Who refers to the specialists in the enterprise. The leadership of the organization

For example, it can be qualification, specialty, education, experience.

• The existence of an activity goal. The objectives of the work of a specialist should be consistent with the goals of the enterprise.

Personnel management is distinguished by such features as:

• Integration into the overall management structure.
• Compliance with the existing corporate culture.
• Availability of job planning, employee training.
• Accounting professional qualities and performance appraisal of employees.
• Centralization of management processes.

Employees who are not formalized in any way at the enterprise will not be considered personnel. Normative substantiation Personnel categories are regulated by the “Instruction for the number of workers at enterprises” No. 17-10-0370, approved by the State Statistics Committee on September 17, 1987.

5. categories of personnel

At the end of the meeting, when the applicant had already left the table, the recruiter asked what he could now say in a nutshell about the company's products, indicate what is special about it? The young man was confused and could not answer the question, he said that he needed to get acquainted with the products in more detail. The recruiter doubted that he could quickly learn and work independently. If in doubt about a candidate, give him homework But on condition that he successfully passed the test and interview.

For example, instruct the candidate to build a complex schedule in a program in which the candidate has not previously worked, or to write a report on an unfamiliar subject for him. The topics of the task should be somehow related to the vacancy, contain the information necessary for its professional growth. The better an employee performs a test task, the higher his intelligence and ability to work, as well as the desire to get a job from you.

What categories of staff are divided into

The number of staff depends on the needs production activities. Highly qualified employees perform activities related to the direct production process, which require specific knowledge, skills and abilities. Low-skilled personnel involved in simple jobs where a minimum level of knowledge is required.
For the effective operation of the organization, the number of employees of a particular specialty is crucial. When forming personnel the ratio between qualification category employees capable of fulfilling the production tasks. Development strategy labor resources depends on the scope of the company.

Categories of personnel of the organization

Head of the Environmental Protection DepartmentHead of the Labor Protection DepartmentHead of the Patent and Inventive Work DepartmentHead of the Personnel Training DepartmentHead of the Investor Relations DepartmentHead of the Information Protection Department (Laboratory, Sector)Head of the Public Relations DepartmentHead of the Sales DepartmentHead of the Social Development DepartmentHead of the Standardization DepartmentHead of Planning economic department Head of the production departmentHead of the repair shopHead of the shiftHead of the technical departmentHead of the financial departmentHead of the economic departmentHead of the central plant laboratoryHead of the shop (site)Head of the pilot production shopHead of the legal departmentForeman (foreman)Head of the group for the inventory of buildings and structuresManager of the department (farm, agricultural plot) 2.

What are the leadership positions?

It is also support staff. Its representatives work in procurement or service shops.

• Employees. Their activities are mainly mental in nature. The result of their work is the identification managerial problems, the formation of new information flows, the adoption of various decisions in the field of management.

An example of this category would be accountants, lawyers, managers. Employees are further divided into three categories. These are the heads of the enterprise itself or its departments. This group also includes deputy heads.

These are specialists: engineers, economists, accountants. The third group is the employees themselves (junior technical staff, accountants and clerks).

Categories of personnel related to working professions are directly involved in the creation material assets, support equipment and industrial premises in working order. Considering which categories the personnel is divided into, it is necessary to determine the main factors that have a direct impact on the classification. Human resources considered the most important element productive force, the basis of the sources of economic development.
The main element of any production process is:

• skill of the staff;
• the level of education;
• professional training;
• degree of qualification;
• motivation system.

Experts have proved that there is a direct dependence of the welfare of citizens and the competitiveness of the economy on the corresponding quality of the categories of personnel of the organization.

• Order No. 248n dated May 29, 2008. Sets the qualification levels of employees.
• Order No. 247n dated May 29, 2008. It also establishes qualification levels, but in relation to managers and specialists.

IN regulations these groups of personnel are distinguished:

• Positions of workers and employees for which it is not necessary vocational education.
• Jobs that require primary or secondary education.
• Supervisory positions for which initial vocational education is required.
• Specialties for which higher education(Qualification "Bachelor").
• Positions for which you need to have a higher education with the qualification "certified specialist" or "master".

The need for education is determined depending on the specifics of the activity.

Who are the leaders of the organization

Managers include employees who hold the positions of heads of organizations, structural divisions(offices, departments, divisions, workshops, sections, etc.) and their deputies (directors, chiefs and heads of all titles, managers, chairmen, captains, foremen, chief accountants, chief engineers, foremen, etc.) (n .8 Guidelines for Completing the Federal statistical observation). Thus, all the positions listed in the question belong to the category of managers. Details in the materials of the System Personnel: Situation: How to determine the staffing personnel service organizations general rule the number of employees of the organization, including its individual divisions, is determined by its head at its own discretion in accordance with the structure of the organization, its functions and levels of management.

• HR records management

Question When compiling a certificate of staffing, is it necessary to include the deputy director, commercial director, production manager and head of the transport section in the management team? As well as the chief accountant. Answer Answer to the question: We assume that we are talking about filling out the form statistical reporting No. 57-T "Information on the wages of employees by profession and position", approved by order of Rosstat dated 03.08.2015 No. 357. This form includes information on the number of employees payroll, including: — managers; - specialists; - other employees; -workers.

On this page:

• The main features of personnel
• Regulatory rationale
• Main categories of personnel
• Categories of leaders
• Classification of enterprise personnel
• Additional classification
• Depending on what the position belongs to one or another category

Personnel are persons who are included in labor Relations within a specific legal entity. This is the personnel of the enterprise, which includes employees, owners and co-owners. The main features of the staff Before qualification, you need to understand who exactly belongs to the staff.

Personnel is characterized by these characteristics:

• Involvement in labor relations. The latter must be documented. In particular, an employment agreement must be drawn up.
• Characteristics on the basis of which the activity is carried out.

That is why employees of this category are called engineering and technical workers (ITR). 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 employed in economic services. A good 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 workers in the public sector on the basis of the Unified tariff scale” (as amended on December 20, 2003).

Ksenia Gorbunova, Director of Recruitment and Business Development at SQ-Team, recommends how to successfully select the staff of the organization of the required category Now only large companies often hire employees “for growth” During the crisis, the labor market has changed, and there are more candidates for one vacancy than before. Employers can find a practically “ready-made” employee who will immediately get involved in the work. This is better than taking on a person in whom you still need to invest a lot.

Info

For growth ”is often taken in large companies, where the learning process is built and there is a kind of conveyor. If an employee does not live up to expectations and leaves the company, this will not affect the business in any way. At the same time, companies are ready to turn a blind eye to the shortcomings of the candidate soft skills(social skills), which can be quickly pulled up in training, but not hard skills (professional skills).

What constitutes the leadership of the organization should be known to every employer and simple personnel workers. After all, only if there is an effective personnel structure with an appropriate division of responsibilities between the management of the enterprise and other participants labor process you can count on economic success and effective cost optimization. At the same time, the management of the enterprise and its qualifications very often have no less impact on performance indicators. labor activity than the immediate main production staff of the state.

Leadership of the organization - what is it

Before considering directly the question of what it is - the leadership of the organization, it is necessary to familiarize yourself with the basic principles of forming the structure of the personnel of the enterprise. In general, the personnel of the enterprise is divided into:

• Administrative and managerial personnel (AMP). These employees include employees who are not directly related to the production process and the provision of services to customers. At the same time, the heads of individual structural divisions and the enterprise as a whole belong to this category. However, in addition to the management staff of the organization, the concept of administrative and managerial personnel is broader, because it includes employees engaged in servicing the activities of the enterprise itself. For example, accountants personnel department and other specialists.
• Production personnel. Production personnel as a whole include workers who provide direct economic benefits to the organization with their work. However, there is no actual requirement for participation in production, as in the creation of material values, to classify employees as production personnel. It also includes employees who provide services to customers of the organization. In addition, production personnel also include support personnel - employees who are not directly involved in economic activity, but also having no direct administrative function of the enterprise. For example, security guards, cleaners and other employees whose activities are primarily to serve the organization itself.

The concept of leadership is directly related to the concept of subordination at work. Accordingly, in order to effectively distribute duties and responsibilities within the production process, the employer should carefully regulate the labor regulations of the hierarchical structure of the enterprise using local regulations.

From the point of view of legislation, the issues of division of labor and and are largely assigned to the employer. Nevertheless, a large number of management professions are mentioned in uniform qualification guides or even have generally accepted ones, according to which their activities can be regulated. Also special legal regulation may have leadership budget institutions- in this case, his activities may be considered by the provisions of separate regulations relating directly to this sphere of labor.

The main tasks of the organization's management

The main tasks of the management team in the organization include the following functions:

Types of management of the enterprise

The management of the enterprise is not homogeneous and does not imply absolute equality and the absence of a separate structure for its employees. Against - effective organization labor is achieved only in the case of a careful division of the responsibilities of managers and the creation of a subordination structure. To do this, a division of leaders according to different criteria primarily horizontal and vertical.

• Vertical division of labor and the hierarchy of workers provides for the establishment of the supremacy of some leaders over others. So, CEO organization is primarily concerned with managing the entire business entity and issuing instructions to the chief directors in certain areas of activity. In turn, these directors have their subordinate managers in the form of heads of certain departments or actual performers. The structure of subordination of subordination is the basis of the vertical division of labor.
• Horizontal division. Many managers who are essentially at the same level of the vertical hierarchy, or even at different levels, may have different responsibilities and be employed in absolutely various fields labor. It is the division into areas of responsibility that is the main horizontal hierarchy, which should also be considered when forming the leadership of the organization.

In general, the vertical division of labor might look like this:

• Enterprise owner. This leader is the personification of the employer as a whole and always has unlimited powers in matters of enterprise management. At the same time, several persons can be owners, then their decisions can only be made in an appropriate way at a meeting of founders. Or, the property may be distributed in another way, for example, the owners may actually be the shareholders of the enterprise.

• Top management. The top management of the organization primarily refers to the main governing body. Top management can be either a founder or entrepreneur, or an individual CEO. In addition, the highest governing body can also be a team of managers, for example, the board of directors. In general, top management reports only to the owner of the enterprise and can give orders to all other heads of the organization. At the same time, top management usually common organization activities of the enterprise, without any specialization in a particular field of activity.
• First line management. The leadership of the first link refers to the main leaders in certain areas of activity. For example - Chief Accountant, financial director, commercial director and similar positions. They are the main managerial link in a certain general field of activity. At the same time, such managers are usually not entitled to influence processes that are not in the sphere of responsibility of such managers, including those that are lower according to the rules of subordination of employees.
• Second level management. Second-level managers usually include managers who are not dominant in their area of ​​responsibility and ensure the implementation of practical decisions of higher management. At the same time, managers of the second link, as they can have direct executors in their subordination, can also be an integral part of the management system at the enterprise, providing further cascading and redistribution of decisions of higher authorities.

Although in many cases the leader and manager are specialists of the same profile, in some cases they are different employees. So, the position of the head necessarily implies the presence of certain subordinates, while management may not assume their presence.

It must be understood that when organizing the management team in without fail it is the rules of direct subordination that should be taken into account. So, the head of the general field of activity, for example, the commercial director should not give orders directly to the executive workers, but should first of all transfer them to the foreman, and he will subsequently decide how to distribute the load and tasks between subordinates. However, there are situations in which the above vertical hierarchy may be violated. So, the secretary treats employees formally lower level from the point of view of the vertical hierarchy, however, he is primarily subordinate only to his immediate supervisor.

Requirements for the leadership of the organization

Given the wide range of tasks and the increased level of responsibility of the management staff of the organization, employees holding such positions or applying for them should be presented special requirements. So, any representative of the management of the enterprise should possess the following qualities:

There are several approaches to choosing a leader. There are many methods for choosing a leader in an organization or its separate structural unit. However, the most common are three main approaches:

• Search for an experienced specialist. In this case, the employer publishes a vacancy about the search for a manager with certain work skills and experience. The advantage of such an approach is minimum costs to fill a vacant job and train an employee. However, this specialist will not necessarily have the necessary authority in the end, and in any case, he will need to go through the process at a new workplace.
• Promotion of an existing employee. In this case, the employer has the opportunity to independently prepare a leader from promising employees. At the same time, such an employee will definitely understand the specifics of the enterprise better and will have an established relationship with the team. However, it is far from always possible to find a suitable candidate for the position of manager among the employees of the enterprise, and such an approach may also entail additional costs for training the future manager.
• Involvement of a third-party specialist according to the principle. In some cases, part of the administrative and management functions may be transferred to another company or individual specialist. This approach allows us to fill the existing gap in the shortest possible time. staffing and reduce the overall burden on the administrative apparatus of the enterprise. However, it is characterized big expenses and a limited number of mechanisms for influencing the involved employee, as well as a low level of motivation and involvement of the manager in the activities of the organization.

The division of personnel is necessary in order to determine wages and correctly arrange frames when determining personnel policy. What groups and categories can the staff be divided into? What documents do you use? We will talk about this in this article.

All employees, regardless of the functions they perform, act as personnel of a cultural institution. In other words, the staff is a labor collective.

But despite the fact that all employees are part of the staff, each of them belongs to a certain category.

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Such a division is simply necessary and, first of all, is connected with the determination of wages, which is carried out within the framework of the tariff SOT.

What categories of staff are divided into

In modern legislation, there is no clear formulation of such a concept as “categories of personnel”. However, there is a legal document that contains separate section Personnel categories. This document is the "Instruction on the statistics of the number and wages of workers and employees in enterprises, institutions and organizations."

After reviewing the content of section No. 5, it can be determined that the concept of "Categories of personnel" includes groups of employees who are united among themselves depending on the labor functions they perform.

All employees of the organization, as a rule, are divided into two groups - employees and workers. Let's consider each of them in more detail. The first group includes several categories:

1. Leaders;
2. Specialists;
3. Other employees who are employees

The first category includes employees holding positions of heads of institutions and heads of structural units, as well as their deputies. Their main function is management. In addition, all these employees have other employees in their subordination.

• secretary;
• clerk;
• courier and others.

In other words, these workers are called support staff - VP.

The role of specialists is performed by persons involved in the management of the organization and engaged in various types of work, where the main share is assigned to intellectual work. This includes employees of the engineering and technical service, the economic department and others.

Specialists are conditionally divided into two groups:

• administrative and managerial personnel (AMP) - specialists who perform managerial functions. The result of their activities is information, without which it is almost impossible to manage. These include referents, accountants, marketers, analysts and others;

• engineering and technical workers (ITR) - whose activities are aimed at obtaining design and technological or design information in the field of technology and production technology. These are engineers, technologists, designers and others.

The second group - workers, includes workers whose activities are directly related to the creation of material values, carrying out repairs, providing various kinds services:

• transport;
• material and others.

The division of personnel into categories is a very important point. It allows you to calculate the salary of employees of the institution. Thanks to this division, it is much easier to perform the placement of personnel in the case of determining personnel policy.

What documents to use when dividing personnel into categories and groups

Law No. 90-FZ introduced changes regarding professional qualification groups. These include groups of workers and positions of employees, the formation of which takes into account the field of activity, as well as all the requirements necessary for the implementation of a particular professional activity.

If we talk about requirements, they usually relate to vocational training and skill level.

The Ministry of Health and Social Development of the Russian Federation issued several orders approving professional qualification groups and criteria for attributing professions and positions to qualification professional groups

According to these documents, all positions and professions are conditionally divided into several qualification groups:

• professions of workers and positions of employees that do not require professional education;
• professions of workers and positions of employees requiring primary or secondary vocational education, as well as heads of structural units that require primary vocational education;
• positions of employees requiring higher professional education with the qualification "bachelor" and positions of heads of structural divisions requiring secondary vocational education;
• positions of employees requiring higher vocational education in the qualification of "certified specialist" or "master" qualification, as well as heads of structural divisions with higher education.

Regulatory documents, which determine the categories of personnel, can be combined into two groups - industry-wide and socio-cultural.

The second includes documents that relate specifically to the field of culture.

Material checked by experts Aktion Culture

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

Main categories of personnel and their characteristics

According to the All-Russian classifier of professions and positions, all personnel of the enterprise are divided into two main categories. Classification of personnel by categories:

• professions of workers;
• employee positions.

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

1. support staff. This division of the above classification of personnel includes those who serve the production (driver, cleaner, secretary, etc.).
2. the main personnel are 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 (production of cotton wool or drilling of wells);
• tariff categories (1-8);
• qualification classes (1-3);
• forms and systems of remuneration (simple, piecework, bonuses);
• working conditions (normal, difficult and harmful);
• the degree of mechanization of labor (manually, on machines);
• derivative professions (senior, assistant).

The positions of employees are classified according to the following criteria:

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

Of course, few people delve into such a thing as the classification of enterprise personnel. And maybe you first heard about the existence of the All-Russian classifier professions and positions.

What influences category membership?

For most people, the categories of personnel depend on the level of education. Therefore, one of important criteria for the employer is the presence of a certain education of the employee. At the same time, an important indicator is the presence of experience in a particular direction. Of course, there are positions that you can take without having any work experience or education. Regardless of the classification of the employee, all categories of employees work in accordance with labor laws. At the same time, both management staff and workers have the same rights and obligations 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 the structures of enterprises are completely different. For example, the structure of a manufacturing company metal doors, will be significantly different from the enterprise retail 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 structure of management

With linear management, there is a clear distinction - who and whose instructions performs 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 entrusts one task to one, another task to another, and so on. But in the end there should be one overall result. Thus, each executor is responsible for the performance of work on a specific assignment of a specific superior employee.

With such a structure, there is a high risk that if somewhere someone incorrectly fulfills the order, then the result will not be the same. The responsibility for the correct formulation of the problem is very high. If suddenly someone gets sick, it will be difficult to immediately replace him without damage. production process. The biggest disadvantage of such a system is that if it suddenly becomes necessary to make adjustments, then you will not have to rely on efficiency. This structure is useful in small organizations.

Functional and linear - functional organizational structure of management

The performance of individual tasks is assigned to a separate unit specializing in separate form activities. The headquarters, consisting of line and functional managers, coordinates instructions and transfers them to performers. This structure allows functional managers to take some of the burden off themselves. The line manager, on the contrary, is more loaded, since he has to take part in the interaction of functional managers with executive departments. At the same time, the performers carry out instructions from both the line manager and the functional one, which leads to difficulties in mutual coordination, that is, instructions may differ, for example, in terms of priority. There is a reduction in responsibility and the risk of delay in obtaining the final result. There are also difficulties in coordinating activities, and it is impossible to quickly resolve issues that arise in the course of work.

Under this system, the main figure is the head of the unit.

The line manager gives instructions to the functional one, and he, through his assistants, distributes the assignments between the performers. With this organizational structure personnel management increases responsibility for the result of the work of each unit, 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 done correctly and on time.

Divisional and matrix management structure

With this management structure, the decisive role is assigned to the heads of the unit. The head of the division is fully responsible for the performance of the work for which the division is responsible. Wherein functional leaders also report to the head of the production department.
A project manager and responsible executors in each of the departments are also appointed. The line manager assigns a specific project to each project manager. The project manager determines who and within what time period must perform this or that work, which will lead to the fulfillment of the task set by the line manager regarding a specific project.

As you can see, there are a lot of organizational management structures, but they 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 harder structure and the more it needs to be constantly improved.

The advantages of this or that structure is necessarily the possibility of prompt decision-making and changes in the course of work. It is important that you can clearly trace the area of ​​responsibility of each of the employees.
You can clearly see all the complexity on the example of the Ministry of Health Russian Federation. Just think about the scale of the activity, how many people of various 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 we are observing. There are new diseases, new methods of treatment, new specialties. Take the composition of specialists working in polyclinics in 1980 and now, of course, we will notice that there are more of them.

For effective management organization needs to understand that different times There are different periods in the development of an organization. Either we can observe the greatest leap in development, then a slower one, then a period of stagnation may occur. It is during an increase in demand that we must not forget to review the management structure of the organization. Otherwise, there will be a chance to miss something, then the organization will begin to lose its competitiveness, and there will be a decline in demand.

Personnel are persons who are included in labor relations within a particular legal entity. This is the personnel of the enterprise, which includes employees, owners and co-owners.

The main features of personnel

Before qualification, you need to understand who exactly belongs to the staff. Personnel is characterized by these characteristics:

• Involvement in labor relations. The latter must be documented. In particular, an employment agreement must be drawn up.
• Characteristics on the basis of which the activity is carried out. For example, it can be qualification, specialty, education, experience.
• The existence of an activity goal. The objectives of the work of a specialist should be consistent with the goals of the enterprise.

Personnel management is distinguished by such features as:

• Integration into the overall management structure.
• Compliance with the existing corporate culture.
• Availability of job planning, employee training.
• Accounting for professional qualities and evaluation of the activities of employees.
• Centralization of management processes.

Employees who are not formalized in any way at the enterprise will not be considered personnel.

Regulatory rationale

Categories of personnel are regulated by the "Instruction for the number of workers at enterprises" No. 17-10-0370, approved by the State Statistics Committee on September 17, 1987. The key document is also the Classifier of Occupations No. 367, approved by the Decree of the State Standard of January 26, 1994. The Ministry of Health and Social Development issued several orders that approve the qualification categories:

• Order No. 525 of August 6, 2007. Establishes criteria for assigning personnel representatives to a particular qualification group.
• Order No. 248n dated May 29, 2008. Sets the qualification levels of employees.
• Order No. 247n dated May 29, 2008. It also establishes qualification levels, but in relation to managers and specialists.

These groups of personnel are distinguished in the regulations:

• Positions of workers and employees for which professional education is not required.
• Jobs that require primary or secondary education.
• Supervisory positions for which initial vocational education is required.
• Specialties for which higher education is required (qualification "bachelor").
• Positions for which you need to have a higher education with the qualification "certified specialist" or "master".

The need for education is determined depending on the specifics of the activity. Complex intellectual work requires the availability of relevant knowledge and skills. To do a simple job, a basic education is enough.

Main categories of personnel

Personnel is a set of employees of various specializations included in the staff. It is divided into two main categories: production and non-production. Production personnel are engaged in labor, the result of which is expressed in material form. For example, these may be people working on the creation of cars, the construction of buildings. Consider the components of the first category:

• Workers. Their activities are mostly physical in nature. These employees specialize in the production of goods or in the maintenance of production. For example, it can be builders, cooks. Workers are further divided into two categories. This is the main staff employed in the main production shops. It is also support staff. Its representatives work in procurement or service shops.
• Employees. Their activities are mainly mental in nature. The result of their work is the identification of management problems, the formation of new information flows, the adoption of various decisions in the field of management. An example of this category would be accountants, lawyers, managers. Employees are further divided into three categories. These are the heads of the enterprise itself or its departments. This group also includes deputy heads. These are specialists: engineers, economists, accountants. The third group is the employees themselves (junior technical staff, accountants and clerks).

The second category is non-production personnel. It refers to employees employed on non-industrial farms. That is, the result of their work is not the creation of something material. An example of non-production personnel are employees of housing and communal services, canteens, and clinics.

Categories of leaders

Production managers are divided into these categories:

• Linear. These managers make decisions concerning all functional areas of activity. Examples: CEO, leader Maintenance, Foreman.
• Nonlinear. These are functional managers who perform specific managerial functions. Examples: financial director, manager in charge of personnel.

Managers are divided into levels of management:

• Lower link. For example, master.
• Middle link. Heads of department and workshop.
• The highest level. Director or his deputy.

The lower-level managers manage small departments, the middle managers manage the enlarged divisions, and the top managers manage the enterprise as a whole.

Classification of enterprise personnel

Personnel are divided into categories depending on specific characteristics. Let's consider them in more detail:

• property relations. There are owners (founders) of a legal entity. They own a share of the enterprise, derive profit from its activities. There are also employees.
• The degree of involvement in production activities. Production personnel are directly involved in the activity, non-production - indirectly.
• Place of main service. Employees may or may not be on the staff of the enterprise.

Some employees differ from others in the specifics of their activities, the peculiarities of labor relations with enterprises.

Additional classification

Consider additional categories for dividing personnel into groups:

• Forms of production activity (for example, the construction of a building or the creation of wells).
• Tariff categories (from one to eight).
• Qualification classes (from one to three).
• Models of payment for work (for example, classic, piecework, premium).
• The level of mechanization of activities (manual or automated work).
• Production areas (senior, senior assistant).

Classifications are also amenable to positions:

• Positions: manager or specialist.
• Position: senior and junior.
• Level of qualification (1-3 class).

FOR YOUR INFORMATION! In Russia, there is a main classifier of professions.

Depending on what the position belongs to one or another category

There are the following characteristics that affect the attitude of a position to a particular category:

• The level of education.
• Skill level.
• Having professional experience.
• Employment registration (for example, a person can work part-time).
• Specificity of activity (physical or intellectual).
• The presence of subordinates.
• Place of work.

As a rule, the staff lends itself to a clear qualification. The structural composition of employees is determined depending on the characteristics of a particular event.