when an employment contract is concluded for the first time;

Military registration document - for those liable for military service and persons subject to conscription for military service;

Documentation of education, qualifications or availability of special knowledge or special training.

Documents not included in this list, including those provided for by decrees of the President of the Russian Federation or resolutions of the Government of the Russian Federation, are prohibited from being required.

When concluding an employment contract, it should be taken into account that the law establishes some restrictions. The main ones are restrictions related to:

The age of the employee;

The need to comply with the form of the contract;

The need to pass medical examination;

Establishing a test for the employee;

Reasons for refusal to conclude a contract.

All employers are required to fulfill their obligations towards employees in accordance with the law.

2.2.Characteristics of hired labor

As a kind of antipode to independent work, we can call dependent or hired labor. The division into these two categories is based on the worker’s attitude to his means of production, or tools of labor (mechanisms, tools, etc.) used in the labor process. The ownership of such means by the worker, as we have found out, gives rise to the effect of a direct or immediate connection of a person’s labor power with his own means of production. The connection of the worker’s labor power with the means of production, of which he is not the owner, is carried out not directly, but indirectly: the owner of the corresponding labor power and the owner of the means of production must first agree on the conditions for the use of labor on the basis of these means, i.e. enter into a contract.

The first element public organization wage labor is the nature of wage labor, since the nature of wage labor to a certain extent reflects the qualitative state of the productive forces of society. Thus, if the production of a particular type of product does not require division of labor, it has an individual character, regardless of the production relations existing in a particular historical period. If, in order to increase and reduce the cost of production, the need arises for the division of hired labor, then each work operation is identified as an independent type of activity, organically and inextricably linked with all the others, i.e. labor takes on a collaborative character.

The division of wage labor is needed only where its implementation is necessary to increase labor productivity and increase the rate of production. In the history of mankind there are many examples when the production of a forced division of labor and the socialization of the means of production had the opposite effect and the rate of production dropped significantly.

The division of labor, which occurs naturally, receives its consolidation in production, constituting its internal structure, only if it leads to an increase in the productivity of labor and its quality. This indispensable condition for any division of labor acquires the property of a defining criterion with its in-depth division, since the second side of in-depth divided (joint) labor is the coordination of joint labor, which causes the objective need to create bodies for managing the production process, and the costs of maintaining management personnel are an integral part of the cost of production .

Therefore, an in-depth division of labor should bring very useful results. It is necessary that, as a result of its implementation, the costs of maintaining the management apparatus do not exceed the cost final products produced on the basis of undivided labor.

The next element in the characteristics of hired labor is the forms of attraction to labor. The hired social-labor relationship is based on the freedom to conclude a labor contract between the employer and the employee. The freedom to conclude a contract follows from the legal equality of the employer and the employee, which is extremely unambiguously and comprehensively expressed and enshrined in the norms of Art. Art. 17, 18, 19, 34, 35, 36, 37 and others of the Constitution of the Russian Federation, including the imperative norm: labor is free, forced labor is prohibited.

Freedom of labor, in addition to the ideological aspect that is relevant for our country - a person, while consuming, may not work at all, means an unlimited opportunity for each person to choose the form of labor - freely or for hire. It is the possibility of independent choice that makes the conclusion of an employment contract truly free, since the legal equality of the parties is only their formal equality in relation to each other, which in no way affects their real economic position in social production, which is based on objectively determined inequality between the owner of the means of production and the bearer of labor power. And if a worker has some alternative to work for someone or to work for himself with his own means of production, while receiving state support (loans, benefits, etc.), or not to work at all, which is enshrined in the Constitution, this will be real freedom of choice, and not just formal equality in the relationship between employee and employer.

The next element of the characteristics of the social organization of labor is the method of maintaining labor discipline and managing the labor process. In any form of labor, if labor is carried out jointly, it needs coordination. Otherwise, it is not possible to achieve the actual goal of production itself: the creation specific type product or commodity. That is main reason establishing one or another management order is an objective need for its coordination.

This condition has a different impact on the will of the participants in joint labor. After all, the owner of the means of production, having invested his capital in the means of production, technology, labor and organizing production, expects to receive profit from the sale of manufactured products or goods. But workers don’t need this at all. After all, they transfer their ability to work to the employer, and they do not bear economic responsibility for the result of their work.

2.3. Principles for creating a system of incentives for employees

The current stage of economic reforms in Russia is characterized by the fact that enterprises operate in an environment of growing demands from various social groups. In this regard, the creation of an effective system of incentives for employees is of particular relevance.

Let's consider some directions for solving this problem.

When creating an incentive system, one should proceed from the principles developed in management theory and applied in a market economy:

Complexity;

Systematicity;

Regulation;

Specialization;

Stability;

Purposeful creativity.

Let us dwell on the essence of these principles.

Organizational factors are the establishment of a certain order of work, the delimitation of powers, and the formulation of goals and objectives. As already mentioned, proper organization of the production process lays the foundation for further efficient and high-quality work.

Legal factors closely interact with organizational factors, which serve the purpose of ensuring compliance of the rights and responsibilities of an employee in the labor process, taking into account the functions assigned to him. This is necessary for proper organization production and further fair incentives.

Technical factors involve providing personnel with modern means of production and office equipment. Just like organizational ones, these aspects are fundamental to the work of an enterprise.

Material factors determine specific forms of material incentives: wages, bonuses, allowances, etc. and their size.

Social factors involve increasing the interest of employees by providing them with various social benefits, providing social assistance, and the participation of employees in team management.

Moral factors represent a set of measures, the purpose of which is to ensure a positive moral climate in the team, the correct selection and placement of personnel, and various forms of moral incentives.

Physiological factors include a set of measures aimed at maintaining health and increasing the performance of employees. These activities are carried out in accordance with sanitary, hygienic, ergonomic and aesthetic requirements, which contain standards for equipping workplaces and establishing rational work and rest regimes. Physiological factors play no less important role in increasing the efficiency and quality of work performed than others.

All of these factors should be applied not individually, but in combination, which guarantees good results. This is when significant improvements in efficiency and quality of work will become a reality.

The principle of complexity already in its name determines the implementation of these activities not in relation to one or several employees, but in relation to the entire team of the enterprise. This approach will give a significantly greater effect at the level of the entire enterprise.

An example of consistency would be a system of material and moral incentives for employees, based on the results of quality control and assessment of the employee’s contribution, that is, there is a logical relationship between the quality and efficiency of work and subsequent remuneration.

The third principle is regulation. Regulation involves the establishment of a certain order in the form of instructions, rules, regulations and monitoring their implementation. In this regard, it is important to distinguish between those areas of employee activity that require strict adherence to instructions and control over their implementation, from those areas in which the employee must be free in his actions and can take initiative. When creating an incentive system, the objects of regulation should be the specific responsibilities of a particular employee, the specific results of his activities, labor costs, that is, each employee must have a complete understanding of what his responsibilities are and what results are expected of him. In addition, regulation is also necessary in the issue of evaluating the final work, that is, the criteria by which the final work of the employee will be assessed must be clearly established. Such regulation, however, should not exclude a creative approach, which in turn should also be taken into account in the employee’s subsequent remuneration.

Regulation of the content of work performed by enterprise employees should solve the following tasks:

1) determination of the work and operations that should be assigned to workers;

2) providing employees with the information they need to perform the tasks assigned to them;

3) distribution of work and operations between divisions of the enterprise according to the principle of rationality;

4) establishing specific job responsibilities for each employee in accordance with his qualifications and level of education.

Regulation of the content of work serves to increase the efficiency of the work performed.

From the point of view of stimulating the work performed, regulation of the results of the work performed plays a very important role. It includes:

1) determination of a number of indicators characterizing the activities of the enterprise’s divisions and each employee separately, which would take into account the contribution of divisions and individual employees to the overall result of the enterprise’s activities;

2) determining a quantitative assessment for each of the indicators;

3) creation common system assessing the employee’s contribution to achieving overall performance results, taking into account the efficiency and quality of the work performed.

Thus, we can say that regulation in matters of incentives plays a very important role, streamlining the incentive system at the enterprise.

The fourth principle is specialization. Specialization is the assignment of certain functions and jobs to divisions of an enterprise and individual employees in accordance with the principle of rationalization. Specialization is an incentive to increase labor productivity, increase efficiency and improve the quality of work.

The fifth principle is stability. Stability presupposes the presence of an established team, the absence of staff turnover, the presence of certain tasks and functions facing the team and the order in which they are performed. Any changes occurring in the operation of the enterprise must take place without disrupting the normal performance of the functions of a particular division of the enterprise or employee. Only then will there be no reduction in the efficiency and quality of the work performed.

The sixth principle is purposeful creativity. Here it is necessary to say that the incentive system at the enterprise should encourage employees to demonstrate a creative approach. This may include the creation of new, more advanced products, production technologies and designs of used equipment or types of materials, and the search for new, more effective solutions in the field of organization of production and management.

Based on the results creative activity The enterprise as a whole, the structural unit and each individual employee are provided with measures of material and moral incentives. An employee who knows that the proposal put forward by him will bring him additional material and moral benefits has a desire to think creatively. We need to take a particularly serious approach to stimulating the creative process in research and development teams.

When organizing an incentive system at an enterprise, it is necessary to take into account the proportions in payment between simple and complex work, between workers of different qualifications.

When creating an incentive system at an enterprise, it is necessary to adhere to the principle of system flexibility. Flexible incentive systems allow the entrepreneur, on the one hand, to provide the employee with certain guarantees of receiving wages in accordance with his experience and professional knowledge, and on the other hand, to make the employee’s payment dependent on his personal performance indicators and on the results of the enterprise as a whole. .

Flexible incentive systems are now widespread in foreign countries ah with a developed economy. Moreover, flexibility in remuneration manifests itself not only in the form of additional individual supplements to wages. The range of flexible payments is quite wide. These include individual bonuses for length of service, experience, level of education, etc., and systems of collective bonuses, designed primarily for workers, and profit-sharing systems, designed for specialists and managers, and flexible systems of social benefits. Only the use of all forms of incentives designed to apply to all employees of the organization can give the desired effect.

As experience shows, at Russian enterprises currently the main problems in the mechanism for stimulating employees are:

1) insufficient flexibility of the mechanism for determining wages, its inability to respond to changes in the efficiency and quality of work of an individual employee;

2) the absence of any assessment at all or the entrepreneur’s biased assessment of individual labor indicators employees;

3) lack of fair remuneration for managers, specialists and employees; the presence of unreasonable ratios in the payment of their labor;

4)negative attitude of staff towards the amount of remuneration for their work and existing system payment.

All these problems that enterprises face when resolving issues regarding wages can be overcome using Russian and foreign experience.

Thus, insufficient flexibility in remuneration is solved by the introduction of modern forms of remuneration that depend on the results of work activity. Such forms are flexible payment systems, where, along with a constant part of earnings, there is a variable part in the form of profit sharing, collective bonuses, etc.

Issues of biased assessment of the performance of hired workers are again related to the outdated mechanism of remuneration, which does not take into account the individual achievements of the employee and the results of the enterprise as a whole. A fair evaluation system can be created based on the job description and the employee's job responsibilities to determine the permanent portion of the salary. And on the basis of profit sharing in relation to the flexible part of earnings.

Fair remuneration for managers, specialists and employees should also be based on the same principles, but using indicators specific to these categories of workers, taking into account the complexity of the tasks being solved, the level of responsibility, the number of subordinates, etc.

It is with the use of flexible remuneration systems, with the use of a reasonable assessment of the workplace and job responsibilities and the subsequent participation of workers in profits and collective bonuses for reducing the share of labor costs in the cost of production that the negative attitude of the organization’s personnel towards the existing system of remuneration for their labor can be overcome and the amount of this payment.

The result of the incentive system at the enterprise should be an increase in the efficiency of the enterprise, which can be achieved, in turn, by increasing the efficiency and quality of work of each employee of the enterprise. At the same time, the entrepreneur must be guided by the need to attract and retain highly qualified workers for a long time, increase labor productivity and improve the quality of products, increase the return on investment in personnel, increase the interest of employees not only in personal successes, but also in the successes of the entire enterprise as a whole and, finally, improving the social status of workers.

Therefore, both material and non-material forms of personnel incentives are used, which include wages, various systems profit sharing, collective bonus systems, individualization of wages, moral incentives, incentives for workers engaged in creative work through the use of a flexible work schedule, social benefits for employees.

An employer, when deciding on the creation of an employee incentive system at an enterprise, must also take into account such a macro indicator, which does not depend on the efficiency and quality of work of employees and the enterprise staff as a whole, as the consumer price index. Accordingly, the presence of such an indicator makes it necessary to automatically index wages taking into account changes in the price index for a certain period.

The incentive system at the enterprise must clearly define its goals, establish types of incentives in accordance with the results achieved, determine the evaluation system, the period and timing of remuneration payments.

Any types of incentives must be targeted and transparent, because employees can only be expected to improve the efficiency and quality of their work when they know that their work is paid fairly.

The incentive system must comply with the principle: pay must correspond to the work.

Speaking about the system of incentives for hired workers, it is necessary to highlight the main requirements for it. These include:

1) clarity and specificity of the incentive system as a whole, wage provisions and additional payments Oh;

2) a clear statement of the employee’s job responsibilities;

3) creation of a system for objective assessment of employees and the elimination of subjectivity in assessment;

4) the dependence of the amount of wages on the complexity and responsibility of the work;

5) the possibility of unlimited salary growth with an increase in the employee’s individual results;

6) taking into account in wages the level of significance of certain works for the enterprise;

7) equal pay for workers with the same complexity and responsibility of work performed in various departments of the enterprise (refers to basic pay without taking into account additional payments based on results).

Thus, when creating an incentive system, it is necessary to take into account the whole range of issues, including state regulation of wages.

3. Features of the use of hired labor using an example

JSC "Artinsky Plant"

3.1. General characteristics of the enterprise

The Artinsky plant is the oldest enterprise in the Urals, founded in 1787 as an ironworks using imported raw materials.

The plant is located in the urban settlement. Arti, in the southwest of the Sverdlovsk region, 180 km from Yekaterinburg and 60 km from Krasnoufimsk station.

The organizational and legal form is an open joint-stock company, the founders of which are legal entities and individuals. Open Joint Stock Company "Artinsky Plant" is an independent company with its own legal address and independent balance.

The purpose of creating an enterprise is to carry out financial and economic activities with the aim of making a profit.

In 1827, the plant produced the first scythes for agricultural work, hardened using the technology of the creator of Russian damask steel, the great metallurgist P.P. Anosov. Since that time, braids have become the main product of the plant.

In the modern period, the main activities of Artinsky Plant OJSC are:

1) Production and sale of consumer goods (assorted mower sets depending on purpose and size; agricultural sickles; gardening sets “Dachnik”; ladders; chains.); products for industrial and technical purposes and components; building materials, services to the population.

2) Conducting and implementing research and development work;

3) Capital construction, repair and maintenance of: industrial and technical facilities; residential buildings; social facilities; transfer devices.

4) Organization and implementation of logging operations, sawmilling, production of containers and wood products.

5) Participation in exhibitions, fairs, various types of auctions, including investment ones.

The sales markets for the products of Artinsky Plant OJSC are divided into regions - federal districts of the Russian Federation. Also buyers are enterprises from neighboring countries (Lithuania, Latvia, Ukraine, Belarus, Azerbaijan) and far abroad (Hungary, Bulgaria, Slovakia, Turkey, Iran). Export supplies occupy a significant specific gravity in the total volume of product sales.

The main buyers of the company's products are large wholesale companies specializing in the sale of haberdashery goods, gardening tools, as well as enterprises in the clothing and footwear industries.

Consumers of services are mainly local organizations and population.

Currently, the braids of the Artinsky plant are exported to Germany, Slovakia, Turkey, Iran, Hungary, Bulgaria, Latvia, Estonia and the CIS countries.

Over 57 years of production, the plant has mastered about 500 standard sizes of needles for the sewing, knitwear, footwear and leather goods industries. The company is expanding its range of gardening tools and haberdashery products.

The general management of the enterprise is carried out by the general director. He coordinates the work of directors in the following areas of activity: technical, financial, HR director, marketing director, quality director, security director. Each director is subordinate to functional divisions and services.

The main priority areas at Artinsky Plant OJSC are increasing sales and improving the quality of basic goods and services. In all areas of production, growth is planned in 2010 by increasing the range of manufactured products, improving their quality, as well as by increasing the provision of services and creating modern system organizing orders. The priority direction for 2010, as in previous years, remains improving the quality of manufactured (traditional) products, and the annual development (introduction) of at least ten new products.

3.1. Attracting and using hired labor at the enterprise

OJSC "Artinsky Plant" uses hired labor of Russian citizens, average number for March 2010 is 845 people. For each employee, in accordance with the law, an employment contract is drawn up, as well as a personal employee card.

Under labor relations, the parties accept the relationships between people determined by the social, legal and functional aspects of work. Among them are relationships:

Between the employee and the employer (regulated by the Labor Code of the Russian Federation and the employment contract)

Between the administration and the trade union (regulated by the federal law “On Trade Unions”, the Labor Code of the Russian Federation and the collective agreement)

Between a boss and a subordinate (regulated by job descriptions)

Between work collectives (regulated by internal local regulations, internal rules labor regulations(Annex 1).

Labor relations at an enterprise arise when an employee starts work as a result of:

Election to the position by decision of the meeting of shareholders - General Director, according to the constituent documents

Appointment to a position or approval in new position persons with appropriate qualifications or education

Admission of job seekers for vocational training (retraining) in accordance with the student agreement

Engaging an employee to perform certain work in accordance with the Civil Code of the Russian Federation under the terms of a contract

When applying for a job, labor relations are formalized by concluding an employment contract in writing in two copies - one for each party (Appendix 2). An employment contract can be concluded either for an indefinite period or for a specific period (fixed-term contract). A fixed-term contract is concluded in cases where the employment relationship cannot be established for an indefinite period, taking into account the nature of the work to be performed or the conditions for its implementation.

The employer and employees undertake to comply with the terms of the concluded employment contract. In this regard, the Employer does not have the right to require Employees to perform work not stipulated by the employment contract. Transfer to another job without the consent of the Employee is permitted only in cases provided for in Art. 74 of the Labor Code of the Russian Federation.

The terms of the employment contract may include a test to verify the Employee’s suitability for the assigned work. The probationary condition must be specified in the employment contract; the absence of a probationary clause in the employment contract means that the Employee was hired without a trial. The probation period cannot exceed three months (for managers, chief accountants and their deputies - no more than six months).

Employment tests are not established for persons defined in Article 70 of the Labor Code of the Russian Federation.

If the test result is unsatisfactory, the Employer has the right to terminate the employment contract with the Employee before the expiration of the test period by warning him in writing no later than three days in advance, indicating the reasons that served as the basis for recognizing this Employee as having failed the test.

Each newly hired Employee is given an adaptation period of no more than two months, during which no penalties will be applied to him for omissions in work, except in cases of deliberate violation of labor and production discipline.

When hiring, the Employer is obliged to familiarize the Employee with the internal labor regulations in force in the organization, other local regulations related to the employee’s labor function, and the collective agreement.

Conclusion

As a result of the study, the following conclusions were drawn.

Wage labor is an integral element of a market economy; due to the excessive breadth of this topic, it is impossible to examine in detail all aspects of this problem in one work. However, based on all of the above, it is possible to imagine hired labor in the Russian Federation as a dynamic system, which is based on the relationship between demand and supply of labor, the relationship between employment and unemployment, factors in the formation and functioning of the labor force, its competitiveness and mobility.

The labor market that has emerged in Russia has a complex structure. There is a deepening of its segmentation according to a number of criteria: forms of ownership, labor intensity of production, features of production technology, qualifications of employees, the level of division and socialization of labor, historically established forms of organization and stimulation of labor, traditions in the motivational behavior of workers. A better understanding of the market structure, identifying its stable segmentation and, accordingly, developing differentiated ways of regulating it will allow comprehensive analysis action of factors causing segmentation.

To begin to effectively solve problems in the wage labor market, you must first reform all areas of economic, political and social life society.

To regulate hired labor at an enterprise, it is necessary to effectively manage the labor process and maintain labor discipline.

Incentives for employees are provided by increasing profits through increased efficiency and quality of work. "Labor efficiency" and "labor quality" are key factors in increasing the profit of the enterprise in the long term.

The incentives for employees are influenced by the social policy pursued by the entrepreneur.

Social benefits are a form of participation of employees in the economic success of an enterprise.

It is advisable to proceed from the following principles for building a system of social benefits for employees:

1) it is necessary to identify the material and non-material needs of employees;

2) it is necessary to fully inform employees about the social benefits provided to them, as well as about their additional nature, in addition to state benefits;

3) the social benefits provided must be economically justified and applied only taking into account the enterprise’s budget;

4) social benefits that are already provided to employees by the state should not be applied at the enterprise;

5) the system of social benefits must be understandable to employees and each employee must know why, for what merits he is or is not entitled to this or that benefit.

To strengthen the stimulating role of wages, it is advisable to adhere to the following principles:

1) the dependence of wages on the efficiency, productivity and quality of work performed in order to ensure that employees are interested in the results of their work;

2) the introduction of flexible payment systems based on taking into account the final results of the organization’s work and the individual contribution of the employee, including profit sharing;

3) exclusion of equalization in the payment of employees;

4) when creating a system for paying employees, provide for strengthening its unifying role, eliminating confrontation between employees.

At the Artinsky Plant OJSC, labor relations are regulated by the Labor Code of the Russian Federation, the Collective Agreement, and internal local regulations. When an employee is hired, the employment relationship is formalized by concluding an employment contract in writing in two copies. At the same time, the employer complies with labor legislation and other regulatory legal acts containing labor law norms, local regulations, the terms of the collective agreement, agreements and employment contracts; ensures safety and working conditions that comply with state regulatory requirements for labor protection; performs other duties provided for by labor legislation and other regulatory legal acts containing labor law norms, collective agreements, agreements, local regulations and employment contracts

Bibliography

Regulations

1. Decree of the Government of the Russian Federation of June 30, 2004 N 324 “On approval of the Regulations on the Federal Service for Labor and Employment.” Collection of legislation of the Russian Federation, 2004, No. 28, art. 2901).

2. Labor Code of the Russian Federation. M., 2006.

3. Decree of the Government of the Russian Federation of June 30, 2004 No. 324 “On approval of the Regulations on the Federal Service for Labor and Employment” (Collected Legislation of the Russian Federation, 2004, No. 28, Art. 2901).

Main literature

4. Civil law: in 2 volumes: textbook / ed. E. A. Sukhanova. M.: Publishing house "BEK", 2000. T. 1. – 816 p.

5. Belokrylova O. S., Mikhalkina E. V. Labor Economics: Lecture notes. - Rostov-on-Don: Phoenix, 2002. – 154 p.

6. Vorozheikin I. E. History of labor and entrepreneurship. Tutorial. - M.: GAU, 1995. – 56 p.

7. Rofe A, I., Zhukov A. L. Theoretical foundations of the economics of labor sociology: Textbook. - M.: MIK, 2005. - 254 p.

8. Rofe A.I., Zbyshko B.G., Ishin V.V. Labor market, employment, economics of labor resources. - M., 2000. – 111 p.

9. Labor law: textbook. / ON THE. Brilliantova; edited by O.V. Smirnova, I.O. Snegireva. – 4th ed., revised. And additional – M.: Prospekt, 2009. – 624s

Additional sources

10. Legal portal “LavvMix” (www. lavvmix.ru).

11. Website www. bbest.ru.

12. Website www.

ANNEX 1

internal labor regulations for employees of OJSC "Artinsky Plant"

1. GENERAL PROVISIONS

1.1. Internal labor regulations of the Open Joint Stock Company
“Artinsky Plant” is a local regulatory act regulating in accordance with Labor
the Code of the Russian Federation and other federal laws, the procedure for hiring and dismissal
workers, basic rights, duties and responsibilities of workers and employers, regime
work, rest time, incentive and penalty measures applied to employees, as well as other
issues of regulation of labor relations in the organization.

These Rules, as well as all changes and additions to them, are approved general director organization, taking into account the opinion of the representative body of the organization’s employees.

Compliance with these Rules is mandatory for all employees of the organization.

An employee of the organization gets acquainted with these Rules before signing an employment contract.

2. PROCEDURE FOR HIRING AND DISMISSING EMPLOYEES

2.1. When hiring an employee, an employment contract is concluded.

2.2 When concluding an employment contract, the employer is obliged to require from the applicant:

Passport or other identification document;

A work record book, with the exception of cases when an employment contract is concluded for the first time or the employee starts working on a part-time basis;

Insurance certificate of state pension insurance;

Military registration documents - for those liable for military service and persons subject to conscription for military service;

Document on education, qualifications or special knowledge - when applying for a job that requires special knowledge or special training;

Medical insurance policy for compulsory insurance of citizens;

Conclusion on passing a medical examination;

persons under the age of 18 are hired only after a preliminary mandatory medical examination (examination).

Hiring of specialists can be done on a competitive basis. The regulations on the competition are approved by the administration of the enterprise and the Trade Union Committee.

When concluding an employment contract for the first time, a work book and an insurance certificate of state pension insurance are issued by the employer.

When concluding an employment contract with an employee, it may, by agreement of the parties, stipulate a condition for testing the employee in order to verify his compliance with the assigned work. The absence of a probationary clause in the employment contract means that the employee was hired without a trial. The probationary period for hiring is set from 3 to 6 months, depending on the position. The probationary period does not include periods of temporary incapacity for work of the employee and other periods when he was actually absent from work. At

If the test result is unsatisfactory, the employer has the right to terminate the employment contract with the employee before the expiration of the test period by warning him about this in writing.

form no later than 3 days in advance, indicating the reasons that served as the basis for making such a decision. The employee has the right to appeal the employer’s decision judicial procedure. If the test result is unsatisfactory, the employment contract is terminated without taking into account the opinion of the relevant trade union body and without payment of severance pay. If the probationary period has expired and the employee continues to work, then he is considered to have completed the probationary period and subsequent termination of the contract is allowed only on a general basis. If during the probationary period the employee decides that the proposed job is not suitable for him, then he has the right to terminate the employment contract according to at will by notifying the employer about this in writing 3 days in advance.

2.3. An employment contract is concluded in writing for an indefinite or definite
term. The document is drawn up in two copies, each of which is signed by the parties.
One copy of the employment contract is given to the employee, the other is kept by the employer.

The employee’s receipt of a copy of the employment contract must be confirmed by the employee’s signature on the copy of the employment contract kept by the employer.

2.4. Hiring is formalized by an order, which is announced to the employee against signature
three days from the date of actual start of work.

An employment contract that is not in writing is considered concluded if the employee | began work with the knowledge or on behalf of the general director of the organization. In this case, the written execution of the employment contract must be made no later than three working days from the date of the employee’s actual admission to work.

2.5. Changes to the terms of the employment contract determined by the parties are made by agreement between the employee and the employer, with the exception of cases provided for by the Labor Code of the Russian Federation. An agreement to change the terms of the employment contract determined by the parties is concluded in writing.

2.6. When hiring an employee or transferring him in the prescribed manner to another job, the receiving head of the structural unit introduces the employee to the internal labor regulations in force at the enterprise, other local regulations related to the employee’s labor function, and the collective agreement.

2.7. Transfer to another permanent job in the same organization at the initiative of the employer, that is, a change in job function or change essential conditions employment contract, transfer to permanent work in another organization, or to another location together with the organization is permitted only with the written consent of the employee. An employee in need of

in accordance with the medical conclusion in providing another job, the employer is obliged, with his consent, to transfer him to another available job that is not contraindicated for him due to health reasons. If the employee refuses the transfer, or the organization does not have the relevant work, the employment contract is terminated. It is not a transfer to another permanent job and is not

requires the consent of the employee to move him in the same organization to another workplace, in

Another structural unit of this organization in the same area, assignment of work on another mechanism or unit, if this does not entail a change in the labor function and

changing the essential terms of the employment contract.

2.8. For reasons related to changes in organizational or technological working conditions, it is allowed to change the essential terms of the employment contract determined by the parties at the initiative of the employer while the employee continues to work without changing the job function.

The employee must be notified by the employer in writing of the introduction of these changes no later than 2 months before their introduction. If the employee does not agree to continue working under the new conditions, then the employer is obliged to offer him in writing another job available in the organization that corresponds to his qualifications and state of health, and in the absence of such work, a vacant lower position or lower paid job that the employee can perform with taking into account his qualifications and health status. In the absence of the specified work, as well as in the event of the employee’s refusal of the offered work, the employment contract is terminated.

If circumstances may lead to mass layoffs of workers, the employer, in order to preserve jobs, has the right, taking into account the opinion of the elected trade union body of the organization, to introduce a part-time working regime for a period of up to 6 months. If the employee refuses to continue working under the terms of the appropriate working hours, the employment contract is terminated with the provision of appropriate guarantees and compensation to the employee. Cancellation of the part-time work regime is carried out by the employer, taking into account the opinion of the representative body of the organization’s employees.

2.9. In case of production necessity, the employer has the right to transfer the employee for a period of up to one month to work not stipulated by the employment contract in the same organization with wages for the work performed, but not lower than the average earnings for the previous job. Such a transfer is permitted to prevent a catastrophe, industrial accident or natural disaster; to prevent accidents, downtime (temporary suspension of work for reasons of economic, technical or organizational nature), destruction or damage to property, as well as to replace an absent employee. In this case, the employee cannot be transferred to a job that is contraindicated for him due to health reasons. The duration of transfer to another job to replace an absent employee cannot exceed one month. during the calendar year (from January 1 to December 31). With written consent, an employee may be transferred to a job requiring lower qualifications.

2.10. When hiring, transferring to another job in other cases established by labor legislation, as well as if the need arises, the organization’s labor protection specialist familiarizes all employees with labor protection requirements.

Conducts workplace safety briefings for each employee; the receiving head of the structural unit with recording of the results in the Journal of workplace safety briefings for the organization’s employees.

When performing his job duties, the employee must comply with the appropriate
safety instructions.

2.11. The employer is obliged to remove from work (not allow to work) the employee:

Appearing at work in a state of alcohol, drug or other toxic intoxication;

Has not undergone training and testing of knowledge and skills in the field of labor protection in accordance with the established procedure;

Has not passed the mandatory preliminary or periodic Medical examination in accordance with the established procedure;

If, in accordance with a medical report, a contraindication is identified for the employee to perform work stipulated by the employment contract;

The employer suspends the employee from work (does not allow him to work) for the entire period of time until the circumstances that served as the basis for the suspension from work or not being allowed to work are eliminated;

In other cases provided for in Article 76 of the Labor Code of the Russian Federation.

2.12 Termination of an employment contract can only take place on the grounds provided for by labor legislation.

2.13 An employment contract may be terminated at any time by agreement of the parties to the employment contract.

2.14 An employee has the right to terminate an employment contract by notifying the employer in writing no later than two weeks in advance, unless a different period is established by the Labor Code of the Russian Federation or other federal law. Upon expiration of the notice period for dismissal, the employee has the right to stop working.

2.15Fixed-term employment contracts with employees are terminated in compliance with the rules established by Article 79 of the Labor Code of the Russian Federation.

2.16 Termination of an employment contract at the initiative of the employer is carried out on the grounds provided for in Article 81 of the Labor Code of the Russian Federation. It is not allowed to dismiss an employee at the initiative of the employer (except in the case of liquidation of the organization) during the period of his temporary incapacity for work and while on vacation.

2.17 Termination of an employment contract is formalized by an order signed by the general director of the organization or a person authorized by him. The employee familiarizes himself with this order with signature.

2.18 The day of termination of the employment contract in all cases is the last day of work of the employee, with the exception of cases where the employee did not actually work, but in accordance with the Labor Code of the Russian Federation or other federal law, his place of work (position) was retained.

2.19 On the day of termination of the employment contract, a specialist from the organization’s HR department issues to the employee work book, as well as, upon the written application of the employee, duly certified copies of documents related to the work. On the settlement day, the organization’s department makes a final settlement with the employee. Entries in the work book about the basis and reason for termination of the employment contract are made in strict accordance with the wording of the Labor Code of the Russian Federation or other federal law and with reference to the relevant article, part of the article, paragraph of the article of these documents.

3. FUNDAMENTAL RIGHTS, DUTIES AND RESPONSIBILITIES OF EMPLOYEES

3.1. The employee has the right to:

Conclusion, amendment and termination of an employment contract in the manner and under the conditions established by the Labor Code of the Russian Federation and other federal laws;

Providing him with work stipulated by the employment contract;

A workplace that complies with state regulatory requirements for labor protection and the conditions provided for by the collective agreement;

Timely and full payment of wages in accordance with your qualifications, complexity of work, quantity and quality of work performed;

Rest ensured by the establishment of normal duration, working hours, reduced working hours for certain professions and categories of workers, the provision of weekly days off, non-working holidays, paid annual leave.

Other rights of employees are established by Article 21 of the Labor Code of the Russian Federation, and may also be provided for by a collective agreement, local regulations of the organization and an employment contract.

3.2. The employee is obliged:

Conscientiously fulfill his labor duties assigned to him by the employment contract and job description;

Comply with these Rules and other local regulations of the organization;

Maintain labor discipline;

Comply with established labor standards;

Treat with care the property of the employer (including the property of third parties located at the employer, if the employer is responsible for the safety of this property) and other employees;

Immediately inform the employer or immediate supervisor about the occurrence of situations that pose a threat to the life and health of people, the safety of the employer’s property (including the property of third parties located at the employer, if the employer is responsible for the safety of this property).

Take care of the employer’s property, effectively use equipment, tools, materials, save heat, electricity, fuel and other energy resources;

take measures to immediately eliminate the causes and conditions that impede or complicate the normal production of work (downtime, breakdowns, accidents), if it is impossible to eliminate these causes on your own, immediately report to the administration of the site, workshop, plant;

The range of duties that each employee must perform according to his qualifications, specialty, position is determined by the employment contract, tariff and qualification reference books, technical rules, job descriptions and regulations approved in the prescribed manner.

4. FUNDAMENTAL RIGHTS, DUTIES AND RESPONSIBILITIES OF THE EMPLOYER

4.1. The employer has the right:

Conclude, amend and terminate employment contracts with employees in the manner and under the conditions established by the Labor Code of the Russian Federation and other federal laws;

Conduct collective negotiations and conclude collective agreements;

Encourage employees for conscientious, effective work;

Demand that employees perform their job duties and take care of the employer’s property (including the property of third parties owned by the employer, if the employer is responsible for the safety of this property) and other employees, and comply with these rules;

Bring employees to disciplinary and financial liability in the manner established by the Labor Code of the Russian Federation and other federal laws;

Adopt local regulations;

Create associations of employers for the purpose of representing and protecting their interests and join them.

4.2. The employer is obliged:

Comply with labor legislation and other regulatory legal acts containing labor law norms, local regulations, terms of the collective agreement, agreements and employment contracts;

Provide employees with work stipulated by the employment contract;

Ensure safety and working conditions that comply with state regulatory labor protection requirements;

Provide workers with equipment, tools, technical documentation and other means necessary for the performance of their labor duties;

Perform other duties provided for by labor legislation and other regulatory legal acts containing labor law standards, collective agreements, agreements, local regulations and employment contracts;

Pay in full the wages due to employees within the terms established by the Labor Code of the Russian Federation, the collective agreement, the internal labor regulations of the organization, and employment contracts;

Provide for the labor needs of employees related to the performance of their job duties;

Carry out compulsory social insurance of employees in the manner established by federal laws;

Compensate for harm caused to employees in connection with the performance of their labor duties, as well as compensate for moral damage in the manner and under the conditions established by the Labor Code of the Russian Federation, federal laws and other regulatory legal acts;

Perform other duties provided for by the Labor Code of the Russian Federation, federal laws and other regulatory legal acts containing labor law standards, collective agreements, agreements and employment contracts.

MODERN HUMANITIES ACADEMY

Department______________________________________

08.00.05 – Economics and management of the national economy (management of innovation and investment activities, labor economics)

“Theoretical foundations for organizing incentives for employees in the process of entrepreneurial activity”

Completed by: Tereshchenko K.A.

Moscow 2009

1. Theoretical foundations for organizing incentives for employees in the process of entrepreneurial activity

1.1 The essence and objectives of stimulating employees in business activities

1.2 Principles for creating an incentive system at an enterprise

1.3 Social policy at the enterprise

List of used literature

Entrepreneurship plays a major role in the development of the modern Russian economy. There are various definitions of entrepreneurship.

“Entrepreneurship is the proactive independent activity of citizens and their associations aimed at making a profit.”

“Entrepreneurship is the organization of an enterprise, productive activity, production of a product or service.”

Thus, entrepreneurship is the activity of producing goods or services aimed at making a profit.

It must be said that “labor relations are perhaps the most difficult problem of entrepreneurship, especially when the enterprise team numbers tens, hundreds and thousands of people.” Therefore, without good organization of employee labor and competent personnel management, an entrepreneur will not achieve good results in the market in a competitive environment.

“Labor organization and personnel management are multifaceted processes. They include such elements as hiring and placement of workers, distribution of responsibilities among them, training and retraining of personnel, stimulation of labor, and improvement of its organization.” Thus, stimulating employees is one of the components of personnel management. Without competent organization of employee incentives, it is impossible for an enterprise to grow its profits and be competitive in the market. In a market economy, the relationship between employee and entrepreneur is built on a new basis. The goal of an entrepreneur is success in the market and, accordingly, making a profit. The goal of employees is to receive material rewards and satisfaction from work. An entrepreneur tries to get maximum profit with minimum costs (including personnel costs). Hired workers try to receive greater material rewards with a smaller volume of work performed. Finding a compromise between the expectations of the employee and the entrepreneur is the essence of stimulating workers in a market economy.

For an entrepreneur, people are the most valuable resource, since it is people who can constantly improve. Accordingly, by skillfully managing people, you can constantly improve the organization of production and increase profits. Therefore, an entrepreneur must have a good understanding of people, know their strengths and weaknesses, and the motives that motivate them to work. The concept of “stimulating employees” follows from the need to increase the profit of an enterprise as the final financial result of its activities. The profit of an enterprise acts as an evaluation and fund-forming indicator. Based on the profit received, material incentive funds for employees are formed. At the same time, the concept of “stimulation” is not limited only to the material factor, but also includes other forms.

“Labor efficiency” and “labor quality” are key factors in increasing enterprise profits in the long term.

The economic literature provides various definitions of labor quality. In economic practice, the concept of “improving product quality” is widely used. Thus, S. Shkurko defines “improving product quality” as “improving its consumer properties, reliability, durability, technical excellence, aesthetic design, etc.” Thus, in our opinion, improving product quality ensures increased competitiveness of the enterprise in the market, labor savings and material resources and, as a consequence, an increase in production volumes due to increased demand and an increase in profit as the main indicator of the enterprise’s activity.

The quality system is closely related to the quality of work. In the context of scientific and technological progress, the technological aspect of product quality is of particular importance. That means high level compliance with production technology, compliance with all parameters of finished products and semi-finished products, compliance with increasingly stringent requirements of international standards and environmental regulations.

In the modern economy, there is a high level of cooperation in production and division of labor, which also makes it necessary for products to comply with established quality systems and the international quality system ISO – 9000. According to the growing requirements for product quality and its compliance with international standards and quality systems, enterprises face the need to improve their qualifications frames. Therefore, at present, the role of personnel training and retraining systems is increasingly increasing in accordance with the growing requirements for their qualifications to ensure the required product quality. With the increasing automation of production, the reduction of manual labor, and even the complete replacement of humans with machines, personnel qualifications play an important role in improving product quality based on international standards and systems.

The concept of “labor quality” is inextricably linked with the concept of “labor efficiency”. Currently, “labor efficiency” is determined not only by labor productivity, but passes through all stages of production, from development to serial production. Increasing “labor efficiency” is improving the technological process, reducing the material consumption of products, optimizing the labor process of workers, leading to an increase in the profit of the enterprise.

Thus, stimulating the efficiency and quality of workers’ work leads to increased profits and increased competitiveness of the enterprise in the market. In the modern economy, employee incentives are not limited only to measures of material reward, but are aimed at improving the employee’s personality, creating in him an interest in the success of the organization as a whole, and also includes other forms, such as social benefits, moral incentives, humanitarian incentives to work, etc. .

With the development of entrepreneurial activity, enterprises gained freedom in resolving issues of organizing production and remuneration of workers. The purpose of granting broad powers to enterprises in resolving these issues was to create the prerequisites for increasing labor productivity, improving product quality and improving the remuneration mechanism, which would make it possible to interest workers in the results of their work. In fact, what happened was that the old system of employee incentives ceased to exist as a single system, and the expected reform in wages did not happen, which led, in many respects, to the loss wages stimulating function. Therefore, solving the problem of increasing the production of domestic products and improving their quality is impossible in isolation from solving the issues of stimulating and evaluating the work of hired workers.

The concept of incentives is associated with the concept of the production team. The production team and each of its members are objects of stimulation. When managing a production team, the main attention should be paid to organizing the labor process and stimulating workers. The organization of management of a production team should be preceded by a clear formulation of the tasks facing it, the main of which are the production of products, works, services and the implementation, based on the profit received, of the social and economic interests of employees and the interests of the entrepreneur who owns the property of the enterprise, the organization of incentives for employees based on the results of work performed . Stimulation is aimed at increasing volume, expanding the range, improving the technical level and quality of products, taking into account the achievements of scientific and technological progress. In turn, efficient and high-quality work entails a reduction in costs and an increase in production profitability, which makes it possible to further financially reward employees.

When we talk about stimulating employees, we mean all employees of the enterprise, not just production workers. In this regard, it is necessary to separate the concepts of “labor efficiency” and “labor productivity” of workers. The productivity of workers is determined not only by the efforts of the employee himself, but also depends on other reasons: input new technology and technology, the use of new types of raw materials and materials, the introduction of more advanced forms of organization of production and labor. The efficiency of workers’ labor depends entirely on themselves, on their personal qualities and abilities, all other things being equal. The dependence of the company’s performance on the labor efficiency of employees, as well as other internal and external factors, is shown in Fig. 1

Today it is important to restore the role of material incentives in the enterprise. The essence of stimulating employees is as follows:

this is the stimulation of high labor performance of the employee;

this is the formation of a certain line of employee labor behavior aimed at the prosperity of the organization;

this is an incentive for an employee to make the fullest use of his physical and mental potential in the process of fulfilling his duties.

Fig.1. Dependence of the company’s performance on the labor efficiency of employees, external and internal factors

Therefore, incentives are aimed at motivating the employee to perform effective and high-quality work, which not only covers the costs of the employer (entrepreneur) for organizing the production process and remuneration, but also allows for a certain profit. Whereas the profit received goes not only into the pocket of the employer (entrepreneur), but is used to pay taxes to the federal and local budgets and to expand production. Thus, stimulating the work of hired workers is not a private matter of a particular enterprise and organization, but plays an important role in economic development country, in the prosperity of the national economy.

In economics, an employee and an employer interact at two levels:

1) in the labor market, where the wage rate is determined and a collective agreement is concluded;

Within an enterprise, the relationship between employees and employers is built on the basis of labor standards that establish the working day and labor intensity.

When talking about stimulating employees, we must also take into account such a concept as labor motivation. Motivation is defined by two concepts: need and reward. Needs are primary and secondary. The primary physiological needs of a person are: food, water, clothing, housing, rest, etc. Secondary needs are psychological in nature: needs for affection, respect, success.

When stimulating labor as providing an employee with remuneration for work, which he uses to satisfy his needs, it is necessary to take into account that different people approach this issue differently, defining different values for themselves. Thus, for a person of high material income, extra time for rest may be more significant than the additional earnings that he would receive for overtime work. For many people, such as knowledge workers, respect from colleagues and interesting work will be more important than the extra money he could get by going into trading or becoming a commercial agent.

Therefore, reward for work can be of two types: internal and external.

Intrinsic reward is the pleasure a person receives from work, from respect from colleagues, from being part of a team.

External rewards include material benefits, career advancement, and increased social status.

When addressing issues of employee incentives, it is necessary to proceed from the priorities in motivating workers. At different levels of socio-economic development of society, the types of labor motivation of workers are also different. With a certain material well-being in society, a level of prosperity that allows not only to satisfy primary needs, workers have increased motivation to ensure that their work brings them satisfaction and is meaningful for them and society. In an unstable economic situation, satisfaction of primary needs and the desire to earn a livelihood come first. Thus, in Russia, about 60% of workers are of the opinion that the main incentive to work is to obtain the necessary means of subsistence. And only about 20% put satisfaction from work and its social significance in the first place, regardless of the amount of payment. Accordingly, when creating an incentive system at an enterprise, its creation should be based on the types of work motivation that prevail over others. In today's Russian situation, this is a material factor as a means of subsistence.

In addition, it is important to know how work motivation is distributed among individual groups of workers. It is on this basis that it is necessary to establish different systems remuneration and stimulation of its efficiency and quality in general for groups of workers.

Thus, enterprise managers attach greater importance to the importance of the work performed, to obtaining satisfaction from work activity (about 40%) and a smaller part (about 35%) to the material factor. Other groups of workers put the motivation of obtaining a livelihood in the first place. Moreover, with the decline in the status of workers, their requirements for work as a source of satisfaction and awareness of the significance of their activities are reduced almost to zero. For example, among the heads of structural divisions of enterprises, about 45% put material benefits and about 30% job satisfaction in first place, among skilled workers in the city, 70 and 10%, respectively, in rural areas - 65 and 15%, among unskilled workers in the city, respectively, 60 and 5%, in rural areas – 65 and 5%.

Such differences in the types of labor motives are easily explained: business managers and middle managers, as a rule, are well-off financially, they do not experience delays in wages, and they do not think about how to feed themselves and their families. This explains their needs for satisfaction from work. While employees and workers have problems of a different level - they consider wages and, accordingly, work only as a source of livelihood.

All this data suggests that when stimulating employees, an individual approach is needed both to employees of different social and official status, and to individual employees within different groups.

Today, in leading Western companies, personnel incentives are considered as an element of the overall personnel management system, which is inextricably linked with it and with all other elements of the system. This approach assumes that the human factor is one of the determining factors in the success of an organization in a competitive market. Therefore, in addition to determining the forms and methods of stimulating employees, the personnel program includes personnel planning, high-quality personnel training, the formation of indicators for assessing both jobs and labor results, training in the specialty and management for management personnel and other areas of work with personnel .

For example, at the German airline Lufthansa, the “Personnel” work area is in second place after the “Finance” area. The “Personnel” direction includes such programs as determining wages, creating a system of key production indicators, and creating a system for evaluating these indicators. Thus, the most serious attention is paid to working with personnel and, in particular, to developing methods for stimulating employees, along with finance and other priority areas of work. Personnel programs at Lufthansa Airlines are shown in Fig. 2.

Fig.2. HR programs at Lufthansa Airlines

The International Labor Organization (ILO) deals with issues of labor organization and remuneration at the interstate level. The ILO approves basic provisions on various issues of organization, remuneration and labor protection, allowing existing procedures to be brought to modern civilized forms approved by ILO member states.

The structure of employers' labor costs was approved by the ILO in Resolution of the XI International Conference on Labor Statistics. According to the ILO methodology, labor costs are divided into ten consolidated types, of the same type in their content and having common regulatory objectives. Labor costs include:

2) payment for unworked time;

3) one-time bonuses and incentives;

4) expenses for food, fuel and other in-kind provisions;

5) expenses for providing workers with housing;

6) expenditures on social protection;

7) expenses for vocational training;

8) expenses for cultural and consumer services;

9) costs not included in the previously given classification groups;

Thus, it can be noted that the ILO included in labor costs all those material and social incentives that Russian and, to a greater extent, foreign enterprises usually use to stimulate their workers in order to increase the efficiency and quality of work.

In our country, a number of well-known scientists are developing theoretical approaches and the possibilities of their practical implementation in the field of stimulating employees: N.A. Volgin, Yu.P. Kokin, R.A. Yakovlev, K.Yu. Korolevsky, E.K. Medvedeva and others. Currently, different opinions are expressed in the scientific literature on the issue of the dependence of an employee’s individual wages on the final results of the enterprise’s activities. Some scientists are of the opinion that such a connection is irrational due to the dependence of the result, first of all, on the skillful actions of the enterprise administration, while others, on the contrary, insist on the opposite.

Wages, according to Yu. Kokin, have two main functions:

1) reimburses the cost of labor, thereby ensuring its participation both directly in the production process and in the labor market;

2) economically encourages workers to increase labor costs by comparing labor compensation with the quantity and quality of labor expended.

In the current economic situation, wages at most Russian enterprises do not fulfill both of their functions.

Current wage levels cannot offset the cost of labor in most Russian enterprises. The decline in production and the lack of effective demand do not allow enterprises to increase wages to the level of reimbursement of the cost of labor.

Moreover, the second function of wages, which plays a stimulating role in effective and high-quality work, is not fulfilled.

Labor power has depreciated; accordingly, the low level of wages, which does not even compensate for the cost of labor power, cannot act as an incentive to work. As a result, the majority are simply registered at the enterprise, receiving low wages, and labor productivity has fallen to minimal levels.

At the same time, when talking about wages as a function of reimbursing the cost of labor, we must take into account that this function is extremely important, since it satisfies the primary physiological, social and cultural needs of workers. These types of needs include:

1) food;

3) household items;

5)medical service;

6) general and vocational education;

7) satisfaction of social needs during working life and after its completion;

Accordingly, wages must satisfy these human needs as the most important ones in life. And at the second stage, wages should have the function of stimulating hired labor in order to increase, on the one hand, production efficiency and increase profits, and on the other hand, increase the material well-being of workers.

In connection with all of the above, the question may arise: is the remuneration of employees, taking into account the results of their work, on the one hand, and compensation for the cost of labor not related to the results of labor, on the other hand, comparable?

Here is the opinion of Yu. Kokin:

“The orientation of wages towards the costs of reproduction of the labor force does not mean that the payment of wages to employees should cease to be a form of distribution according to work. One of the approaches to the organization of wages proposed today denies its connection with the results of labor and the final performance indicators of the enterprise. This formulation of the question "is very doubtful. Remuneration of employees must necessarily be linked to individual labor achievements, and the individual labor contract concluded with the employee must provide for just such an approach."

According to Yu. Kokin, “understanding the economic nature of wages as the cost (price) of labor means that its level should be oriented towards compliance with the subsistence minimum and consumption at the level of the minimum consumer budget. As for the differentiation in pay by professional and qualification groups workers, according to the areas of labor application, then it should be based on differences in the complexity, intensity and productivity of labor, therefore, the basic methodological principles associated with the distribution of labor do not lose their importance when building a reasonable system of remuneration and labor incentives."

We completely agree with the opinion of Yu. Kokin that the point of view about the irrationality of the connection between an employee’s individual earnings and the final results of the enterprise’s work as a whole is erroneous. Proponents of this approach argue that the final result practically does not depend on the work of each employee, but rather depends on the ability of managers to rationally organize production and management. Of course, good leadership of an organization is the main condition for its success. And no matter how hard subordinates work, in the absence of proper leadership there will be no success. At the same time, even with good leadership, the success of an organization is determined not by the efforts of managers alone, but by the high-quality and effective work of the entire team, each individual employee. And as it shows Foreign experience, to create an effective system of incentives for employees, it is necessary to use modern forms of payment, which, on the one hand, guarantee a certain minimum wage, and on the other, make the employee’s earnings dependent on the final results of the organization’s activities.

In addition, recently the concept of scientific organization of labor (SLO) has been undeservedly forgotten. At the same time, it is impossible to achieve good results in labor organization without using the provisions of the NOT.

The question arises, what does NOT have to do with stimulating efficiency and quality of work? The answer is simple. First, incentives are part of the scientific organization. Secondly, all other issues that the NOT considers precede incentives in their decision, and the creation of an incentive system after solving these issues completes the process of organizing production in entrepreneurial activity.

Let's consider some directions for solving this problem.

When creating an incentive system, one should proceed from the principles developed in management theory and applied in a market economy:

complexity;

consistency;

regulation;

specialization;

stability;

purposeful creativity.

Let us dwell on the essence of these principles.

The first principle is complexity. Complexity implies that a comprehensive approach is required, taking into account all possible factors: organizational, legal, technical, material, social, moral and sociological. Organizational factors are the establishment of a certain order of work, the delimitation of powers, and the formulation of goals and objectives. As already mentioned, proper organization of the production process lays the foundation for further efficient and high-quality work.

Legal factors closely interact with organizational factors, which serve the purpose of ensuring compliance of the rights and responsibilities of an employee in the labor process, taking into account the functions assigned to him. This is necessary for the proper organization of production and further fair incentives.

Technical factors involve providing personnel with modern means of production and office equipment. Just like organizational ones, these aspects are fundamental to the work of an enterprise. Material factors determine specific forms of material incentives: wages, bonuses, allowances, etc. and their size. Social factors involve increasing the interest of employees by providing them with various social benefits, providing social assistance, and the participation of employees in team management. Moral factors represent a set of measures, the purpose of which is to ensure a positive moral climate in the team, the correct selection and placement of personnel, and various forms of moral incentives. Physiological factors include a set of measures aimed at maintaining health and increasing the performance of employees. These activities are carried out in accordance with sanitary, hygienic, ergonomic and aesthetic requirements, which contain standards for equipping workplaces and establishing rational work and rest regimes. Physiological factors play no less important role in increasing the efficiency and quality of work performed than others.

The second principle is consistency. If the principle of complexity presupposes the creation of an incentive system taking into account all its factors, then the principle of consistency presupposes the identification and elimination of contradictions between factors, their linkage with each other. This makes it possible to create an incentive system that is internally balanced due to the mutual coordination of its elements and is able to work effectively for the benefit of the organization. An example of consistency would be a system of material and moral incentives for employees, based on the results of quality control and assessment of the employee’s contribution, that is, there is a logical relationship between the quality and efficiency of work and subsequent remuneration.

Regulation of the content of work performed by enterprise employees should solve the following tasks:

1) determination of the work and operations that should be assigned to workers;

2) providing employees with the information they need to perform the tasks assigned to them;

3) distribution of work and operations between divisions of the enterprise according to the principle of rationality;

4) establishing specific job responsibilities for each employee in accordance with his qualifications and level of education.

Regulation of the content of work serves to increase the efficiency of the work performed.

From the point of view of stimulating the work performed, regulation of the results of the work performed plays a very important role. It includes:

determination of a number of indicators characterizing the activities of the enterprise’s divisions and each employee separately, which would take into account the contribution of divisions and individual employees to the overall result of the enterprise’s activities;

determination of quantitative assessment for each of the indicators;

creation of a general system for assessing the employee’s contribution to the achievement of overall performance results, taking into account the efficiency and quality of the work performed.

Thus, we can say that regulation in matters of incentives plays a very important role, streamlining the incentive system at the enterprise.

Based on the results of creative activity of the enterprise as a whole, a structural unit and each individual employee, measures of material and moral incentives are provided. An employee who knows that the proposal put forward by him will bring him additional material and moral benefits has a desire to think creatively. We need to take a particularly serious approach to stimulating the creative process in research and development teams.

When organizing an incentive system at an enterprise, it is necessary to take into account the proportions in payment between simple and complex work, between workers of different qualifications.

When organizing an incentive system, the reduction of labor, that is, the reduction of complex labor to simple ones, is important. The principles of labor reduction are the same for both planned and market economies and cannot change when reforming the wage system. This is confirmed by foreign experience.

The essence of labor reduction is that the differences between simple and complex labor come down to two factors. The first factor determines that more complex labor corresponds to higher qualifications of workers and, accordingly, has a higher cost compared to simpler labor. The second factor is that labor of varying complexity creates different values per unit of time. This means that more complex labor creates a greater value of production and has a greater cost per unit of time than simple labor. These provisions of labor reduction correspond to the essence of the tariff system at the enterprise. Prices for various types of labor take the form of tariff rates. The tariff rate is a measure corresponding to the price of labor of a worker of a certain profession and qualification. Therefore, most enterprises use the tariff system of remuneration as the basic one. The tariff system determines the ratio of remuneration for labor of varying complexity, profession and qualifications based on the minimum tariff rate. The advantages of the tariff system as a basic constant part in remuneration are confirmed by foreign experience (in particular, German) in organizing remuneration at an enterprise.

Flexible incentive systems are now widespread in foreign countries with developed economies. Moreover, flexibility in remuneration manifests itself not only in the form of additional individual supplements to wages. The range of flexible payments is quite wide. These include individual bonuses for length of service, experience, level of education, etc., and systems of collective bonuses, designed primarily for workers, and profit-sharing systems, designed for specialists and managers, and flexible systems of social benefits. Only the use of all forms of incentives designed to apply to all employees of the organization can give the desired effect. As experience shows, at Russian enterprises currently the main problems in the mechanism for stimulating employees are:

1) insufficient flexibility of the mechanism for determining wages, its inability to respond to changes in the efficiency and quality of work of an individual employee;

2) the absence of any assessment at all or the entrepreneur’s biased assessment of the individual labor indicators of employees;

3) lack of fair remuneration for managers, specialists and employees; the presence of unreasonable ratios in the payment of their labor;

4) negative attitude of staff towards the amount of remuneration for their work and towards the existing payment system.

All these problems that enterprises face when resolving issues regarding wages can be overcome using Russian and foreign experience.

Therefore, both material and non-material forms of personnel incentives are used, which include wages, various profit sharing systems, collective bonus systems, individualization of wages, moral incentives, incentives for workers engaged in creative work through the use of a free work schedule, social benefits for employees.

An entrepreneur, when deciding on the creation of a system for stimulating employees at an enterprise, must take into account such a macro-indicator as the consumer price index, which does not depend on the efficiency and quality of work of employees and the enterprise staff as a whole. Accordingly, the presence of such an indicator makes it necessary to automatically index wages taking into account changes in the price index for a certain period.

The wage indexation mechanism exists in eleven Western European countries, the USA and Japan and is of a different nature. In Belgium, Denmark, Greece, Italy, Luxembourg and the Netherlands, it is national in nature and is enshrined in nationwide tripartite agreements between business associations, trade unions and the state. This mechanism guarantees wage increases either on a periodic basis (quarterly or annually) or upon reaching a predetermined limit (“threshold”) of the price index (above 3%).

In the USA, Japan, Finland, France, Spain, Switzerland and the UK, wage indexation is carried out without government participation at the firm or industry level through collective agreements between employers and trade unions. Here, the basis for wage indexation is the achievement of a “threshold” of the price index (5-7%).

In Austria, Ireland, Norway, Portugal and Sweden, a wage indexation mechanism does not exist, and in Germany it is prohibited by law. However, real wage indexation also exists here and, as a rule, is enshrined in collective agreements.

When deciding on wage indexation at the state level, it is necessary to select a base for calculating the price index. In most foreign countries, such a base is the national price index (Table 2).

When deciding on indexation under collective agreements at the firm level, the price index at the local level is usually taken as the basis.

In the US, wage indexation is based on a national price index or a local index. Indexation is fixed in the collective agreement in the form of a fixed increase to the hourly wage rate with a certain increase in the price index. Typically, the increase is one cent to the hourly rate for every 0.3 point increase in the price index.

table 2

The mechanism of wage indexation in countries where it is fixed at the state level

	Wage indexation mechanism
	The wage increase is based on the increase in the price index calculated monthly by the Ministry of Economic Affairs over the past four months. Under most agreements, the index "threshold" at which wage increases begin is 2%. Indexation usually concerns all earnings. In recent years, a “ceiling” has been established, above which wages are not indexed.
	Wage increases are based on increases in the price index, calculated twice a year by official statistical bodies. The price index excludes fuel and energy prices. When the price index reaches 3% or more, a fixed salary is added to the salary sum of money, which is paid over six months. For the category of employees, the bonus is 60% higher than for workers. Total earnings are subject to indexation.
	The increase in wages for the category of workers is based on the growth of a special price index calculated by the central statistical authorities on a quarterly basis. Each point of change in the price index is valued at 6,800 liras. In addition, there is indexation of management salaries based on the regular consumer price index. The price of a point of change in this index is estimated at 300 lire for one year.
Netherlands	The wage increase is based on a special price index that excludes health care prices and indirect taxes. Indexation is carried out twice a year in an amount equivalent to the increase in prices, that is, when prices increase by 2.5%, wages increase accordingly by 2.5%.

Table 3 shows an example of wage indexation set out in the collective agreement of the Lockheed Aircraft Corporation.

Table 3

An example of wage indexation at Lockheed Aircraft Corporation

		Price index for the previous quarter (1967=100)	Total increase to the hourly tariff rate, cents

In Russia, in conditions of inflation and rising prices, of course, in our opinion, it is necessary to provide a mechanism for wage indexation at the state level. At the same time, it seems to us that the wage increase should not concern the entire worker’s earnings, but only the basic guaranteed wage rate. Otherwise, the wage indexation mechanism may conflict with the employee incentive mechanism. Here you can also turn to the experience of developed foreign countries.

In the late 70s - early 80s, price increases in these countries reached significant levels, which led to the indexation of workers' incomes, but at the same time weakened the motivation of workers. This is due to two circumstances:

1) wage indexation depreciates incentive methods such as bonuses, individual allowances, etc., since wage growth is not related to employee achievements;

2) an increase in wages in accordance with the price index based on fixed wage premiums leads to equalization of wages for workers with different qualifications and labor results.

Thus, wage indexation reduces the incentive function of wages and leads to higher prices due to increased labor costs. At the same time, in conditions of inflation, wage indexation is inevitable.

Therefore, in our opinion, it is necessary to index only the basic salary without taking into account additional payments as an inevitable measure of social protection of the population in the form of an equivalent increase to the tariff rate in proportion to the increase in prices, and not in the form of fixed allowances that equalize workers with different qualifications and labor results. At the same time, all additional payments (bonuses, from profits, etc.) should depend only on production results and be accrued with increasing production efficiency and increasing profits.

Thus, when creating an incentive system at an enterprise, it is necessary to take into account that employees also take part in regulating wages. government bodies. Typically, participation is carried out in four main areas:

Establishment of a guaranteed minimum wage;

Tax policy (in relation to income and wages);

Indexation of income or compensation for their fall when prices rise;

Direct regulation of wages in the public sector of the economy.

In accordance with the legislation of the Russian Federation, the conclusion of industry tariff agreements and collective agreements at enterprises regarding wages occurs against the backdrop of compliance with a number of regulatory parameters and restrictions, including:

The subsistence minimum, which, according to the Presidential Decree, must be used to justify minimum income and quarterly revision of the minimum wage;

Consumer price index for goods and services, which serves as the basis for quarterly increases in household incomes;

A unified tariff schedule for budgetary industries (and recommended for commercial ones), establishing fixed ratios for qualifications;

Current labor legislation, which provides for increased pay for severe hazardous working conditions, compensation for work at night, overtime, in the Far North and equivalent areas, and other benefits and wage guarantees;

Mandatory insurance payments for social insurance, collective and personal.

Any types of incentives must be targeted and transparent, because employees can only be expected to improve the efficiency and quality of their work when they know that their work is paid fairly.

The incentive system must comply with the principle: pay must correspond to the work.

Speaking about the system of incentives for hired workers, it is necessary to highlight the main requirements for it. In our opinion, these include:

1) clarity and specificity of the incentive system as a whole, provisions on wages and additional payments;

2) a clear statement of the employee’s job responsibilities;

3) creation of a system for objective assessment of employees and the elimination of subjectivity in assessment;

4) the dependence of the amount of wages on the complexity and responsibility of the work;

5) the possibility of unlimited salary growth with an increase in the employee’s individual results;

6) taking into account in wages the level of significance of certain works for the enterprise;

Thus, when creating an incentive system, it is necessary to take into account the whole range of issues, including state regulation of wages.

An important role in long-term incentives for employees to work for a long time efficient work The enterprise plays a role in social benefits that enterprises provide to their employees. Social benefits can be either guaranteed by the state or voluntarily provided by an enterprise to its employees.

State-guaranteed social benefits are mandatory for enterprises of all forms of ownership and therefore do not have a stimulating role, but the role of social guarantees and social protection of able-bodied members of society who have jobs. These benefits include: annual paid leave, paid sick leave etc. These benefits are mandatory.

But an enterprise can provide its employees with benefits not provided for by law. This is done to attract new workers to the enterprise, reduce staff turnover, and stimulate efficient and high-quality work. In addition, employers, by providing social benefits to employees, also pursue goals such as reducing trade union activity, preventing strikes, and attracting and retaining qualified personnel at the enterprise.

Social benefits are a special form of employee participation in the economic success of the enterprise. In the modern economy, the condition for the success of a company is not only the maximization of profits, but also the social security of the employee and the development of his personality.

In this regard, we can highlight a number of functions of social benefits voluntarily provided by the enterprise to its employees:

1) aligning the goals and needs of employees with the goals of the enterprise;

2) development of a special psychology among employees when they identify themselves with their enterprise;

3) increasing productivity, efficiency and quality of work and the readiness of employees to work effectively for the benefit of the enterprise;

4) social protection of employees at a higher level than provided for by law;

5) creation of a positive microclimate in the workforce of the enterprise;

6) creating a positive image of the enterprise among its employees and public opinion.

What social benefits can an enterprise provide to its employees?

Such voluntary social benefits can be divided into four types:

1)social benefits in in monetary terms;

2) providing employees with an additional old-age pension;

3) granting employees the right to use social institutions of the enterprise;

4) social assistance to the family and organization of leisure activities for workers and members of their families.

Social benefits in monetary terms carry a principle similar to monetary remuneration. Such benefits may include the right for employees to purchase shares of the enterprise at a reduced price. This achieves the goal of involving the employee in co-ownership of the enterprise, which creates a sense of ownership among employees and a careful attitude towards the property of the enterprise. The forms of participation of an employee in the capital of an enterprise can be different. These include free shares, ordinary shares with a discount by a certain percentage from the market share price, and preferred shares without voting rights. general meeting shareholders.

In addition, social benefits in monetary terms include various payments to employees for personal celebrations, say, on the occasion of 10, 20, 30 years, etc. anniversaries of official activity at the enterprise in combination with special leave. Moreover, the amount of payment and the duration of additional leave may depend on the length of service at the enterprise.

Benefits of this kind include the provision of company cars, personal offices, etc. to managers and especially gifted engineering and technical employees.

Providing employees with an additional old-age pension also plays a significant stimulating role for employees. Employees hold on to their jobs, knowing that after retirement they will receive additional support from the company, which, in turn, will help them maintain their standard of living and not go down the social ladder.

A serious stimulating role, especially in times of crisis and inflation, comes from granting employees the right to use the social sector institutions of the enterprise.

This kind of social services can be divided into four groups:

1) organizing meals for employees;

2) provision of housing and benefits for its acquisition;

3)organization of medical care;

4)social advisory assistance.

The costs of organizing meals for employees are usually shared by the employee and the enterprise. The employee pays only the procurement cost of the products, and the enterprise pays the remaining costs of catering (cooks’ wages, maintenance of the dining room, etc.). Thus, the employee pays 1/3 of the food costs, and the company bears the remaining 2/3 of the costs.

Providing employees with housing and benefits for its acquisition plays a very serious stimulating role. There may be various options here. For example, an enterprise builds housing and rents out apartments to employees at preferential low prices. At the same time, the employee has the opportunity to gradually buy housing during his work at the enterprise and solve the housing problem by the time of retirement. The company may also provide the employee with a low-interest mortgage loan to purchase a home.

Of course, only large organizations can solve the housing problems of employees. However, this seriously stimulates long-term work in the enterprise and significantly reduces staff turnover. This is especially true in Russia, where the housing problem is the most difficult to solve for large sections of the population.

The organization of medical care includes assigning employees to health care institutions and providing them with the necessary medical care at the expense of the organization.

Finally, an enterprise can organize social counseling assistance for those employees who have any problems that require the intervention of a psychologist, lawyer or some other specialist. For example, the legal service of an enterprise can provide advice to employees on various legal issues. Some employees who suffer from alcoholism, perform poorly at work, or have problems in their family life may benefit from psychological help.

Social assistance to families and organization of leisure activities for employees and members of their families also play an important role in the social policy of the enterprise. Options for such social assistance could be the creation of their own kindergartens for the children of employees, the reinstatement of mothers who quit to care for their children.

Organization of leisure time for employees and members of their families may include the organization of various cultural, sports and recreational activities, the organization of New Year trees, excursions, etc. for children of company employees.

In modern conditions, an enterprise that wants to be a market leader in the quality of goods produced and services offered must take the development of a social policy in relation to its employees very seriously. Social policy at an enterprise should be focused on the success of the enterprise in the market. And therefore, the relationship between the employee and the employer cannot be considered only as a “money for work” relationship. Social benefits that an enterprise provides to its employees must be attractive to them and beneficial for both parties - both the enterprise and the employee.

Therefore, there are a number of principles that the existing system of social benefits for employees must meet:

1) it is necessary to identify the material and non-material needs of employees;

2) it is necessary to fully inform employees about the social benefits provided to them, as well as about their additional nature, in addition to state benefits;

3) the social benefits provided must be economically justified and applied only taking into account the enterprise’s budget;

4) social benefits that are already provided to employees by the state should not be applied at the enterprise;

5) the system of social benefits must be understandable to employees and each employee must know why, for what merits he is or is not entitled to this or that benefit.

Currently, a new concept of social policy at the enterprise, which is called cafeteria, is being developed. Its essence lies in the fact that an enterprise provides its employee with a certain basket of social benefits for a certain amount, from which he can independently choose certain social benefits and vary them within the existing budget, that is, create a so-called “social menu” for himself.

Considerable foreign experience has been accumulated in the field of providing social benefits (Table 4).

In the area of providing their employees with packages of flexible social benefits within the existing budget at the employee’s choice, there is not only foreign, but also Russian experience. Thus, the Parus Corporation conducted a survey of staff on their preferences in choosing social benefits from the general package. The following types of benefits were proposed:

professional education;

medical service;

compensation for transportation costs;

nutrition.

Table 4

The share of workers receiving basic types of payments and benefits in large and medium-sized US firms in 1985 (as a percentage of all employees in these firms)

Types of payments and benefits	Everyone is busy	Specialists and managers	Production workers
Pension insurance (except state)
Life insurance
Sickness and work injury insurance
Providing free medical care
Payment for hospital services
Paying for home care
Pay for private nurses
Payment for dental services
Paid vacation
Paid holidays
Paid break time
Paid lunch time
Paid leave for personal reasons
Paid sick time
Participation in profit distribution
Preferential sale of shares
Providing services for recreation and entertainment
Providing various types of assistance for continuing education
Partial payment for meals in enterprise canteens

The largest number of corporation personnel gave preference vocational training, sports and health.

Of course, in less prosperous enterprises, preferences may relate to housing and food as the most important in the employee’s existence. However, the provision of flexible social benefits and compensation is one of the very effective methods of stimulation, which will become increasingly developed with the development of social and labor relations in society. The factor of free time is used as a non-material method of stimulation.

This is a “humanitarian” incentive to work. There are three possible options here:

Providing employees with additional leave. Leave is usually granted for specific work or for special working conditions, when they differ from the normative sanitary, hygienic and labor standards ( harmful conditions labor, irregular working hours, etc.). Leave for special working conditions is guaranteed in the Russian Federation by the Labor Code. Additional leave compensates employees for high expenditures of physical or mental energy. The stimulating function of providing employees with additional leaves is to secure personnel in the enterprise and in certain specialties;

Work on a flexible schedule. The essence of this option is that the employee is given the right to determine his own work schedule (start time, end time and duration of the working day).

Naturally, working on a flexible schedule should not disrupt the production process and cause a decrease in the efficiency and quality of the work performed. Therefore, only proven and disciplined workers who know how to rationally plan their workday can be granted this right.

When working on a flexible schedule, a working time bank is usually created. To do this, records are kept of the start and end times of the working day and, accordingly, its duration for each employee who has a free schedule. Based on the results of work for the month, the number of hours worked by the employee is determined, which is compared with the standard amount of time. If there is overspending, the employee can take time off or add the overtime to vacation time. A free schedule is especially effective for scientific and technical workers involved in development, since their creative process is not limited by the working day.

Thus, sliding schedules are widely and effectively used in Western European countries. For example, already in the early 1980s, they were used by 75% of companies in France, 69% in the Netherlands, 68% in Germany, 66% in Sweden;

Reducing working hours due to savings as a result high performance labor. The stimulating function lies in the interest of workers in reducing the loss of working time, increasing the efficiency and quality of the work performed.

There are two options for rewarding employees for saved working time. The first is material, the second is the free time factor. In the first case, the employee receives a collective bonus for reducing labor costs in the cost of finished products. This will be discussed below. In the second case, the saved working time is added to the vacation provided at a convenient free time for the employee. Despite the serious stimulating effect of the free time factor, enterprise managers rarely turn to it, and some do not even understand how it can be used in managing a production team. However, this is a very effective incentive that should be fully used in organizing the production process.

According to observational data, ineffective working time (downtime) accounts for a quarter of the working day. Therefore, it is more profitable for an enterprise to allow staff to leave work early than to pay them for downtime.

Despite the fact that in the business world the working time factor is considered one of the effective labor incentives, entrepreneurs are not very willing to use it. After all, for them this is additional organizational hassle, a certain risk of disrupting the production rhythm and deadlines for fulfilling orders. For many of them, using this method generally seems too extraordinary. But this is a very effective incentive. Experience shows that moral stimulation is no less important for employees than material incentives. The efficiency and quality of work largely depend on the moral and psychological climate in the team, on the mood of the employees, and on their commitment to good work.

“The idea of self-management stimulates initiative well. People work best when they are guided by their own motivation. A person who shares the goals and values of his enterprise is able to set goals for himself, find ways to solve them and control himself. Therefore, it is not the employee himself who needs to be influenced such, but on his real goals and life values, in order through them to influence the behavior of the employee. Thus, the entrepreneur faces a difficult task - to thoroughly study the needs, requirements, expectations of those people with whom he works. Then it will be possible to set individual goals and objectives in accordance with the individual interests of employees." An entrepreneur or manager is required to create conditions for the manifestation of individuality and independence in work. Under no circumstances should a manager allow himself to micromanage employees. This is depressing and causes a feeling of mistrust among subordinates. The manager should ask the employee for the final result of his work, and not interfere without reason in the process of its implementation. It is necessary “to entrust people with a task, the implementation of which will give them a feeling of professional and personal satisfaction, will require the mobilization of all working potential, the entire volume of knowledge and skills available to them.”

Observations show that the lack of information about one’s own work often causes passivity. A person working on something perceives it as a stimulus if he is informed about the state of his work. This increases labor results by 12-15%. The manager must show signs of attention to employees and personally thank them for their good work. It is often useful to highlight the individual contribution of an employee rather than the entire group or department.

At the same time, when making a reprimand to an employee for poor work, you should not do this in front of the entire team - this humiliates the person. And the likelihood that it will perform better will decrease even further. Therefore, when reprimanding, the manager must speak personally with the employee and preferably in private. On the contrary, when expressing gratitude, it is useful to do this in the presence of the team.

In addition, forms of moral incentives can be the provision of a separate office for work, the possibility of promotion even without changing wages, an invitation to lunch with the family in a restaurant or to a country picnic.

It is especially important to say that the manager must respond to the employee’s merits immediately, so that he sees that encouragement immediately follows his work excellence. Of course, people are different. Some do not need any signs of attention at all, they first of all pay attention to the material side, others, on the contrary, attach the main importance not to money, but to their importance in the team, the necessity of the enterprise. The manager must take all this into account and try, whenever possible, to approach different employees individually.

But, in our opinion, creating a healthy atmosphere in a team plays no less a role in increasing the efficiency and quality of work than material incentives.

Thus, market organization stimulating the efficiency and quality of work is not limited only to measures of material reward, but also takes into account socio-psychological factors and assumes the employee’s interest in the success of the organization.

The topic “Improving the system of incentives for employees in the context of the development of entrepreneurial activity” is very relevant at the present time, and therefore, in order to improve incentives for the efficiency and quality of labor, it is important to analyze the various systems of incentives for employees used in countries with different levels of development of market economies.

List of used literature

1. Adamchuk V.V. Kokin Yu.P., Yakovlev R.A. Labor Economics: Textbook. - M.: ZAO Finstatinform, 1999.

2. Hakobyan G. " The most important factor achieving success is everyone’s personal interest. The experience of our enterprise fully confirms this thesis.” Man and labor, 2004 No. 5.

3. Akumova N.V. Yarmolchuk V.G. Collectively negotiated forms of wage regulation. - M.: Sotsium, 2001.

4. Andreeva I.V. Spivak V.A. Organizational behavior. – St. Petersburg: Publishing house. House "Neva", 2003.

5. Ashirov D.A. Personnel Management. - M.: Publishing house. House " Higher education and science", 2001.

6. Bobkov V.N. and others. Quality of life: Issues of theory and practice. - M: VCUZH, 2000.

7. Bobkov V.N. Menshikova O.I., Akumova N.V. New concept of remuneration. - M.: VCUZH, 1998

8. Volgin N.A. Odegov Yu.V., Labor Economics: Social and Labor Relations. – M.: Academy, 2006.

9. Questions of analysis and organization of remuneration // Living standards of the population of the regions of Russia (authors' team under the general editorship of V.N. Bobkov). – 2000 - No. 2-3.

10. Genkin B.M. Economics and sociology of labor. – M.: NORMA, 2001

11. Demin Yu.M. Personnel management in crisis situations. Peter, St. Petersburg, 2004.

12. Kibanov A.Ya. Organizational personnel management: Textbook. – M.: INFRA – M., 2004.

13. Kibanov A.Ya. Fundamentals of personnel management. – M.: INFRA – M., 2003.

14. Models and methods of personnel management. Edited by Morgunov E.M. - M.: JSC "Business School" Intel - Synthesis", 2001.

15. Molodtsov M., Krapivin O., Vlasov V. Labor law. – M.: “Norma-Infra”, 2001

16. Ponomarev I.P. Motivation by work in the organization. Editorial URSS. – M.: 2004.

17. Popov S.G. Personnel Management. Tutorial. – M.: Os-89, 2002.

18. Purtova E.A. Kroyav L.M. Managerial culture of organizations. – M.: 2004.

19. Razumov A.A. The working poor in Russia. - M.: VCUZH, 2002.

20. Rakoti. B. Wages and business income. - M: Finance and Statistics", 2001

Yu. V. Bezobrazova CHARACTERISTICS OF THE SITUATION OF HIRED EMPLOYEES

The article discusses the key features of the position of hired workers, forms of alienation of labor, issues work motivation and labor stimulation.

Key words: alienation of labor, position of hired workers, incentives and motives of work, opportunism.

Currently, there is a crisis in the wage labor system. It manifests itself in the aggravation of the alienation of labor, the increase in the demographic burden on workers, and the dissatisfaction of workers with their working life. Problems of labor motivation and increasing productivity today are popular both among scientists and among business managers. There are a large number of publications devoted to the problems of incentives and remuneration. However, in theory there is still no unified approach to assessing the work of employees; in practice, the motives of work are rarely studied, and there is no in-depth analysis of the status of enterprise employees. The relevance of the subject of the study, the situation of hired workers at enterprises, is determined by existing problems in labor incentive systems and demotivation of personnel at Russian enterprises, which entails a decrease in the economic performance of enterprises. Y. Keremetsky, based on research, notes that in most enterprises “a feudal-bureaucratic culture of relations prevails, when the hierarchy of bosses treats de facto powerless workers as serfs, if not worse.”

The purpose of our research is to identify key features characterizing the position of employees. The subject of the study is the system of labor relations at the enterprise, and the object is the position of employees. Understanding the situation of enterprise workers will make it possible to find effective methods of stimulating the work of workers, to develop adequate methods increasing work motivation, eliminating opportunistic behavior.

Hired workers in Russia, as an element of the macrostructure of society, represent a socially differentiated part of the population. In 2007, they made up 93.5% of the country's total employed population. This category of the population includes persons who perform work under an employment contract (written or oral, implying an employment contract) that guarantees a basic remuneration. Individuals elected or approved to a paid position, including managers, who manage the organization's activities on behalf of the owner are considered employees. Fixed assets, some or all of the tools, premises that the employee uses in the process of work may belong to other persons. The employee's activities can be carried out under the direct control of the owner or persons designated by the owner and employed by him.

The main characteristic of hired labor is that the product of labor, containing the newly created value, belongs to the employer. Part of the newly created value is returned to the worker as payment for the use of his labor power, or in the form of wages, the other part is appropriated by the owner. Thus, the employee and the employer enter into economic relations regarding the division of newly created value. The divergence of economic interests of the owner and the employee is the basis for the emergence of alienation of labor, under which,

we, according to K. Marx, understand “the transformation of human activity and its results into an independent force, dominating over himself and hostile to him, and the associated transformation of man from an active subject into an object of the social process.”

Alienation is a form of attitude towards work, characterized by feelings of meaninglessness, helplessness, and detachment.

We can divide the factors that determine the position of employees into two groups: objective and subjective:

1. Objective factors:

a) Macro factors - the general situation in the country, the level and nature of development of the country’s economy as a whole. The state of the national economy and the economic policy of the state determine the conditions for the development of individual enterprises, the profitability or unprofitability of various industries and sectors of the economy. Today the economy is experiencing crisis phenomena, recession industrial production, focus on the extractive industry, export of low value added products and import industrial goods high degree of processing. In 2008-2009, unemployment increased significantly and wages of employees decreased. Thus, macro factors on this moment, have an adverse impact on the position of employees.

b) Micro factors - economic condition a specific enterprise, corporate culture, system of labor organization and management, system of labor relations at the enterprise. The economic situation at an individual enterprise highly depends on macro factors. At the same time, efficient system organizations production processes, labor, management systems and corporate culture significantly improve the situation at a particular enterprise, regardless of the external environment. On the other hand, incompetent management and suboptimal organization of economic activity, even in conditions of economic recovery, lead to dissatisfaction with work activity, and even the ruin of the enterprise.

2. Subjective factors - qualification, psychological characteristics of the employee, the system of his labor motives. The employee’s attitude toward work, awareness of his position in the enterprise, and the system of internal incentives for work activity determine the employee’s perception of the labor process. Depending on how well the employee’s expectations correspond to the actual possibilities for realizing his labor potential, the employee’s emotional state and, ultimately, his tendency to opportunistic behavior depend.

In the framework of this study, we are especially interested in labor relations that develop during the labor process and subjective factors characterizing the position of employees, in particular, the system of labor motives and the corresponding system of labor incentives of the enterprise. Let us note that by the system of labor motives we understand the totality of internal conscious motivators of a person to work as a means of satisfying needs; and under the system of incentives - the totality of external incentives for a person to work, the benefits that the organization provides to staff for their work.

The main material motive for labor is wages. According to the State Statistics Service, in 2007 the nominal average monthly salary in Russia was 13,593.4 rubles. At the same time, 58.8% of the population had a salary below the average, 12% of the population had a salary of 10,600-13,800 rubles, 19.3% of the population had a salary of up to 25,000 rubles and 9.1% of the population had a salary of over 25,000 rubles. The share of wages in GDP was 33%.

The discrepancy between wages and the employee’s labor contribution leads to his dissatisfaction. The results of a study of the differences between the systems of labor motives of workers and the systems of labor incentives of organizations, conducted by the Chelyabinsk branch of the Institute of Economics of the Ural Branch of the Russian Academy of Sciences, clearly demonstrate the low degree of satisfaction of workers with the wages they receive (Table 1).

Table 1

The degree of realization of the staff’s needs for a material incentive to work is “infectious”

bot fee" (% of the number of respondents)

Enterprise Need to implement the labor motive “salary”, % Percentage of employees satisfied with salary Degree of implementation, %

Yeast plant 100 10 10

Metallurgical plant 100 6 6

Mechanical plant 100 3 3

Textile plant 100 5 5

Postal Department of the region 100 15 15

ON AVERAGE 100 8 8

Thus, we see that on average only 8% of workers are satisfied with the wages they receive. This is explained by the fact that in most enterprises the tariff and salary system of remuneration prevails, which does not provide for the assessment of the labor contribution of each employee.

All this confirms that the alienation of labor is manifested in the fact that the hired worker does not feel the relationship between his work activity and the produced product of labor. This is expressed primarily in the fact that the wages of workers (except for piece workers) do not directly depend on their work activity. In this regard, the employee loses work motivation and develops a tendency towards opportunistic behavior.

Since a person is not only a biological, but also a social being, in addition to material motives, social and moral motives of work play an important role, which, for example, include recognition and approval of work performed, guarantees against unemployment, and social benefits. Table 2 presents the average assessment of the implementation of moral motives of workers for a group of Russian enterprises (based on a study conducted by the Chelyabinsk branch of the Institute of Economics of the Ural Branch of the Russian Academy of Sciences).

table 2

Degree of realization of staff needs for non-material labor incentives (% of

number of respondents)

Motive Need Have Degree of implementation, %

Praise and approval from 61 11 18

manager's side

Unemployment guarantees 79 0 0

Social benefits 70 3 5

Certificate of honor 20 2 10

As can be seen from the table, the social and moral motives of employees are realized to an extremely low degree. This creates additional tension in the system of labor relations at the enterprise, aggravates the situation of hired workers and increases the alienation of labor. This situation is a consequence of the fact that the owner does not seek to study the motives of the work of his employees, to coordinate his interests with the interests of hired personnel, and to show due attention to the situation of hired workers.

In addition to the factors listed above, the position of an employee in an enterprise is characterized by the functions he performs. In general, an employee can perform three functions:

Labor function;

Owner function;

Control function.

When an employee is an employee, he is entitled only labor function and is deprived of the opportunity to implement the management function and the function of the owner; his position is characterized by a high degree of alienation of labor. This is also aggravated by the lack of implementation of labor motives and the discrepancy between the systems of labor incentives and the system of labor motives of workers at enterprises. This position of the employee in the enterprise determines the desire to save labor, which is expressed in opportunistic behavior.

From our point of view, opportunism is a natural reaction of workers to the alienation of labor, which manifests itself in an unfair attitude towards labor activity. Unfair behavior can be expressed in shirking from work, sloppiness, deliberate negligence, careless attitude towards equipment, etc. with the imaginary compliance with all norms and rules, violation of established standards for the operation of equipment in order to increase personal earnings.

To summarize, we can conclude that the main characteristic of the situation of hired workers is the deep alienation of labor. It is expressed in workers’ dissatisfaction with their working life: neither the material, nor social, nor moral motives of workers’ work are sufficiently realized; workers are in conditions in which they do not feel the relationship between the result of their work and their remuneration. The logical consequence of this situation of employees is a low level of motivation, labor productivity, the desire to save labor and a tendency to opportunistic behavior.

On the other hand, this situation hides significant reserves for increasing labor productivity and realizing the labor potential of workers. The task of business in the modern economic system is to develop competition as much as possible.

profitable production using efficient technologies, organize new diverse enterprises and create new jobs. But most importantly, business sets this task for itself in order to maintain competitiveness. First of all, it is necessary to bridge the gap between remuneration and labor contribution of workers. Personnel must feel the relationship between work and reward; this is a necessary condition for increasing interest in work activity. At expensive work It is beneficial for a business to introduce new productive technologies, since, despite the high costs of introducing new technologies, the cost will decrease. And with undervalued cheap labor, the transition to new expensive technologies, as a rule, causes an increase in costs and a decrease in profits. A necessary condition to overcome alienation of labor and opportunistic behavior of workers is to create a system of labor incentives adequate to the system of labor motives of employees, which is impossible without studying the labor motives of personnel. An increase in the degree of realization of the material and social motives of workers increases interest in work and, as a result, labor productivity and economic indicators of the enterprise grow.

Bibliography

1. Belkin, V. N. Economic theory labor / V. N. Belkin, N. A. Belkina; RAS; UrO; Institute of Economics. M.: ZAO Publishing House "Economy", 2007. 352 p.

2. Keremetsky, Ya. Leaders must replace bosses // Nezavisimaya Gazeta. 2004. 12 Nov.

3. Marx, K. Works / K. Marx, F. Engels. M.: Publishing House of Political Literature, 1974. T. 42.

4. Nikolaeva, D. Russian wages added to GDP // Kommersant. 2010. No. 75 (4375).

6. Fayustov, Yu. On the status of an employee, on the status of wages // New Literature. 2005. URL: http://old.newlit.ru/~fayustov/001551.htm.

7. Shakirov, N. Sh. The problem of alienation of labor // TISBI Bulletin. 2004. No. 3.

V. N. Belkin

NEW PARADIGM FOR CIVILIZATION DEVELOPMENT

The article discusses current problems of the civilizational development of mankind. A new civilizational paradigm is proposed. The phenomenon of accelerating the development of civilization is explained.

Key words: civilization, civilizational paradigm, globalization, consumer society.

There are three main periods in the history of mankind: savagery, barbarism, and civilization. The formation of classes, the state, and writing is considered a sign of the formation of the latter. In the conditions of civilization, a state policy appears that regulates inter-class relations, a class policy that protects the fundamental interests of classes, political parties, a dominant religion is established, on which the state relies, laws are issued, a system of legal relations develops, etc.

As a result of studying this chapter, the student should:

know

the essence and main characteristics of the labor market;
basic principles of the organization's functioning;

be able to

forecast and plan staffing needs in accordance with strategic plans organization and determine effective ways its definitions;
analyze the state and development trends of the labor market from the point of view of meeting the organization’s personnel needs;

own

Methods of planning the number and professional composition of employees in accordance with the strategic plans of the organization.

Wage labor and its main characteristics

Any economic activity person or family, the result of which is income in in cash, is considered as a profitable occupation (Fig. 3.1).

Rice. 3.1.

If we consider labor not as a category inherent in all atomic systems, but as a category of a market economy, then wage labor occupies an integral place in the system of economic relations.

The status of an employee puts the employee under the care and protection of the law and the organization itself (Table 3.1). It is the organization that hires and fires workers and ensures the growth of their careers. The status of an employee does not allow him to be used as a labor force beyond measure; he cannot be fired without sufficient grounds. An employee enters into a contract and is given certain rights and responsibilities.

Table 3.1. Who is considered an employee?

Aspect of consideration	Employee	Independent employment
Taxation	Pays taxes according to the Tax and Labor codes RF	According to the Tax Code of the Russian Federation for self-employment
Can I work for more than one company?	Usually only in one company	The number of companies for which a free worker can work is usually not limited
Tools, equipment and means of transport	Provided employer	Usually their own
Daily control	Work, as a rule, is set within established boundaries and norms	Usually organizes work within his own framework
Can he refuse to work?	Very serious consequences when refusing to do work	Can usually refuse to do work without much consequence

For his work, an employee receives a salary (salary), depending on various tariffs, conditions of payment (standardization) of labor, contracts, etc., the implementation (violation) of which can cause conflicting relations with employers.

In the conditions of a centrally planned economy, state hiring of labor reigned supreme, which was total in nature; all workers (with very few exceptions) depended on the state as the main employer.

Since 1992, for the first time, graduates of universities and other educational institutions found themselves on the free labor market.

In pre-reform times, the worker was not completely economically free to dispose of his labor power; There were a lot of different measures of bureaucratic control and coercion of labor at all levels of the economic hierarchy. Work was seen as a duty, not a right. This gave rise to the possibility of a not always justified expansion of the sphere of hired labor.

Voluntary unemployment was considered an administrative or even criminal offense. Essentially, there was no main condition for the existence of wage labor itself - the labor market, which presupposes the unrestricted movement of labor and its flow from one sphere of the economy to another, not to mention the fact that the price of labor should be mainly determined by the labor market, and not a centralized, uniform tariff system for the entire country and a mass of extraneous non-market factors.

Wage labor can be considered as a labor service that an employee provides to his employer and, indirectly, to society as a whole. This “service” brings money to the employee, and it is also the basis for him to gain a certain status and self-identification. For this reason, people cling to it with all their might, measuring their success by it, pinning all their expectations on it, both in relation to themselves and in relation to their country; not imagining my future without her.

Labor services are purchased on the labor market. They can be provided, but the workers themselves cannot be bought, but at the same time, by buying on the labor market not a person’s ability to work, but an individual as such, the entrepreneur also takes on the obligation to treat the person as an individual. This is manifested not only in providing a person with decent earnings and an appropriate standard of living, worthy of the level of his professional qualifications (which goes without saying), but also in the employer’s expectation that the more favorable conditions that he provides to the employee should be expressed in additional labor output employee. The acquisition process goes through several stages: first, contact is established between the buyer and the seller of labor services; then information about price and quality is exchanged; further, upon reaching an agreement, a certain employment contract on job guarantees comes into force, which reflects issues of remuneration, stability of the proposed work, the period for which it is designed, etc., i.e. in the market, labor is distributed among firms, industries, professions and regions in accordance with accepted agreements, determined by the “labor effort - compensation” ratio, but at the same time the employee and the employer act as equal partners (Fig. 3.2).

However, labor services are inseparable from the workers themselves, therefore the conditions under which the acquisition of services occurs always significantly affect the transaction and the purchase price. Such conditions may be: the state of market conditions, existing ideas about “fairness”, working conditions, restrictions on the demand side, etc. These conditions under which transactions are made can increase or reduce the amount of labor effort, increase or decrease the profitability of transactions and, accordingly, generate more or less profitable, equivalent or unequal exchanges between labor and results. As a result, sectors of profitable and unprofitable employment of labor are formed, which have formal, resource and time restrictions on the flow of labor.

Currently, the relationship between employee and employer is not reduced to a simple contract for the sale of labor for monetary compensation.

Wage labor is being reduced by force because the rapid technical progress frees up more labor than is required. Until recently, economists and politicians hoped that those laid off would find employment in the service sector. Meanwhile, the process of automation also began there. Many foreign economists and politicians pin their hopes on new jobs connected to computer information

Rice. 3.2. Partnerships in the employee-employer system

networks. However, they are clearly not enough to employ millions of workers and employees who are being displaced (replaced) by new technologies. The development of new technologies, primarily information technologies, leads not only to the direct elimination of jobs. Clearing the way for globalization, a re-sorting and redistribution of those that remain are taking place.

Today, traditional production organizations, which guaranteed employment and good pay to their workers for a long period, come amorphous and vague enterprises. Large enterprises are increasingly transferring the performance of part of their functions to contractors, moving production to regions with cheap factors of production, resorting to concluding temporary contracts with personnel, using workers for a period of time.

Rice. 3.3.

They spend part of the working day, practice personnel leasing and other forms of hiring workers. In the case of wage labor, this means that well-paid, employment-providing jobs are no longer guaranteed for most workers. In the future, short-term jobs that require flexibility, pragmatism and versatility will play a more significant role. The consequence of such changes in the labor market is a change in the education system, the compliance of which with the requirements of a rapidly changing world is the most important problem of our time.

Thus, in modern conditions the process of formation of hired labor market type is twofold. From the point of view of individual people, this is primarily a problem that is resolved by the emergence of new workers or the transition of some of the former employees to the category of paupers or marginals with the subsequent loss of their socio-professional and material status. In both cases, the composition of society changes, the transformation of which into a new state has its own specific mechanism and is subject to general economic laws. Such a mechanism, in particular, is the developed labor market, through which an army of hired labor is gradually being formed (Fig. 3.3).

For example, when developing a business plan, an entrepreneur studies the market for the goods he plans to produce, looks for sources of raw materials, and determines the necessary working capital and production areas and even determines labor requirements. But the labor market for workers in the relevant professions remains outside his attention. There is no assessment of the content and nature of work and their compliance with the educational and professional level of workers. Then the entrepreneur is faced with an inexplicable phenomenon: the equipment is imported, so are the raw materials, but the products are domestic.

See: Reflections on the future of labor // Problems of management theory and practice. 2002. No. 2. P. 40.