Technical executive belongs to the category. Technical performers

In reporting on the labor of enterprises and organizations of individual sectors of the sphere of material production (industry, construction, transport, state farms and some other production sectors), the number of workers is divided into two groups: workers and employees. From the group of employees, the following categories are distinguished: managers, specialists and other employees classified as employees. ConsultantPlus: note. By Decree of the State Standard of the Russian Federation dated December 26, 1994 N 367, the All-Russian Classifier of Worker Professions, Employee Positions and Tariff Grades OK 016-94 was put into effect on January 1, 1996. When distributing workers by personnel categories in statistical reporting on labor, one should be guided by the All-Union Classifier of Worker Occupations, Employee Positions and Tariff Grades (OKPDTR), approved by the USSR State Standard 08.27.86 N 016.

Great encyclopedia of oil and gas

The amount of the official salary is negotiated when hiring a specialist or manager and does not depend on the production results of the enterprise or a specific department. The evaluation of the work of engineers is carried out based on completeness, quality and volume, as well as timely performance of the duties assigned to them. Thus, the category of engineering and technical workers are paid for their work on a time-based basis.

Depending on the position held, one’s own qualifications, the level of complexity and volume of duties performed, as well as working conditions in a particular industry, a system of official salaries is provided for all types of engineers. These salary schemes were developed on the basis of a number of regulatory documents, in particular the Qualification Handbook. Is it just a “bare” salary? In addition to fixed salary amounts, there is a system of additional payments, allowances and various bonus payments.

5. categories of personnel

Attention

Among HR officers, it is customary to distinguish the following categories of workers: managers, specialists and technical workers. The question arises, who are technical workers, who belongs to them? Do they have any advantages? The concept of a technical worker A technical worker is recognized as an employee who, according to his job responsibilities, ensures and services the activities of management and specialists in the development and implementation of management decisions by them. Responsibilities and tasks for a technical worker are, for the most part, of the same type, differ in standardization and are mainly related to the performance of auxiliary functions: preparation, registration, control of documents, technical and business maintenance.

Topic 2. enterprise personnel

Notifications Voting An HR project will be successful if it meets, first of all: Professional execution on the part of HR The needs of the company The vision of the manager The interests of line management and ordinary personnel View the results How do you feel about candidates who have not failed? Anything can happen, genius How to treat deceivers How to treat those who have never seen anything in life How to treat perfectionists View the results Why do HR initiatives fail? HR's professionalism leaves much to be desired Doesn't correspond to the needs and culture of the company (invented out of the blue) HR has an insufficient position in the hierarchy Management is being cut See the results Do you document the acceptance and transfer of cases when changing personnel officers? No, we have more important work to do. Yes, when changing any employee. We leave it at the discretion of the personnel officer himself. If he wants, let him draw it up.

IT workers are... abbreviation decoding, list of positions

Their number relative to the total number of all categories of workers is growing, especially in such industries as industry and construction. Who exactly can we, without the risk of making a mistake, rank in the mentioned category? If we focus on the old Standard List of Positions, based on Resolution of the USSR Council of Ministers N 531 (for 1973) and approved in 1979, then we are talking about managers (except for those appointed to positions by higher authorities), chief (senior) specialists various names, heads of offices, production facilities, farms, services, branches, sections, bureaus, inspections, departments and divisions, stations, offices, warehouses, workshops, storage facilities, laboratories, groups, points, sectors, sites, reserves, expeditions, bases, parks, nurseries, cameras and ticket offices. Who else is included in this category? And who else belongs to the IT workers? The list of them is quite long.

Enter the site

The standards for the number of managers, specialists and technical performers are calculated on the basis of a multifactor analysis of the functional division of labor in the field of production management and maintenance. For employees belonging to the category of technical performers, whose work is characterized by monotony and monotony, breaks for active rest during work should be more frequent, especially in the second half of the working day. This is achieved through the use of such forms of industrial gymnastics as physical education minutes and micro-breaks of active rest. Their frequent use during the working day makes it possible to combat not only developing fatigue, but also to counter the adverse effects of monotony characteristic of certain types of activity.

A technical worker is

Their activities, like other employees, are regulated by the Labor Code of the Russian Federation and job descriptions. Technical workers include:

• cleaners;
• secretaries;
• archivists;
• clerks;
• stenographers;
• wipers;
• storekeepers;
• packers;
• and etc.

Although recently, in everyday life, only cleaning workers, washers, gardeners, and auxiliary workers are considered technical workers. Technical workers are subject to all norms of the Labor Code of the Russian Federation and by-laws; there are no special regulations to regulate their activities.

They have all the rights and guarantees for employees, responsibilities and duties are also standard. Among technical workers, the engineer and technical worker is especially designated.

Enterprise personnel and their classification

Labor resources are the able-bodied population with the physical and intellectual capabilities to participate in labor activities. The efficiency of an enterprise depends on the qualifications of personnel. The company's personnel are employees who have entered into an employment contract with the employer.
If the owners participate in the activities of the enterprise and receive wages and a share of the profits, then they are included in the personnel of the enterprise.
For example, linear managers are the following: grassroots (foremen, heads of sections, workshops, etc.), middle (chiefs of buildings, directors of enterprises, chief specialists of associations) and higher (chiefs of central departments, ministers, chairmen of committees, etc.) . The management hierarchy is schematically illustrated in Fig. 8.4. Specialists Specialists are specialized workers who, based on the information they have, develop options for solving certain specific, usually functional, issues of a production or management nature.
Management specialists are classified according to management functions and their professional training. There are chief specialists, leading specialists, specialists of various categories and classes, etc. Specialists include engineers, economists, accountants, lawyers, psychologists, sociologists, etc.

What professions fall into the category of technical performers?

Other workers classified as employees are workers involved in the preparation and execution of documentation, accounting and control, business services, in particular, agents, archivists, attendants, clerks, cashiers, collectors, commandants, controllers (not classified as workers), copyists technical documentation, secretaries - typists, caretakers, statisticians, stenographers, timekeepers, accountants, draftsmen.
According to the Qualification Directory of Works and Professions, as well as the Unified Classifier of Professions, there are three categories of employees. The first is represented by managers, the second by specialists, and the third includes all the rest, called other types of employees or technical performers. In another regulatory document called the Unified Nomenclature of Employee Positions (the date of approval of which is 1967), these same employees are divided according to the nature of their activities into categories, and within each of them into groups. What categories does the concept of engineering and technical personnel include? Engineering workers are anyone who can be classified as managers, specialists or technical performers. The category of managers includes those who manage both the entire organization and its individual services and divisions, as well as the latter’s deputies.
According to the UNDS, managers are classified depending on the object of management: - heads of organizations (in their legal concept provided for by the Civil Code of the Russian Federation); - heads of services and divisions in organizations. Managers also include their deputies. Specialists are classified depending on the nature of the functions they perform or areas of activity: - specialists engaged in engineering, technical and economic work; - specialists engaged in agricultural, zootechnical, fish farming and reforestation work; - specialists engaged in medical care, public education, as well as workers in science, art and culture; - specialists those employed in international relations; - specialists in legal services. As can be seen, the number of specialists included workers engaged in both economic and engineering work.

Technical performers (accountants, secretaries, operators, typists, etc.) are busy creating primary documentation and information, its preparation, processing, execution and storage.
Technical performers are divided into those involved in accounting and control, those involved in the preparation of documentation and those involved in business maintenance.
Technical performers are busy receiving primary information, processing and transmitting it, preparing and processing various documents and providing managers and specialists with the necessary information and various types of services.
Technical performers are workers engaged in the preparation and processing of information necessary for managers and specialists to carry out the functions they perform; accounting and control of quantitative and qualitative indicators of the activity of the enterprise and its structural divisions; computing and graphic work, as well as office work and housekeeping.
The responsibilities of technical performers (secretaries, typists, operators of calculating and analytical machines, etc.) include performing various operations (transfer, recording and processing of information), accounting, computing, graphic and copying work on the instructions of managers and specialists, as well as economic control apparatus maintenance. These functions can be mechanized; freeing engineers from performing them is one of the most important conditions for increasing the efficiency of engineering work.
The secretary is a technical executor for ensuring and servicing the work of his immediate superior.
Support personnel (technical performers) provide information services to the management apparatus.
For specialists and technical performers, such a remedy is a complex of restorative gymnastics, consisting of 7 - 8 dynamic gymnastic exercises using elements of hand relaxation and self-massage, and even better - hydromassage. When using various technical health equipment, it is possible to quickly switch a person to a new type of activity, which helps speed up the recovery processes.
The range of responsibilities of technical executors is determined for drawing up decisions, collecting initial information, mailing, etc., related to communicating management decisions to the executor.
The third category - technical performers - consists of workers whose work is primarily characterized as auxiliary, reducing mainly to the functions of accounting and control over management decisions made.
Managers, specialists, technical performers at various links and at different levels of the enterprise management system carry out a variety of management operations that differ from each other in their technological essence, content, and organizational forms. However, at their core, they have a common feature: regardless of the organizational structure and management technology, they act as a labor process within the framework of the management relations emerging at the enterprise.
For specialists of functional departments and technical performers (Tables 8.2.3, 8.2.4), the given indicators can be used along with indicators for the implementation of individual planned tasks. The fulfillment of planned tasks by each specific employee is expressed by the achieved level of the corresponding specific indicator planned for a particular period. For example, a standard setter performs functions related to the development and implementation of labor cost standards. The scope of labor regulation and the level of implementation of technically sound standards in the assigned area depend on his work activity.
Compared to employees - technical performers, specialists are subject to both higher requirements for their qualifications and a greater variety of these requirements. This is due to the increased complexity of the work they perform and, accordingly, a large number of pay grades. Qualification requirements for specialist pay grades are, as a rule, a combination of two components - education (from general to higher education in the relevant profile) and work experience of at least a certain number of years required to occupy the corresponding position. In relation to specialist positions, most of which are categorized, the second component of qualification requirements (work experience) acts as a regulator of the increase in requirements for qualification categories, which in turn are taken into account when establishing the pay grade. The increase in qualification requirements by pay grade can be seen in the example of a technologist position, which is charged according to ETC with 6 to 13 grades.
For employees belonging to the category of technical performers, whose work is characterized by monotony and monotony, breaks for active rest during work should be more frequent, especially in the second half of the working day. This is achieved through the use of such forms of industrial gymnastics as physical education minutes and micro-breaks of active rest. Their frequent use during the working day makes it possible to combat not only developing fatigue, but also to counter the adverse effects of monotony characteristic of certain types of activities.

The directory includes job qualifications for technical performers, accounting and logistics specialists, as well as heads of departments involved in office work and business services.
The standards for the number of managers, specialists and technical performers are calculated on the basis of a multifactor analysis of the functional division of labor in the field of production management and maintenance.
This directory does not include characteristics of senior technical executives and specialists. Establishing the title senior for an employee is possible in cases where, along with performing the duties inherent in this position, he supervises the performers subordinate to him.
Employees of public sector industries, including technical performers, specialists and managers, are charged eo 2 to 18 categories.
Employees of public sector industries, including technical performers, specialists and managers, are charged from 2nd to 18th categories.
This group includes executives, specialists and technical performers.
The annual wage fund of management employees, specialists and technical performers, whose work is paid according to monthly official salaries, is specified by direct invoice according to the staffing table.
Most often, differentiated time standards are used to standardize the work of technical performers, and integrated standards are used for specialists.
The work of many temporary workers, managers, most specialists and technical performers cannot be accurately standardized using time standards or production standards, since the labor functions of these workers are very diverse and their performance cannot be expressed by any one indicator. Even when such a possibility formally exists, production turns out to be a very secondary indicator of work.
It is important to find out whether the optimal ratio of the number of specialists and technical performers is maintained, since if this condition is not met, specialists are forced to spend significant time performing various technical work.
Bonuses are designed to ensure the constant interest of every manager, specialist, technical performer not only in improving the results of individual work, but also in improving the final results of production.
The qualification directory of positions for managers, specialists and other employees (technical performers) is intended to resolve issues related to the regulation of labor relations, ensuring an effective personnel management system in enterprises, institutions and organizations of various sectors of the economy, regardless of the form of ownership and organizational and legal forms of activity.
The qualification directory of positions for managers, specialists and other employees (technical performers) is intended to resolve issues related to the regulation of labor relations, ensuring an effective personnel management system at enterprises21, institutions and organizations of various sectors of the economy, regardless of the form of ownership and organizational and legal forms of activity.
The division of labor by type of activity between managers, specialists and technical performers should be carried out in such a way that department heads, along with organizational, administrative and educational work, can deal with issues related to the preparation and adoption of the most important decisions that are of fundamental importance for the managed object. Taking into account the specific working conditions of the manager, the range of his responsibilities is established.

In the recommendations, the term employees refers to all managers, specialists and technical performers.
It covers all categories of employees (managers, specialists and technical performers) employed in enterprises and organizations of all sectors of the national economy, as well as in economic and government bodies.
Employees, based on the nature of their work, are divided into three categories: managers, specialists and technical performers. The functions of the heads of departments of the enterprise are to make decisions and ensure their implementation. The functions of specialists (engineers, economists, technicians, etc.) are to prepare information (design, technological, planning, accounting), on the basis of which managers make decisions. Technical performers (draftsmen, laboratory assistants, secretaries, etc.) provide the necessary conditions for the work of managers and specialists.
The list includes characteristics of managerial positions, characteristics of specialist positions and characteristics of technical executive positions.
Research Institute of Labor, 1969) all employees are divided into managers, specialists and technical performers.
A management operation is a part of a management procedure performed by a manager, specialist or technical executive of the management apparatus with or without the use of technical management tools to develop, justify or make management decisions.
Employees of the enterprise are divided into three categories according to the functions they perform: managers, specialists and technical performers.
The subject of management at an enterprise is the management apparatus, which includes managers, specialists and technical performers.
Based on the nature of the duties performed, positions in the office are divided into management staff, specialists and technical performers.
When making such a distribution, we must remember the need for correspondence between managers, specialists and technical performers of the main and auxiliary apparatus, since if there is a discrepancy, specialists are loaded with work that is not typical for them. Of great importance is the correct determination of the number of persons subordinate to one manager.
Within 2 (two) working days after opening, transfers tender proposals to the Technical Contractor for consideration and evaluation.
In the Unified Nomenclature of Employee Positions, all employees are divided into three categories: managers, specialists, technical performers. Managers are persons whose work consists primarily of making decisions and organizing the work of subordinates to implement the decisions made. There are linear and functional managers, top, middle and lower echelons.
Based on job characteristics, all employees of the production management apparatus are divided into several categories (managers, specialists, technical performers), therefore the content of their work is different. For example, managers of enterprises and their departments carry out the selection and placement of personnel, direct management of the production process, organization of work of main and support personnel, coordinate the work of various performers and departments, and carry out the educational function.
Irregular working hours at enterprises and institutions can be used: a) for managers, specialists and technical performers, whose daily work hours, due to the nature of their activities, cannot always be limited to normal working hours; b) for persons, working hours.

It is recommended to establish standardized tasks for time workers in individual and collective forms of organizing their work activities, as well as for technical performers (for example, typists, stenographers, clerks, draftsmen, etc.) and specialists (for example, designers, technologists, labor engineers, programmers, engineers , engaged in repair and energy maintenance, etc.
Employees include employees holding positions of managers and specialists who are not classified as engineering and technical workers, as well as technical performers.
The main structural divisions in the management apparatus of machine-building enterprises are departments in which about 3D of all engineers, employees and technical performers of plant departments are concentrated. Therefore, first of all, it is necessary to take into account those organizational conditions under which the creation of a department is advisable, and only then establish its internal structure.
The group of operations under consideration relates mainly to the activities of managers, although it also affects other categories of employees - specialists and technical performers, as well as workers, not only as objects, but also as subjects of management. The content and nature of organizational and administrative operations are determined by their purpose and role in management processes.

A.V. Soloviev

Deputy Head of the Department of Standardization and Labor Productivity
Management of payment, standardization and labor productivity
Ministry of Labor of Russia

Please explain who belongs to the AUP (administrative and managerial personnel), to the engineering and technical personnel (engineering and technical personnel)?
O.A. Volkova,
Syzran, Samara region.

Recently, a controversial question arose: who do we still classify as “administrative and managerial personnel”? Directors, heads of workshops and sections, foremen - this is understandable. What about specialists (economists, accountants, engineers), other employees (secretaries, cashiers, etc.)? To be honest, what kind of managers are they? Maybe you can tell me and recommend something interesting?
M. Dove,
Moscow

The answer to the question about the content of the terms “administrative and managerial personnel” (AUP) and “engineering and technical workers” (E&T), as well as the legality of their use, must be sought in the Labor Code of the Russian Federation and other regulatory legal acts.
From Article 15 of the Labor Code of the Russian Federation it follows that the personnel of an organization may consist of employees performing a labor function:
1) in a certain specialty;
2) according to a certain qualification;
3) for a specific position.
Each of the above categories requires additional comment.
The number of employees performing a labor function in a certain specialty includes persons who acquired the corresponding specialty after completing training in the manner prescribed by the standards of the Ministry of Education of Russia.
When concluding employment contracts with an employer, persons with a certain specialty apply to fill vacant positions in this organization. The names of positions of employees of a particular organization are determined according to the All-Russian Classifier of Worker Occupations, Employee Positions and Tariff Classes (OKPDTR) and the Qualification Directory of Positions of Managers, Specialists and Other Employees.
Since qualifications mean both a profession and a specialty, according to the existing tradition, the number of workers performing a labor function according to a certain qualification includes only persons who have undergone training to obtain the corresponding profession. In other words, this category of workers includes workers, and the name of their professions is determined based on the mentioned OKPDTR and the Unified Tariff and Qualification Directory of Work and Professions of Workers (corresponding issue).
The number of employees performing a labor function in a certain position, logically, can include both persons who have a diploma conferring the corresponding specialty, and persons who do not have a professional education or have a certain profession. But since a category of specialists has already been selected for persons who have a diploma conferring a corresponding specialty, it is lawful to include persons who do not have a professional education or have a specific profession in the category of workers performing a labor function in a certain position.
The analysis performed does not yet provide answers to the questions posed. Therefore, let's turn to OKPDTR. It consists of two sections: the professions of workers and the positions of employees.
The second section of OKPDTR (employee positions) was developed on the basis of the Unified Nomenclature of Employee Positions, the Qualification Directory of Positions of Managers, Specialists and Other Employees, current regulatory legal acts and other regulatory documents on remuneration issues, taking into account the titles of positions used in the economy.
The category of employees in OKPDTR is represented by:
1) managers;
2) specialists;
3) other employees.
But turning to this document also does not allow us to get answers to the questions posed. Therefore, we will try to find them in the Unified Nomenclature of Employee Positions (UNDS), approved back in 1967 by the USSR State Committee for Labor (Resolution No. 443 dated 09.09.1967). It is based on the classification of employees according to the nature of their work. Based on this characteristic, the UNDS provided for the classification of workers into categories, and within each category into groups.
According to UNDS, managers are classified depending on the object of management:
- heads of organizations (in their legal concept provided for by the Civil Code of the Russian Federation);
- heads of services and departments in organizations.
Managers also include their deputies.
Specialists are classified depending on the nature of the functions they perform or the scope of their activity:
- specialists engaged in engineering, technical and economic work;
- specialists engaged in agricultural, zootechnical, fish farming and reforestation work;
- specialists involved in medical care, public education, as well as workers in science, art and culture;
- specialists engaged in international relations work;
- legal services specialists.
As can be seen, the number of specialists included workers engaged in both economic and engineering work. That is why employees in this category are called engineering and technical workers (E&T).
Technical performers are classified depending on the types of work they perform:
- technical performers involved in accounting and control;
- technical performers involved in the preparation and execution of documentation;
- technical performers engaged in economic maintenance.
A clear example of the subsequent classification of categories of employees is the Decree of the Government of the Russian Federation of October 14, 1992 No. 785 “On differentiation in the levels of remuneration of public sector employees based on the Unified Tariff Schedule” (as amended on December 20, 2003). Thus, in accordance with the said resolution, the following positions belong to the category of “managers”:
1) managers of: storage room, archive, pass office, copying and duplicating office, photo laboratory, housekeeping, expedition, office, typing office, warehouse;
2) site foreman (including senior);
3) heads: department, section (shift), workshop;
4) chief specialist;
5) head of the organization.
The category “technical performer” includes: duty officer of the pass office, copyist, order clerk, timekeeper, accountant, forwarder, agent, clerk, secretary, secretary-typist, accountant, draftsman, cashier (including senior), typist, freight forwarder, collector (including the senior), secretary-stenographer, statistician, others.
The emphasis on these two categories is not accidental. The fact is that the terms denoting categories of personnel are used haphazardly not only by personnel managers, but also by the legislator himself. Thus, the term “technical and managerial personnel” is used without any definition in Article 264 (subparagraph 19 of paragraph 1) of the Tax Code of the Russian Federation and in other acts of tax legislation. Based on the above, for the purpose of applying the said norm of the Tax Code of the Russian Federation, “technical and managerial personnel” should be understood as employees who are employed in the relevant positions from the given categories - “managers” and “technical performers”. Naturally, we are not talking about an exhaustive list of persons belonging to technical and managerial personnel.
Based on the foregoing, we can come to the conclusion that the distribution of employees by personnel categories should be carried out in accordance with OKPDTR and UNDS.
As for the term “administrative and managerial personnel” (AUP), it was used during the period of organizing and conducting a one-time accounting of the number and distribution of persons working in positions as of September 15, 1990 (directive letter of the State Statistics Committee of the RSFSR dated July 17, 1990 No. 6- 7-107). In order to implement this accounting, on 06/03/1988 the USSR State Labor Committee, the USSR State Statistics Committee and the USSR Ministry of Finance approved the Nomenclature of positions for management personnel of enterprises, institutions and organizations for the development of accounting forms for this personnel. Currently, the Russian State Statistics Committee does not use this Nomenclature. Consequently, based on the legal aspect of the problem of terminology in personnel management, the use of the term “administrative and managerial personnel” is currently unjustified.
The term “engineering and technical workers” is also somewhat outdated, and the legitimacy of its use is the same as that of the regulatory legal act that approved the UNDS in 1967.

All categories of personnel are important, because everyone knows the fact that personnel decides everything. Personnel are the main resource of any organization. The quality of services and products that the company supplies to the market depends on the work of its employees. To avoid costs, it is important to understand what the composition and number of personnel of the organization should be. These indicators are determined depending on the volume of consumer demand. The right approach to personnel selection provides the company with high competitiveness.

Main categories of personnel and their characteristics

According to the All-Russian Classifier of Professions and Positions, all enterprise personnel are divided into two main categories. Classification of personnel by categories:

• workers' professions;
• employee positions.

Working professions are not popular enough, especially among young people, but they still remain very common. Representatives included in this group are mainly divided into the following types of workers:

1. support staff. This division of the above personnel classification includes those who service production (driver, cleaner, secretary, etc.).
2. main personnel - those who are directly involved in the production process (turner, seamstress, etc.).

Officials are also divided into types:

• managers (director, chief specialists, etc.);
• technical performers (secretaries, forwarders, etc.);
• specialists (engineers, lawyers, economists, etc.).

Additionally, there is a classifier of positions and professions, that is, both workers and employees are divided into different types of personnel.
Worker classification:

• types of production and work (wool production or well drilling);
• tariff categories (1-8);
• qualification classes (1-3);
• forms and systems of remuneration (simple, piecework, bonus);
• working conditions (normal, difficult and harmful);
• degree of labor mechanization (manual, automatic);
• derivative professions (senior, assistant).

Employee positions are classified according to the following criteria:

• category of positions (manager, specialist);
• derivative positions (chief, junior, second, district);
• qualification class (first, third, highest).

Of course, few people delve into such a concept as classification of enterprise personnel. And, perhaps, this is the first time you have heard about the existence of the All-Russian Classifier of Professions and Positions.

What influences category membership?

For most people, personnel categories depend on educational level. Therefore, one of the important criteria for the employer is that the employee has a certain education. At the same time, an important indicator is the presence of experience in a specific area. Of course, there are positions that can be filled without having any work experience or education. Regardless of the employee’s classification, all categories of employees work in accordance with labor laws.

At the same time, both management employees and workers have the same rights and responsibilities prescribed in the labor code.
We discussed various groups of personnel. Now it is important to consider the organizational structure of the enterprise.

Of course, it is important to understand that enterprise structures are completely different. For example, the structure of a company engaged in the production of metal doors will be significantly different from a retail company selling goods for children.

How to manage different categories of personnel?

• There are several main types of organizational structures for managing an organization:
• linear;
• functional;
• linear – functional;
• divisional;

matrix

Each of the presented structures represents a clear system with its own rules.

Linear organizational management structure

With linear management, there is a clear distinction - who carries out whose instructions and is responsible for what. To achieve a certain result, the manager gives a specific assignment to a specific employee. In turn, this employee transfers specific instructions to other employees, that is, he assigns one task to one, another task to another, and so on. But in the end there should be one overall result. Thus, each performer is responsible for performing work on a specific assignment from a specific superior employee.

With such a structure, there is a high risk that if somewhere someone executes an order incorrectly, the result will not be the same. There is a very high responsibility for the correctness of the task. If someone suddenly gets sick, it will be difficult to immediately replace him without damaging the production process. The biggest disadvantage of such a system is that if suddenly there is a need to make adjustments, you won’t have to count on efficiency. This structure is convenient to use in small organizations.

The implementation of individual tasks is assigned to a separate unit specializing in a separate type of activity. The headquarters, consisting of line and functional managers, coordinates orders and transfers them to the performers. This structure allows functional managers to relieve themselves of part of the burden. The line manager, on the contrary, is busier, since he has to take part in the interaction of functional managers with executive departments. At the same time, performers carry out instructions from both the line manager and the functional one, which leads to difficulties in mutual agreement, that is, instructions may diverge, for example, in terms of priority. There is a decrease in responsibility and the risk of delays in obtaining the final result. There are also difficulties in coordinating activities, and it is impossible to quickly make decisions on issues that arise during the execution of work.

With this system, the main figure is the head of the department.

The line manager gives instructions to the functional manager, and he, through his assistants, distributes instructions among the performers. With this organizational structure of personnel management, responsibility for the results of the work of each unit increases, which entails a weakening of the relationship between these units. As a result, it is difficult to understand whether the organization's work will be completed correctly and on time.

Divisional and matrix management structure

With this management structure, the decisive role is given to the heads of the unit. The head of the unit bears full responsibility for the performance of the work for which the unit is responsible. At the same time, functional managers also report to the head of the production unit.
A project manager and responsible executives in each department are also appointed. The line manager assigns a specific project to each project manager. The project manager establishes who and in what time frame must complete this or that work that will lead to the completion of the task set by the line manager regarding a specific project.

As you can see, there are quite a lot of organizational management structures, but all of them are not perfect. Therefore, organizations are forced to develop their structures by improving existing structures that will most beneficially contribute to development. The larger the organization, the more complex the structure and the more it needs to be constantly refined.

The advantages of this or that structure are necessarily the ability to quickly make decisions and make changes in the progress of work. It is important that you can clearly trace the area of ​​responsibility of each employee.
You can clearly see the complexity using the example of the Ministry of Health of the Russian Federation. Just think about the whole scale of activity, how many people of different categories are involved so that we can receive quality medical care. Of course, changes will be constantly made to the work of the ministry, which is what we are seeing. New diseases, new treatment methods, new specialties appear. Take the composition of specialists working in clinics in 1980 and now, of course, we will notice that there are more of them.

To effectively manage an organization, it is necessary to understand that different periods occur in the development of an organization at different times. Either we can observe the greatest leap in development, then a slower one, or a period of stagnation may occur. It is during times of increased demand that we must not forget to review the organization’s management structure. Otherwise, there will be a possibility of missing something, then the organization will begin to lose its established competitiveness, and there will be a decline in demand.

Who are ITRs? Deciphering this term for a contemporary may cause certain difficulties.

According to the interpretation of the “Concise Economic Dictionary”, the abbreviation ITR hides a category of workers called engineering and technical workers. Today we intend to take a closer look at this concept.

Engineering workers - who are they?

The main sign of belonging to the mentioned persons is the authority to manage production and organize the work process. An engineering and technical worker (ETR) belongs to this category based on the position he occupies. In this case, a specific representative may have a specialized secondary or higher education. For example, a technical engineer may not have a compulsory higher education.

Nowadays, this concept has lost its official status. Now IT workers are more of a colloquial term. According to the Qualification and Unified Classifier of Professions, there are three categories of employees. The first is represented by managers, the second by specialists, and the third includes all the rest, called other types of employees or technical performers.

In another regulatory document called the Unified Nomenclature of Employee Positions (the date of approval of which is 1967), these same employees are divided by the nature of their activities into categories, and within each of them into groups.

What categories does the concept of engineering and technology include?

IT workers are anyone who can be classified as managers, specialists or technical performers. The category of managers includes those who manage both the entire organization and its individual services and divisions, as well as the latter’s deputies.

UNDS specialists are classified into one of several different groups. The first group is those who are employed in jobs related to agriculture or forestry, animal husbandry, and fish farming. The second is workers in the economic or engineering fields. Specialists of the third group work in the field of international relations. The fourth group is workers in the fields of art, culture, science, education, and healthcare. The fifth is a legal profile. Thus, we see that the circle of specialists is quite wide.

Technical performers are workers whose task is accounting, control, preparation of the necessary documentation and its execution, as well as economic maintenance. Thus, the concept of engineering and technical development has become morally obsolete, the decoding of which is no longer so relevant. It has been replaced these days by the concept of administrative and technical personnel (or ATP).

List of engineering positions

The development of scientific and technological progress leads to a strengthening of the functions of those who are usually called engineering and technical workers. Their number relative to the total number of all categories of workers is growing, especially in such industries as industry and construction.

Who exactly can we, without the risk of making a mistake, rank in the mentioned category? If we focus on the old Standard List of Positions, based on Resolution of the USSR Council of Ministers N 531 (for 1973) and approved in 1979, then we are talking about managers (except for those appointed to positions by higher authorities), chief (senior) specialists various names, heads of offices, production facilities, farms, services, branches, sections, bureaus, inspections, departments and divisions, stations, offices, warehouses, workshops, storage facilities, laboratories, groups, points, sectors, sites, reserves, expeditions, bases, parks, nurseries, cameras and ticket offices.

Who else is in this category?

And who else belongs to the IT workers? The list of them is quite long. It should include the heads of agencies, airports and airfields, power plants, elevators, waterworks, boiler houses, ventilation, treatment facilities, depots, trains, substations, shifts, water pipelines, transportation, loading and unloading operations, piers and berths, (buildings), factories , startup work, etc.

In addition, engineering workers are those who occupy the positions of heads of archives, offices, sections, managers of departments and sections, and group leaders. In addition, these are foremen, foremen, foremen, etc., commanders and captains.

As for engineering specialists, this abbreviation is applicable to a huge list of positions - agronomists, architects, administrators, arbitrators, biologists, accountants, auditors, doctors, surveyors and geologists, duty officers and dispatchers, engineers, cartographers and inspectors, standard setters, operators, programmers and translators, editors, surveyors, sociologists, pharmacologists, commodity experts, artists, energy specialists and legal advisers. This list is very extensive, and there is no point in presenting it in full in this short article.

The principle of engineering workers

For performing their duties, such employees receive a salary in the form of an official salary. That is, a certain fixed amount established by the administration of the enterprise and depending on the degree of complexity, as well as the scope of the role and importance of this particular position in the work process and immediate working conditions.

The amount of the official salary is negotiated when hiring a specialist or manager and does not depend on the production results of the enterprise or a specific department.

The evaluation of the work of engineers is carried out based on completeness, quality and volume, as well as timely performance of the duties assigned to them.

Thus, the category of engineering and technical workers are paid for their work on a time-based basis. Depending on the position held, one’s own qualifications, the level of complexity and volume of duties performed, as well as working conditions in a particular industry, a system of official salaries is provided for all types of engineers. These salary schemes were developed on the basis of a number of regulatory documents, in particular the Qualification Handbook.

Is it just a “bare” salary?

In addition to fixed salary amounts, there is a system of additional payments, allowances and various bonus payments.

Such employees are rewarded in connection with an increase in production output and a reduction in its cost, compliance with contractual obligations, an increase in labor productivity, and savings in raw materials and fuel.

The administration of the enterprise independently determines certain indicators and bonus conditions. If the quality of manufactured products deteriorates or other negative factors are identified, premiums may not be paid.

Certain types of additional payments related to either professions, an increase in the volume of work, or an expansion of the service area are established in addition to the salaries of engineers at the discretion of management. They can be paid from saved wages.

Can the salaries of engineers change?

Decisions to change official salaries, either upward or downward, are made based on the results of certification, which is mandatory for this category of employees at a certain frequency - at least once every 3 or 5 years.

If the results of such certification are unsatisfactory, it is possible to either cancel certain types of additional payments and allowances, or completely dismiss the employee from his position.

On labor standards for engineers

The task of competently organizing the work of employees and engineers in order to improve the structure of the management apparatus, optimize the use of working time and reduce costs involves rationing. Any type of managerial work can be properly organized only if there is specific information about the amount of time and the number of workers required to carry it out.

Compared to workers, the same procedure for engineers and employees is a more difficult task. Indeed, in this case we are dealing with a process with a predominance of mental labor, which is not possible to directly measure. For example, a production technician does not stand directly behind the machine - he manages the process. So how can one evaluate his work?

The main task in rationing the activities of such employees is to establish the labor intensity of each type of work that they perform and calculate the required number of workers. Both actions are intertwined. The first of them is necessary for the successful division of labor responsibilities and the optimal distribution of workers in accordance with qualification characteristics.

Secondly, establishing the numerical composition of this category of workers serves to establish optimal proportions between individual positions, build a management apparatus in a rational way, and plan the required staff and wage fund.