Labor resources are a socio-economic category that characterizes the potential labor reserves available to society at a given stage of its development. Labor resources are a socio-economic category that characterizes the potential labor reserves available to society at a given stage of its development.
Personnel of an enterprise, its structure and methods of determination Personnel is the full complement of hired workers of an organization (with the exception of management) performing various production and economic functions. Personnel is the full complement of employees of an organization (with the exception of management) performing various production and economic functions. The part of the personnel that is officially on its staff is called personnel. The part of the personnel that is officially on its staff is called personnel. Personnel characteristics
The personnel of the enterprise, its structure and methods of determination are quantitative: quantitative: payroll number (the number of employees hired at the enterprise according to documents) payroll number (number of employees hired at the enterprise according to documents) attendance number (estimated number of payroll employees who must appear for a given day work to complete a production task) attendance number (estimated number of payroll employees who must report to work on a given day to complete a production task) average payroll number (sum of the number of payroll employees for each calendar day of the month (including holidays and weekends) divided by number of calendar days of the month) average number of employees (the sum of the number of employees on the payroll for each calendar day of the month (including holidays and weekends) is divided by the number of calendar days of the month) structural (composition and quantitative ratio of individual categories and groups of employees of the enterprise) structural (composition and quantitative ratio of individual categories and groups of enterprise employees) Characteristics of personnel
Personnel of the enterprise, its structure and methods of determining Industrial and production personnel (directly involved in the production process, and also manages it) - personnel of the main activities. Industrial and production personnel (directly involved in the production process and also manages it) - personnel of the main activities. Non-industrial personnel (not directly related to the production of products: workers of housing and communal services, cultural and social and medical institutions, etc., on the balance sheet of the enterprise) Non-industrial personnel (not directly related to the production of products: workers of housing and communal services , cultural, community and medical-sanitary institutions, etc., on the balance sheet of the enterprise) Division of personnel by function
Enterprise personnel, its structure and methods of determination Structural diagram of the PPP (statistical structure of personnel) Personnel by the nature of labor functions Categories Workers Basic (employed in technological processes aimed at creating a “core” product for a given organization) Auxiliary (work in auxiliary departments of repair, tool , transport, warehouse) MSP (junior service personnel) - (janitors, couriers, drivers of personal cars of management and buses transporting employees) Employees Managers (administration) Specialists (economists, sociologists, psychologists, engineering and technical workers) Other employees (cashiers, clerks, commandants)
Personnel of an enterprise, its structure and methods for determining Profession is a special type of work activity that requires certain theoretical knowledge and practical skills. Specialty is a type of activity within a profession that has specific characteristics and requires additional special knowledge and skills from workers. Qualification level is the degree of mastery by workers of a particular profession or specialty, which is reflected in qualification (tariff) categories and categories. Professional competence is a measure of a worker’s qualifications (the ability to perform their functions at the required level both in normal and extreme conditions, to successfully master new things and quickly adapt to changing conditions) Nature of work activity (analytical structure of personnel)
Personnel of the enterprise, its structure and methods of determination Depending on the period: permanent permanent temporary temporary seasonal Seasonal Division in international practice management workers (top, middle and lower level managers), engineering and technical personnel and office employees (“white collar”); management workers (top, middle and lower level managers), engineering and technical personnel and clerical workers (“white collar”); workers engaged in manual labor (“blue collar”); workers engaged in manual labor (“blue collar”); social infrastructure workers (“gray collar”). social infrastructure workers (“gray collar”). Personnel classification
The personnel of the enterprise, its structure and methods for determining the useful (effective) working time of one worker is determined based on the calculation of: the calendar fund of working time, which corresponds to the number of calendar days in a year; calendar fund of working time, which corresponds to the number of calendar days in a year; nominal working time, which is less than the calendar one by the number of weekends and holidays per year; nominal working time, which is less than the calendar one by the number of weekends and holidays per year; useful (effective) working time fund, which is less than nominal by the amount of planned absences from work (vacation, illness, etc.). useful (effective) working time fund, which is less than nominal by the amount of planned absences from work (vacation, illness, etc.). Method for determining demand by labor intensity of work where Q is the volume (number) of units of production; N Time – standard time per unit of production (hour); F Ef – useful (effective) working time of one worker per year (hour); K VN – coefficient of compliance with standards.
Personnel of the enterprise, its structure and methods of determination Personnel of the enterprise, its structure and methods of determination The procedure for determining the useful fund of time of one employee IndicatorsTotal 1. Calendar fund of time, days including: holidays Nominal fund of time, days 273 = 366 – Absences, days 31.2 including: vacations 30 absenteeism 0.7 downtime 0.5 4. Number of actual working days 241.8 = .2 5. Average planned duration of the working day (nominal), h7.67 6. Losses due to a reduction in the duration of the working day, h0.05 7. Average actual duration of the working day (actual), h 7.62 = 7.67 - 0.05 8. Useful working time fund, h1842.5 = 7.62x241.8
Personnel of an enterprise, its structure and methods of determining Turnover by admission is the number of persons enrolled in work after graduation from educational institutions, through organized recruitment, through transfer from other organizations, at the direction of employment authorities, at the invitation of herself, etc. Turnover by admission - represents the number of persons enrolled in work after graduation from educational institutions, through organized recruitment, by transfer from other organizations, by referral from employment authorities, by invitation, etc. Retirement turnover is characterized by the number of persons who left the organization for a given period, grouped by reasons for dismissal. Depending on these reasons, it can be necessary or unnecessary (fluidity). Retirement turnover is characterized by the number of persons who left the organization for a given period, grouped by reasons for dismissal. Depending on these reasons, it can be necessary or unnecessary (fluidity). The necessary turnover on disposal has objective reasons: the state of health of employees, family circumstances, legal requirements (for example, on military service), natural ones (age), and is therefore inevitable. The necessary turnover on disposal has objective reasons: the state of health of employees, family circumstances, legal requirements (for example, on military service), natural ones (age), and is therefore inevitable. Movement of personnel in the organization
N out – the number of employees who left during the period; N out – the number of employees who left during the period; H sp – average number of employees for the period. H sp – average number of employees for the period. Personnel attrition rate K VK: Personnel recruitment rate K PK: where Ch pr is the number of employees hired during the period. where N pr is the number of employees hired during the period.
Personnel turnover coefficient K ObK: where Ch uv is the number of workers dismissed during the period for absenteeism, at their own request, for violations of labor discipline. where Ch uv is the number of workers dismissed during the period for absenteeism, at their own request, for violations of labor discipline. Staff turnover rate K TC:
Personnel of an enterprise, its structure and methods of determination. Personnel turnover is the ratio, expressed as a percentage, of the number of employees dismissed at their own request and due to violations of labor discipline for a certain period of time to their average number for the same period. Measures taken to reduce personnel turnover: improving conditions labor and its payment; improving working conditions and remuneration; making the most of employees' abilities; making the most of employees' abilities; improving communications and training; improving communications and training; carrying out an effective policy of social (corporate) benefits; carrying out an effective policy of social (corporate) benefits; constant analysis and adjustment of personnel policies and wages; constant analysis and adjustment of personnel policies and wages; increasing the degree of attractiveness of work, types of activities performed, etc. increasing the degree of attractiveness of work, types of activities performed, etc. Personnel turnover
In agricultural production, seasonality of labor is the main reason for dissatisfaction among agricultural workers with the results of their work and leads to staff turnover. Seasonality leads to a shortfall in a significant amount of gross output, uneven expenditure of labor and its payment throughout the year. Staff turnover
Labor Productivity Labor Productivity Labor productivity or the efficiency of labor costs in material production is determined by the quantity of products produced per unit of working time, or labor costs per unit of production. Labor productivity indicators: production output; product development; labor intensity of manufacturing products labor intensity of manufacturing products Labor productivity
Product output per unit of working time (per employee) where Q is the volume of production for a certain period (month, quarter, year); T is the cost of working time for the production of this product; Ch sp – average number of PPP in the same period. Labor intensity is the reciprocal of output. There are standard, actual and planned labor intensity. Definition of output and labor intensity.
Labor productivity Types of labor productivity indicators: natural (determining the amount of work performed (products produced) per unit of time per employee); natural (determining the volume of work performed (products produced) per unit of time per employee); cost (accounting for various works or production of various types of products. Expressed in the cost of work performed or products sold for a certain period of time per employee); cost (accounting for various works or production of various types of products. Expressed in the cost of work performed or products sold for a certain period of time per employee); labor (expressed in standard working time and determined by the ratio of the volume of work performed in standard hours to the time actually worked) labor (expressed in standard working time and determined by the ratio of the volume of work performed in standard hours to the time actually worked) Assessment of labor productivity
Labor productivity Natural indicator of labor productivity where P Tr – labor productivity; Q – volume of products produced, work performed (in physical terms); r – average number of employees for a certain period of time
Labor productivity Labor indicator of labor productivity where P Tr – labor productivity; Q – volume of products produced, work performed (in physical terms); r – average number of employees for a certain period of time
Labor productivity change in the technical level of production; change in the technical level of production; improvement of management, organization of production and labor; improvement of management, organization of production and labor; changes in the volume and structure of production; changes in the volume and structure of production; other factors other factors Factors of change labor productivity
Labor productivity Reducing the labor intensity of manufacturing products (technological, production and complete); Reducing the labor intensity of manufacturing products (technological, production and complete); Improving the use of working time (introducing scientific organization of labor, strengthening labor discipline, reducing staff turnover); Improving the use of working time (introducing scientific organization of labor, strengthening labor discipline, reducing staff turnover); Reserves for improving the structure, increasing the competence of personnel and better use of labor (mechanization and more efficient use of the labor of auxiliary workers, relative release of workers, reducing the proportion of administrative and managerial personnel, improving the psychological climate in the workforce). Reserves for improving the structure, increasing the competence of personnel and better use of labor (mechanization and more efficient use of the labor of auxiliary workers, relative release of workers, reducing the proportion of administrative and managerial personnel, improving the psychological climate in the workforce). In-production reserves for growth in labor productivity
EFFICIENCY INDICATORS OF THE USE OF LABOR RESOURCES IN THE AGRICULTURAL SECTOR OF THE ECONOMY: Coefficient of participation of labor resources in social production Coefficient of participation of labor resources in social production Coefficient of use of working time during the year Coefficient of use of working time during the year Coefficient of use of working time of the day Coefficient of use of working time of the day Seasonality coefficient use of labor resources Seasonality coefficient of use of labor resources
Coefficient of participation of labor resources in social production Tf labor resources involved in production, people; TF labor resources involved in production, people; T n availability of labor resources, people. T n availability of labor resources, people. The coefficient of use of working time during the year of the Russian Federation is working time actually worked, P in the possible annual fund of working time, hours.
Coefficient of use of working time of the day Vf actually worked time of the day, h; Vf actually worked time of the day, h; In p established working hours of the day, hours. In p established working hours of the day, hours Z m maximum or minimum employment of workers per month, hours; 3 avg average monthly employment of workers, hours. Seasonality coefficient for the use of labor resources
State regulation of labor relations at an enterprise The main forms and directions of state regulation development of the appropriate legislative and regulatory framework and control over compliance with legislation; development of an appropriate legislative and regulatory framework and monitoring compliance with legislation; direct participation of the state in the management of labor relations in the public sector; direct participation of the state in the management of labor relations in the public sector; withdrawal of part of an enterprise's income through the system of taxation and obligatory payments to the budget, its redistribution and impact on the formation of the labor market and the corresponding personnel potential
State regulation of labor relations at the enterprise Legislative and regulatory framework of labor law of the Russian Federation Federal laws of the Russian Federation; Federal laws of the Russian Federation; By-laws of executive authorities; By-laws of executive authorities; Local regulations (collective and labor agreements) Local regulations (collective and labor agreements)
State regulation of labor relations at an enterprise State regulation of labor relations at an enterprise Constitutionally enshrined labor rights Freedom of labor; Freedom of labor; The right to work in conditions that meet safety and hygiene requirements; The right to work in conditions that meet safety and hygiene requirements; The right to remuneration for work in an amount not lower than the minimum wage established by federal law; The right to remuneration for work in an amount not lower than the minimum wage established by federal law; The right of workers to individual and collective labor disputes using the methods for resolving them established by federal law; The right of workers to individual and collective labor disputes using the methods for resolving them established by federal law; The right to rest. The right to rest.
Plan: 1. Population as a subject of demographic, economic and social processes and phenomena 2. Labor resources of society Reproduction of the population and labor resources 3. Demographic and social mobility of labor resources 4. Methods of forecasting and planning the need for labor resources 5. Labor potential of society: concept , structure and indicators 6. Human capital of society
Population is natural - a historically formed and continuously renewed in the process of production and reproduction of life, a set of people living in a certain territory - in a village, city, district, region, country.
The average annual population is determined at the middle of the year as the arithmetic average of the population at the beginning and end of the year or by adding half of its increase to the initial number. The positive difference between the number of births and the number of deaths is called natural population growth.
The economically active population is the part of the population that provides labor supply for the production of goods and services. This population group, in accordance with the ILO methodology, includes persons aged 15-70 years, both employed and unemployed, who want to get a job.
The level of economic activity of the population is calculated by the formula: UUEAN=EAN/H× 100% where UUEANEAN is the level of economic activity of the population, %; EAN - number of economically active population, people; N - total population in the country, people.
This category of the population includes: students, students, cadets studying full-time in educational institutions; persons who receive an old-age or preferential pension or a disability pension; persons engaged in housekeeping, caring for children, sick relatives; persons who have stopped looking for work, having exhausted the possibilities of finding one that satisfies them; other persons who do not need to work regardless of their source of income.
Labor resources are the part of the working population that has the physical and mental abilities, as well as the knowledge necessary to carry out useful activities.
for persons younger than working age (from birth to 16 years inclusive); for persons of working age (women - from 16 to 54 years, men - from 16 to 59 years inclusive); for persons over working age, i.e. persons who have reached retirement age (women - from 55 years old, men - from 60 years old).
population of working age, except for non-working disabled people of groups 1 and 2, non-working persons receiving pensions on preferential terms (women who gave birth to 5 or more children, raising them up to 8 years; persons who retired earlier than the established period due to severe and harmful working conditions, length of service); working persons of retirement age; working persons under 16 years of age.
birth rate - the ratio of the number of births to the average annual population per 1000 people. ; birth rate for a certain period; absolute increase in labor resources - the ratio of labor resources by age (by age groups); the structure of labor resources by gender (is important for the formation of an effective employment structure by industry, profession, territory); structure of labor resources by level of education and professional training
KK rr =H=H birth/H/H srsr x 1000 and K ss =H=H umum /H/H srsr x x 1000, where Kri K ss are the birth and death rates, respectively; Chrod - number of births per year; Plague - the number of deaths per year; Average annual population.
Types of population movement natural migration social
Natural population movement is the result of the processes of birth and death of people. Depending on which processes predominate, there is a natural increase or natural decrease in population.
associated with changes in his work activity. Thus, under the influence of certain factors (age, health status, situation on the labor market, etc.), the economically active population moves into the economically inactive group or vice versa.
extensive, which is characterized by an increase in the number of labor resources in the region or country as a whole without changing their qualitative characteristics; intensive, which is characterized by a change in the quality of labor resources: growth in qualifications, physical and mental abilities of labor resources
natural reproduction of the population, i.e. the birth of people and their reaching working age; accumulation of physical and spiritual data by people, including health; mastering a specialty, profession, by obtaining general and special education and undergoing qualification training and retraining; restoration of the ability to work among workers engaged in labor (for this they need food, clothing, housing, as well as all components of the infrastructure of modern human existence).
The production direction is aimed at linking the relationship between the number of available jobs requiring a certain professional qualification specialization and the actual number of workers in the corresponding profile. The reproduction direction involves achieving a balance between the increase in the number of jobs and the additional labor force of the corresponding professional and qualification profile that is newly involved in production. The personal direction involves providing the working population with jobs that meet the growing needs of workers.
The professional and qualification structure of workers represents their primary cooperation in professions and qualifications, within which the means of production and labor are directly connected. At the same time, the decisive role of technology in the formation of professional and qualification composition of workers presupposes the active influence of qualifications on the development of material elements of production.
Vocational guidance includes. professional counseling; professional education; professional selection; vocational training.
Profession is a type of work activity of a person who has certain general and special theoretical knowledge and practical skills acquired as a result of special training and work experience;
A specialty is a type of activity within a particular profession, the implementation of which requires certain knowledge, skills and abilities acquired through special training.
Qualification is the degree of general and professional special training of an employee who has the necessary knowledge, skills and abilities to perform a certain type of work.
Demographic policy, as part of the country’s overall socio-economic policy, should be aimed at achieving expanded population reproduction in the future, taking into account regional development features.
Gross migration is the sum of the numbers of arrivals and departures. The overall migration rate is defined as the ratio of the number of all migrants to the average annual population: CC total. . migrant =H=H migr. /H Wed. x 1000 (%)
Forecasting and planning the need for labor resources is an important part of economic activity both at the state level as a whole and at the regional level. 5. Methods for forecasting and planning labor resource needs.
dynamics of the working-age population; changes in the ratio of urban and rural populations; employment structure and its territorial shifts; change in the professional and qualification structure of labor resources.
method of moving by age; predictive assessment method; expert assessment method; analogy method; the method is normative.
Labor resource planning is designed to solve problems of recruiting the workforce of enterprises, determining the scale of training of qualified workers and specialists, and influencing the movement of labor resources from villages to cities and back.
The main tool for labor resource planning is the balance sheet system, which is used for the rational formation and distribution of labor resources.
The balance of labor resources is a system of interrelated indicators that characterize the formation and distribution of labor resources and consists of two parts: resource (labor resources) and distribution (distribution of labor resources).
changes in the demographic structure of the population; dynamics and structure of jobs; dynamics of the number and structure of employment of the working age population; efficient use of labor resources; labor productivity growth rates, etc.
The labor potential of society is a general indicator of the process of formation and development of a person in labor activity. The concept of the labor potential of society is based on the concepts of the labor potential of the employee and the labor potential of the enterprise. 6. Labor potential of society: concept, structure and indicators
psychophysical potential - a person’s abilities and inclinations, his state of health, performance, endurance, type of nervous system, etc.; qualification potential - the volume, depth and versatility of general and specialized knowledge, labor skills and abilities that determine the employee’s ability to perform work of a certain content and complexity; personal potential - the level of civic consciousness and social maturity, the degree to which the employee has mastered the norms of attitude towards work, value orientations, interests, needs in the world of work.
The labor potential of an enterprise represents the maximum value of the possible participation of workers in production, taking into account their psychophysiological characteristics, level of professional knowledge, accumulated experience in the presence of the necessary organizational and technical conditions.
Fp = Fk-Tnp or Fp = Ch Dm Tsm, where Fp. Фп - total potential working time fund of the enterprise, h; FFkk - - calendar fund of working time; TT npnp — — total reserve-forming absences and breaks; H-H - number of employees, people; Dm-Dm - number of days of work in the period; TT smsm — — duration of working day, shift, hours.
Human capital is an adequate form of expression for industrial and post-industrial society of human productive forces included in the system of a socially oriented mixed market-type economy as a leading factor of social reproduction
employers' costs for basic and additional wages; budget expenditures on social programs, targeted comprehensive programs; individual expenses of citizens for maintaining and strengthening health, education, living conditions, raising and training children, cultural events, etc.;
Slide 1
Slide 2
Slide 3
Slide 4
Slide 5
Slide 6
Slide 7
Slide 8
Slide 9
Slide 10
Slide 11
Slide 12
The presentation on the topic “World Labor Resources” can be downloaded absolutely free of charge on our website. Project subject: Geography. Colorful slides and illustrations will help you engage your classmates or audience. To view the content, use the player, or if you want to download the report, click on the corresponding text under the player. The presentation contains 12 slide(s).
Presentation slides
Slide 1
Slide 2
Slide 3
Economically active population
People actually involved in material production or non-production sphere.
Slide 4
The share of the economically active population varies across countries. In developed Western countries, about 70% of all labor resources are economically active. This situation is primarily associated with unemployment. It sometimes reaches 10 or more percent of the workforce. The share of the economically active population in developing countries is even smaller - 45-55%. This is due to general economic backwardness, lack of jobs, the difficulty of involving women in production given the predominance of large families, and large masses of young people entering working age. True, unemployment in developing countries does not exclude the widespread exploitation of cheap child labor.
Slide 5
UNEMPLOYMENT
Firstly, a person is an economic resource of a special type. If it is not in demand by the economy now, it cannot be reserved and “put in the refrigerator” until better times. Secondly, even if a person does not work, he cannot stop consuming and he still needs to feed his family. Therefore, society is forced to look for means to save the unemployed from starvation or becoming bandits. Thirdly, rising unemployment reduces demand for goods on the domestic market. People who do not receive a salary are forced to be content with only the bare minimum of subsistence. As a result, it becomes difficult to sell goods on the country’s domestic market (“the market is shrinking”). Fourthly, unemployment aggravates the political situation in the country. The reason for this is the growing anger of people who have lost the opportunity to adequately support their families and spend day after day in an exhausting search for work. Fifthly, an increase in unemployment can lead to an increase in the number of crimes that people commit in order to obtain the necessary benefits. Unemployment is a global phenomenon: according to the UN, 800 million people are unemployed.
Slide 6
This is the ratio between the working population, on the one hand, and the non-working (children and old people) on the other. On average, 100 able-bodied people in the world provide their earnings for 70 children and pensioners. In developing countries - it is often 100 to 100. Japan - 100 to 41. In Russia, Belarus, Ukraine, and the Baltic countries, the demographic burden is approximately equal to the world average.
Slide 7
Slide 8
Developing countries
1st place – agriculture (agricultural countries). 2nd place - the service sector (in Latin America it even came out on top). 3rd place - industry and construction.
Labor resources Working population Women aged Men aged persons Persons older and younger than working age Pensioners Schoolchildren
Economically active population (labor force) Employed Unemployed In the production sector In the non-production sector 1. Entrepreneurs; 2. Hired employees; 3. Military personnel; 4. Full-time students; 5. Persons of liberal professions Able-bodied population registered with the employment service and ready to start work Economically active population (labor force) Employed Unemployed In the production sector In the non-production sector 1. Entrepreneurs; 2. Hired employees; 3. Military personnel; 4. Full-time students; 5. Persons of liberal professions 1. Entrepreneurs; 2. Hired employees; 3. Military personnel; 4. Full-time students; 5. Persons of liberal professions Economically active population (labor force) Employed in the production sector
Categories of labor resources (personnel) Managers Specialists Workers Employees Junior service personnel Director Chief specialists and deputies Director Chief specialists and deputies Basic Auxiliary Cashier Accountants Timekeepers Cashier Accountants Timekeepers Janitors Cleaners Couriers, etc. Janitors Cleaners Couriers, etc.
Groups of personnel by length of stay at the enterprise Permanent Seasonal Temporary No time limit For a period of more than 6 months For a period of no more than 6 months (for seasonal periods) For up to 2 months Up to 4 months when replacing temporarily absent employees
Indicators for assessing labor resources: 1. Structure of the enterprise’s employees; 2. Average and average annual number of employees; 3. Attrition rate; 4. Recruitment rate; 5. Personnel stability coefficient; 6. Average length of service for certain categories of employees; 7. Personnel turnover; 8. Reception turnover; 9. Turnover upon dismissal; 10. Intensity coefficient for hiring and dismissal Indicators for assessing labor resources: 1. Structure of the enterprise’s employees; 2. Average and average annual number of employees; 3. Attrition rate; 4. Recruitment rate; 5. Personnel stability coefficient; 6. Average length of service for certain categories of employees; 7. Personnel turnover; 8. Reception turnover; 9. Turnover upon dismissal; 10. Intensity coefficient for hiring and dismissal
SUMMARY INDICATORS FOR ASSESSING LABOR RESOURCES IN CONSTRUCTION: 1. Volume of construction and installation work performed per 1 average annual employee; 2. Completed volume of construction and installation work for 1 person-day; 3. Completed volume of construction and installation work per 1 person-hour SUMMARY INDICATORS FOR ASSESSMENT OF LABOR RESOURCES IN CONSTRUCTION: 1. Volume of completed construction and installation work per 1 average annual employee; 2. Completed volume of construction and installation work for 1 person-day; 3. Completed volume of construction and installation work per 1 man-hour
IMPORTANT INDICATORS FOR ASSESSING LABOR RESOURCES IN INDUSTRY: 1. Product output per unit of time by one worker: a) in value terms (for heterogeneous production) b) in physical terms (for homogeneous products); 2. Labor intensity of products; 3. Specific indicators in sub-sectors of industry (labor costs per 100 tons of processed beets, etc.) IMPORTANT INDICATORS FOR ASSESSING LABOR RESOURCES IN INDUSTRY: 1. Product output per unit of time by one worker: a) in value terms (with heterogeneous production) b ) in physical terms (with homogeneous products); 2. Labor intensity of products; 3. Specific indicators in industrial sub-sectors (labor costs per 100 tons of processed beets, etc.)
WAYS TO INCREASE LABOR PRODUCTIVITY: 1. Improving the quality of raw materials; 2. Optimal utilization of production capacity; 3. Reducing raw material costs; 4. Mechanization and automation of labor; 5. Introduction of resource-saving, waste-free and low-waste technologies; 6. Labor-saving equipment and technology; 7. Increase in production scale and concentration; 8. Improving labor organization and management; 9. Staff motivation; 10. Standardization and scientific organization of labor WAYS TO INCREASE LABOR PRODUCTIVITY: 1. Improving the quality of raw materials; 2. Optimal utilization of production capacity; 3. Reducing raw material costs; 4. Mechanization and automation of labor; 5. Introduction of resource-saving, waste-free and low-waste technologies; 6. Labor-saving equipment and technology; 7. Increase in production scale and concentration; 8. Improving labor organization and management; 9. Staff motivation; 10. Standardization and scientific organization of labor
