Staff structure in the enterprise
Staff at the enterprise is aa set of employees who have the best professional training, as well as experience in solving practical problems to achieve the goals of the organization. At the same time, employees must work on an ongoing basis. In order to keep records and planning staff, several classifications have been developed. They are based on basic signs.
The structure of the staff, depending on the functions performed, is as follows:
Workers who are directly employedproviding transport or industrial services, as well as the creation of material values. In this group, the main employees (engaged in production) and auxiliary (the process) are also singled out.
Specialists responsible for legal, economic, engineering and technical and other functions, and clerks who prepare documentation.
Managers, managers of the enterprise and its structural subdivisions.
The structure of the staff is then subdividedon linear and functional. Linear controls the production activities of departments and workshops in the enterprise. Functional ones are headed by groups of basic services of the organization.
The structure of the management personnel at the enterprise is also classified according to the level they occupy. Based on this, the following types can be distinguished:
Senior managers have a very high level of responsibility. They are usually engaged in financial and industrial groups, large associations and departments.
Heads of the middle level are directors and general directors of enterprises, their deputies. The same group includes managers of large shops.
The chiefs of the lower level usually occupy the positions of masters or senior masters, superintendents, shop managers, small functional services and departments.
The structure of the staff, depending on how the employee participates in the production process, can be divided into:
- industrial-production (employees serving, auxiliary and main productions, research laboratories and units, security, etc.);
- non-industrial, which consists ofemployees of the social infrastructure of the organization (housing and communal services, children's and medical institutions, dispensaries, recreation centers that belong to this company, the enterprise).
The structure of the personnel of the enterprise is also allocated in accordance with the level of its qualification:
Unskilled workers who are involved in the dirtiest work in the enterprise.
Qualified employees usually have the necessary level of education, which is often not confirmed by sufficient experience.
Highly skilled workers perform responsible and complex work. They must have at least three years of experience, as well as extensive practical experience in this field.
Employees need to regularly upgrade their qualifications through internships or in-service training.
But the structure of the personnel of the organization is not a static entity, since it is characterized by the employee's admission to work and his retirement.
In addition, it is possible:
Intrafirm (in-house)movement of personnel, which is determined by several characteristics. We are talking about interdepartmental movement, inter-professional mobility, qualification movements and the transition of workers to another category.
External movement is determined by a number of indicators (turnover data on recruitment and dismissal, the coefficient that characterizes the turnover of staff).
