What does "manpower" mean?

10.10.2019

Which, in terms of physical development, acquired education, professional qualification level, is capable of engaging in socially useful activities.

Labor resources - that part of the population with physical development and intellectual (mental) abilities necessary for labor activity. The workforce includes both employed and potential workers.

The concept of "labor resources" was formulated in one of his articles by Academician S. G. Strumilin in 1922. In foreign literature, this concept corresponds to the term "human resources".

Labor resources are a category that occupies an intermediate position between the economic categories "population" and "total labor force". In quantitative terms, the composition of labor resources includes the entire able-bodied population employed, regardless of age, in the areas of public economy and individual labor activity. They also include persons of working age who are potentially capable of participating in labor, but are employed in household and personal peasant farming, in studies with a break from work, and in military service.

In the structure of labor resources from the standpoint of their participation in social production, two parts are distinguished: active (functioning) and passive (potential).

The size of labor resources depends on the officially established age limits - the upper and lower levels of working age, the proportion of able-bodied people among the working-age population, the number of persons participating in social work from people outside of working age. Age limits are set in each country by applicable law.

In modern conditions, the main sources of replenishment of labor resources are: young people entering working age; military personnel released from the armed forces in connection with the reduction in the size of the army; forced migrants from the Baltic countries, Transcaucasia, Central Asia. Quantitative changes in the number of labor resources are characterized by such indicators as absolute growth, growth rates and growth rates.

Absolute growth is determined at the beginning and end of the period under review. This is usually a year or more.

The growth rate is calculated as the ratio of the absolute number of labor resources at the end of a given period to their value at the beginning of the period.

A quantitative assessment of trends in the state and use of labor resources makes it possible to take into account and determine directions for increasing their efficiency.

Labor resources have certain quantitative, qualitative and structural characteristics, which are measured by absolute and relative indicators, namely: - average and average annual number of employees; - staff turnover rate; - the share of employees with higher and secondary specialized education in their total number; - average length of service for certain categories of employees; - the share of employees of certain categories in their total number.

The average number of employees for the year is determined by summing the average number of employees for all months and dividing the amount received by 12. The average number of employees for the month is calculated by summing the number of employees on the payroll for each calendar day of the month and dividing the amount received by the number of days.

The average annual number of employees is determined by dividing the hours worked (man/hour, man/day) by the employees of the farm for the year by the annual fund of working time. One of the main qualitative indicators of labor resources is their gender and age structure. The literature uses somewhat different approaches to identifying age groups. Thus, the following qualification is most often used: labor resources at working age, as well as younger and older than working age. In statistical compilations, a two-group classification is often used: working age and older than working age. Sometimes a more detailed, for example, ten-level scale is used: 16-19 years old, 20-24 years old, 25-29 years old, 30-34 years old. 35-39 years old. 40-44 years old, 45-49 years old, 50-54 years old, 55-59 years old, 60-70 years old.

The number of labor resources can be increased due to the natural increase in the working-age population, the reduction in the proportion of those who are unable to work among people of working age, and the revision of the age limits for working capacity.

Reproduction of labor resources

The objective need to study the reproduction of labor resources is caused by a number of reasons. Labor resources are important factor production, the rational use of which ensures not only an increase in the level of production and its economic efficiency, but also the qualitative development of the entire social system.

The reproduction of labor resources is a process of constant and continuous renewal of the quantitative and qualitative characteristics of the economically active population.

Effective regulation of the processes of reproduction of labor resources will ensure the achievement of stable economic growth.

The relevance of the study of this process is due to the high degree of theoretical and practical significance of the problem of reproduction and the optimal use of labor resources for the country's dynamic development in the context of economic modernization.

Wikimedia Foundation. 2010 .

See what "Labor resources" is in other dictionaries:

WORK RESOURCES- WORK RESOURCES, part of us. countries with the necessary physical development, intelligence abilities and knowledge to work in Nar. x ve. Number T. r. characterizes the potential mass of living labor, or the stock of labor power, which society has at its disposal ... Demographic Encyclopedic Dictionary

See Labor Resources Glossary of business terms. Akademik.ru. 2001 ... Glossary of business terms

Large encyclopedic Dictionary

Part of the population of a country or region that has the necessary educational level, physical development and health status to work in the national economy. On average, the economically active population in the world includes approximately 45% of all ... ... Geographic Encyclopedia

Economically active, able-bodied population, part of the population with physical and spiritual abilities to participate in labor activity Raizberg B.A., Lozovsky L.Sh., Starodubtseva E.B. Modern economic dictionary. 2nd ed., ... ... Economic dictionary

The concept of domestic economic science, close in meaning to the economically active population. Includes the population of working age (men 16 59, women 16 54 years), with the necessary physical development, knowledge and practical ... ... Political science. Vocabulary.

labor resources- - [A.S. Goldberg. English Russian Energy Dictionary. 2006] Topics energy in general EN human resources … Technical Translator's Handbook

labor resources- Part of the country's population with the necessary physical development, knowledge and practical experience to work in the national economy. Syn.: labor force… Geography Dictionary

WORK RESOURCES- economically active, able-bodied population, part of the population with physical and spiritual abilities to participate in labor activity ... Legal Encyclopedia

Part of the country's population that has the necessary physical development, knowledge and practical experience to work in the national economy. In T. r. include both employed and potential workers. The socialist state, in ... ... Great Soviet Encyclopedia

Books

Labor resources in the Russian economy. Retrospective, Malyshev M. The book shows a retrospective of the transformation of the social and labor sphere and the mechanisms of reproduction of labor resources. An analysis of the retrospective approach of the features of the influence ...

Human Resources- this is the part of the population that is able to work (in accordance with labor legislation).

They include:

able-bodied population of working age (men from 16 to 59 years old inclusive, women from 16 to 54 years old inclusive minus disabled people);
working adolescents under 16 years of age and persons older than working age.

The difference between labor resources and other types of enterprise resources lies in the fact that each employee can refuse the conditions offered to him and demand changes in working conditions, and can finally quit the enterprise of his own free will.

The concept of "personnel potential" of an enterprise should be distinguished from labor resources. Personnel potential of the enterprise- this is the most important integral characteristic of the personnel, which represents its maximum capabilities to achieve the goals of the enterprise and fulfill the tasks assigned to it.

Labor resources are the most important element of productive forces

Human Resources — essential element. Demographic factors act as a function of socio-economic development and have big influence to economic growth. When assessing the impact of population dynamics importance have not only the total number and growth of the population, but also its age structure, sectoral employment, level of education and training, i.e., the quality of the labor force.

The highest population growth rates are maintained by the countries of Africa and Latin America (more than 1%), respectively, their share in the world population will increase. In 2004, the population of the 10 largest (by population) countries was (in million people): China - 1300, India -1070, USA - 290, Indonesia - 220, Brazil - 175, Pakistan - 148, Bangladesh - 143, Russia - 143, Japan - 127, Nigeria - 120.

The sectoral structure of employment of the population directly correlates with the structure of GDP production. Thus, the vast majority of the population is employed in the service sector (60-70%), less - in industrial production(25-35%) and in agriculture (2-5%). In the newly industrialized countries this ratio of employed by sectors and sectors of the economy is 45-55, 20-25 and 10-25%. In the majority, especially in the least developed, a significant part of the population is employed in agriculture - from 30% or more, in industry - 15%, in the service sector - 35-45%.

The quality of labor resources significantly affects the pace and quality of economic growth. The productive potential of the labor force, in addition to the psychological and physical qualities of workers, includes a number of parameters that determine its suitability and ability for highly productive work. This is the level of general and special education, accumulated and passed on from generation to generation, production experience and norms of a culture of behavior. It is clear that the productive potential of the labor resources of a country is largely determined by the socio-economic policy of the state.

Analysis of the presence, movement and use of labor resources

Consider the impact of labor resources on the volume of output. Ceteris paribus, the volume of production will be the greater, the more strength workers and the higher .

The main tasks of the analysis of labor resources are:

consideration of indicators of the number of labor force, its movement, composition, structure and qualification level of workers, use of working time, labor intensity of products, as well as determining the impact of changes in the number of workers on the volume of output;
study of indicators of labor productivity, their dynamics, determination of the influence of individual factors on changes in labor productivity, calculation of the impact of changes in labor productivity on the volume of output, identification of reserves for increasing labor productivity.

Sources of information for the analysis of labor resources are f. .No. 5 of the annual report "Appendix to the balance sheet", statistical reporting f. No. 1-t, "Report on the number, wages and the movement of workers, staffing tables, payroll data, etc.

labor resources

economically active, able-bodied population, part of the population with physical and spiritual abilities to participate in labor activity.

Encyclopedic Dictionary, 1998

labor resources

the concept of domestic economic science, close in meaning to the economically active population. Includes the population of working age (men 16-59, women 1654 years) with the necessary physical development, knowledge and practical experience to work in the national economy, as well as the employed population younger and older than working age.

Human Resources

part of the country's population with the necessary physical development, knowledge and practical experience to work in the national economy. In T. r. include both employed and potential workers.

The socialist state, in contrast to the capitalist state, systematically uses the labor market to ensure full employment for the population. The absence of unemployment is the greatest social achievement of the working people of the socialist states.

In the USSR, in the practice of planning and accounting for T. r. include: working-age population, that is, men 16-59 years old, women 16-54 years old (with the exception of non-working disabled people of the 1st and 2nd groups and persons receiving old-age pensions on preferential terms 5-10 years earlier, ≈ workers in hazardous industries, some types of arts and mothers of large families with 4 or more children); men 60 years and older; women aged 55 and older, as well as adolescents under the age of 16 working in the state sector of the economy and in the social production of collective farms.

The vast majority of T. r. country is made up of the working-age population. In the composition of workers beyond working age, more than men and women of retirement age account for. The degree of their participation in social production is largely related to the needs of the national economy in the labor force and the system of material incentives. The labor of adolescents is mainly used on collective farms and state farms during the period of intense agricultural production. works.

Change in the number of T. r. depends on the natural movement of the population - its birth rate and death rate. Ceteris paribus, the rapid growth of the population corresponds to the rapid growth of T. r. and vice versa. However, on T. p. a change in the birth rate affects only after 16 years; the ratio of the number of generations entering working age and passing into retirement age is also changing. Therefore, the share of the working-age population in the entire population of the country fluctuates: in 1926 it was 52.1%, in 1939≈53.6%, in 1959≈57.4%, in 1970≈54%, in 1975≈56.3 %.

Importance for the characteristics of T. river. has their composition by age and sex. The proportion of workers in each age group is characterized (according to the 1970 census) by the following data:

Age groups

The share of work

melting in the public economy, in %

60 years and older

The working-age population is dominated (1975) by women, which is a direct consequence of the Great Patriotic War 1941≈45. In 1959, there were 9.6 million more women aged 16-54 than men aged 16-59; in 1970, 2.5 million. Women make up more than half of all workers and employees.

Full employment of the population is achieved by the continuous growth of social production, ensuring the satisfaction of people's need for work.

The employment rate is on the rise. In 1960, 78 percent of the T. r. countries, in 1975 it was over 90%.

Planning the use of T. r. It also solves such problems as the steady growth of labor efficiency and the provision of the national economy with a labor force. The growth of labor efficiency as a factor of socio-economic development in modern conditions is of particular importance. The modernization of production, the expansion and systematic improvement of the professional training of workers, the release and redistribution of labor between sectors of the national economy and enterprises are moving to the fore. The requirements for the quality of work are increasing. In 1939, there were only 123 people per 1,000 workers. with higher and secondary (complete and incomplete) education, in 1959-433, in 1970-653, in 1975-751. The training of highly skilled workers in vocational educational institutions who, along with the working profession, provide secondary education (see Vocational education).

Solving the problem of providing the national economy with a labor force, the socialist state establishes in advance the sources of labor force for recruiting new enterprises, determines the scale of training of skilled workers and specialists and distributes them in the national economy, systematically influences the movement of residents from countryside to the city and from one district to another.

An important tool for planning the use of T. p. is the balance of labor resources.

Lit .: Litvyakov P. P., Scientific bases for the use of labor resources, M., 1969; Kostakov V. G., Litvyakov P. P., Balance of Labor, 2nd ed., M., 1970; The main problems of the rational use of labor resources in the USSR, responsible. ed. E. L. Manevich. Moscow, 1971. Labor resources and the scientific and technological revolution, ed. K. I. Mikulsky, M. ≈ Berlin, 1974.

V. G. Kostakov.

Wikipedia

Human Resources

Human Resources- part of the population of the country, which, according to physical development, acquired education, professional qualification level, is able to engage in socially useful activities.

Labor resources - that part of the population with physical development and intellectual abilities required for work activities. The workforce includes both employed and potential workers.

The concept of "labor resources" was formulated in one of his articles by Academician Strumilin S. in 1922. In foreign literature, this concept corresponds to the term "human resources".

Labor resources are a category that occupies an intermediate position between the economic categories "population" and "total labor force". In quantitative terms, the composition of the labor force includes the entire able-bodied population employed, regardless of age, in the areas of public economy and individual labor activity. They also include persons of working age who are potentially capable of participating in labor, but are employed in household and personal peasant farming, in studies with a break from work, and in military service.

In the structure of labor resources, from the standpoint of their participation in social production, two parts are distinguished: active.

Absolute growth is determined at the beginning and end of the period under review. This is usually a year or more.

The growth rate is calculated as the ratio of the absolute number of labor resources at the end of a given period to their value at the beginning of the period.

A quantitative assessment of trends in the state and use of labor resources makes it possible to take into account and determine directions for increasing their efficiency.

The average annual number of employees is determined by dividing the hours worked by the employees of the economy per year by the annual fund of working hours. One of the main qualitative indicators of labor resources is their gender and age structure. The literature uses somewhat different approaches to identifying age groups. So, the following qualification is most often used: labor resources at working age, as well as younger and older than working age. In statistical compilations, a two-group classification is often used: working age and older than working age. Sometimes a more detailed, for example, ten-level scale is used: 16-19 years old, 20-24 years old, 25-29 years old, 30-34 years old. 35-39 years old. 40-44 years old, 45-49 years old, 50-54 years old, 55-59 years old, 60-70 years old.

Labor resources - this is the part of the population that has physical development, mental abilities and knowledge that make it possible to work. The labor force includes the population both of working age (with the exception of non-working disabled people of labor, war, childhood and non-working people of working age who receive old-age pensions on preferential terms), and older and younger than working age, employed in the labor process.

A decisive role in the labor force is played by the able-bodied population of working age.

The able-bodied population is a set of persons, mainly of working (able-bodied) age, who, according to their psychophysical data, are capable of participating in the labor process.

Legislation Russian Federation the following interval of working age is established; for men - from 16 to 59 years, for women - from 16 to 54 years.

In any society, the working-age population consists of two groups: economically active and economically inactive population.

The economically active population is the part of the population engaged in labor activity that brings it income.

Distinguish between general and professional performance. General ability to work implies that a person has physical, psychophysical, age and other data that determine the ability to work that does not require special training, that is, the ability to do unskilled work.

Professional ability to work is the ability for a specific type of work that requires special training, that is, the ability for skilled work.

Important aspects quality composition labor resources are the educational level and professional skills. A special role in the problem of labor resources is played by the change in the natural movement of the population, mortality and fertility. The sex ratio of the population also occupies an important place in the characteristics of labor resources.

Labor market. The most important sphere of the economy, the labor market, according to its basic principles of functioning, is a market of a special kind. It largely depends on the capital market, means of production, consumer goods, etc. The regulators in the labor market, in addition to macro- and microeconomic factors, are also socio-psychological factors.

In a regulated market economy, the labor market includes the following elements and systems:
> a legal framework that reflects the basic principles of state policy in the field of remuneration, labor and social and labor relations;
> state system employment and unemployment reduction;
> personnel training system;
> recruitment system;
> contract system;
> system of retraining and retraining of personnel; > labor exchanges; employment fund.

In the labor market, supply and demand are opposed to each other. During this confrontation, there are:
> labor force assessment;
> defining the conditions of her employment, including salary
pay, working conditions;
> assessment of educational opportunities; > exploring opportunities for professional growth;
> consideration of job security;
> study of labor migration, as well as human needs in the field of labor relations and related areas.

In market conditions, it is difficult and almost impossible to achieve a balance between labor supply and demand. In most cases, there is a surplus of labor and a shortage of jobs needed for a rational employment structure. So, for some construction specialties, an increased supply of labor and a limited demand for it are characteristic. The task of national importance, the goal of labor resources management is the desire to balance the number of jobs and the workforce. This is also the purpose of the state employment policy.

In accordance with the Law of the Russian Federation "On Employment in the Russian Federation", employment is an activity of citizens related to the satisfaction of personal and social needs, which does not contradict the legislation of the Russian Federation and, as a rule, brings them earnings, labor income. Employment can be full-time, part-time, part-time and hidden.

All citizens who are not recognized as employed citizens in accordance with this Law can be legitimately classified as unemployed. In turn, from the unemployed population, one can single out a category called unemployed citizens.

In the economic literature, the following types of unemployment are distinguished:
> friction;
> technological;
> structural;
> stagnant (voluntary);
> regional.

Along with this gradation, there is a characteristic of unemployment according to age (youth unemployment), gender (women's unemployment), as well as educational or professional grounds.

For a number of objective reasons, many people in the process of life change their place of residence with a change in their place of work. This movement is called migration.

The growth of unemployment, the difference in the levels of development between countries determine close connection migration with the problem of employment of labor resources. In the CIS countries, the intensification of migration processes is also due to the political and socio-economic consequences of the liquidation of the USSR and the further decline in living standards in the newly formed states.

Foreign economists divide migration into three types: spontaneous, limited, individual.

Based on purely temporary characteristics, migration can be divided into permanent, temporary, seasonal, and pendulum.

According to the forms of implementation, migration is divided into organized and unorganized.

The further development of science and technology causes changes in the technology of influencing the subject of labor, which, in turn, changes the content of labor activity, makes high demands on the composition and quality of the workforce.

There is a growing need for computer literacy, the multifunctional use of an increasing number of workers, the elimination of economic illiteracy, especially in the field of production and management of organizations.

All this requires skillful regulation of the processes associated with the formation and use of labor resources. On a national scale, there is a system for managing the labor resources of the Russian Federation. The practice of recent years confirms the need to search for a management mechanism that provides the closest to optimal conditions for the formation, use and reproduction of the labor force.

AT general view the human resources management system within the country can be represented as a combination of three organically related and interacting subsystems: the formation of labor resources; state management of the country's labor resources; management of labor resources of the enterprise (organization).

Any system of labor resources management is aimed at improving the efficiency of the use of labor.

The long-term development of an organization should include the task of forming and functioning of a labor management system, which is extremely important for achieving high competitiveness, and therefore for ensuring a strong position of a particular business entity in the goods (services) market.

The human resource management system in an organization includes three interrelated blocks:
> formation of labor resources;
> development of labor resources;
> improving the quality of the working period of life.

It should be noted that in the domestic economic literature on enterprise economics and financial analysis there is no unity of views on the content and methodology for analyzing the use of enterprise labor resources.

The term "workforce" itself is very vague. Often the company uses the concept of "labor force" (economically active population), which includes "employed" and "unemployed". The terms "enterprise personnel" and "staff" exclude "unemployed" from the labor force. Having studied the educational literature on this issue, one can come to the conclusion that the concepts of “labor resources of an enterprise” and “labor force” are identified with the composition of employees in an enterprise.

It is necessary to define the concepts of "personnel", "personnel", "labor resources".

Personnel is a set of employees of various professional and qualification groups employed at an enterprise and included in its payroll. The payroll includes all employees hired for work related to both its main and non-main activities. Under the personnel of the enterprise is understood the main (full-time, permanent), as a rule, qualified staff of the enterprise.

Personnel - all employees, permanent and temporary, skilled and unskilled workers.

The very term "labor resources" was first used by S.G. Strumilin (1922) in the article "Our labor resources and prospects". He referred to labor resources the part of the working population of the country, which is employed in material production, workers in the non-productive sphere were not taken into account.

The evolution of managerial thought has led to the fact that at present there are many interpretations of the concept of "labor resources".

"Labor resources - a form of existence of the labor force, the material basis and source of its formation."

"Labor force is a set of properties of a person as a worker (his physical and spiritual abilities) to work."

Labor resources act as a prerequisite for the implementation of the labor force, its actual and potential carrier.

"Labor resources - functioning and non-functioning (potential) in both spheres (industrial and non-industrial) of the public economy, able-bodied population with a combination of physical and spiritual abilities, educational and professional knowledge."

Savitskaya G.V. allows fuzziness in the definition of the concept of labor resources, referring to them that part of the population that has the necessary physical data, knowledge and labor skills in the relevant industry.

A.A. Kanke, I.P. Koschevaya under the labor resources of the enterprise understand the totality individuals, consisting with the enterprise as legal entity in relations regulated by the contract of employment, as well as owners and co-owners of the enterprise who participate in the production, economic and commercial activities enterprises and receive payment for their labor contribution.

Berdnikova T.B. gives a more complete definition of the concept of labor resources, referring to them the population of working-age economically active age (men aged 16-59 years, women aged 16-54), excluding non-working disabled people of groups I and II and pensioners on a preferential list, resources include working retirees and teenagers.

The labor resources (personnel) of an enterprise are the main resource of each enterprise, the quality and efficiency of the use of which largely determine the results of the enterprise's activities and its competitiveness. Labor resources set in motion the material elements of production. They create a product, value and surplus product in the form of profit. The difference between labor resources and other types of enterprise resources is that each employee can:

- refuse the conditions offered to him;
- demand changes in working conditions;
- demand modification of unacceptable, from his point of view, works;
- learn other professions and specialties;
- resign from the company of their own free will.

The absolute and relative indicators include the following indicators:

- list and attendance number of employees of the enterprise and (or) its internal divisions, certain categories and groups on a certain date;
- average headcount employees of the enterprise and (or) its internal divisions for a certain period;
- the share of employees of individual divisions (groups, categories) in the total number of employees of the enterprise;
- the rate of growth (increase) in the number of employees of the enterprise for a certain period;
- the average category of workers of the enterprise;
- the share of employees with higher or secondary specialized education in the total number of employees and (or) employees of the enterprise;
- average work experience in the specialty of managers and specialists of the enterprise;
- staff turnover;
- capital-labor ratio of workers and workers at the enterprise, etc.

The combination of the above and a number of other indicators can give an idea of the quantitative, qualitative and structural state of the enterprise's personnel and trends in its change for the purposes of personnel management, including planning, analysis and development of measures to improve the efficiency of the use of the enterprise's labor resources.

Figure 1 - The main objects of the analysis of labor resources

Efficient employment in the conditions of market labor relations is understood as such a degree of use of the labor force, at which the correspondence or excess of results over costs is achieved. The effectiveness of the use of personnel significantly depends on the professional qualification structure. Under these conditions, the issues of forming human resources become a priority, namely, providing the enterprise with workers of the required specialties and level of qualification, able to effectively solve the production tasks assigned to them.

The need for personnel is determined by the magnitude of demand for products, works and services. The demand for labor resources is derived from finished goods and services performed with the help of these human resources.

at domestic enterprises various forms the property of all employees is usually divided into two groups: industrial and non-industrial personnel. The first group includes workers, engineering and technical workers and employees, students. It also provides for the division of workers in this category into administrative and managerial and production personnel. The second group includes workers employed in the transport sector, housing and communal services, social security and other non-production units. AT last years the practice of dividing personnel, depending on its functions, into three main categories is increasingly spreading: managers, specialists, performers.

The following important indicators should be singled out, which include the socio-demographic characteristics of workers and the specifics of the production and non-production environment.

The socio-demographic characteristics of employees include gender, age, education, work experience and personal orientations. Personal orientations are interests, needs, goals, value orientations, worldview.

Factors related to the characteristics of the production and non-production environment are divided into direct and indirect.

Direct factors include objective specific working conditions, characteristics of the production situation, and indirect factors are the system of family and school education, the impact of the media and the living environment.

There is a sectoral and territorial specificity of employment of labor resources, features of employment in enterprises of various organizational and legal structures and forms of ownership. general characteristics the state of labor resources is contained in the balance of labor resources.

The balance of labor resources can be developed according to various types labor resources (skilled workers, workers with higher and secondary specialized education) with any degree of detail. The development of a balance of labor resources allows you to qualitatively and reasonably diagnose the state of labor resources.

It is generally recognized that the level of professionalism of an employee and his possession of the necessary information form his working capital, and the presence of investment projects, innovative proposals, ideas constitutes his main capital. The capitalized valuation of the labor force must be expressed in terms of corresponding wages. Intellectual capital is scientific production. Note that the competitiveness of an employee depends on his health and the level of the spiritual potential of the individual. The professional knowledge and experience of individual workers in the production process are converted into labor capital.

Creation normal conditions labor at all workplaces serves as the basis for the high labor productivity of personnel. The working capacity of a person and the results of his work are determined by many interrelated factors, among which one of the first are working conditions, its severity and intensity, which ultimately characterize the costs and results of labor. Therefore, the rational use of labor provides for the creation in each labor process of appropriate conditions for the optimal expenditure of labor power.

The main tasks of the analysis:

- study and assessment of the security of the enterprise and its structural divisions labor resources in general, as well as by categories and professions:
- definition and study of staff turnover indicators;
- identification of reserves of labor resources, their fuller and more efficient use.

The sources of information for the analysis of security and effective use of labor force are:

- economic and social development enterprises;
- statistical reporting on labor f. No. 1-T "Report on labor";
- application to f. No. 1-T "Report on the movement of labor force, jobs";
- f. No. 2-T “Report on the number of employees in the management apparatus and their remuneration”, data from the time sheet and the personnel department.

Thus, the purpose of the pile analysis is to identify reserves and unused opportunities in the enterprise, to develop measures to bring them into action. A comprehensive analysis of the use of labor resources involves consideration of the following indicators:

- security of the enterprise with labor resources;
- movement of labor force;
- social protection of employees,
- use of the working time fund;
- labor productivity;
- personnel profitability;
- the complexity of products;
- dynamics of wages;
- Efficiency of payroll use.

In conditions of economic instability, the need of enterprises for personnel of certain categories is constantly changing, which does not always mean an increase or preservation of the need for labor. The introduction of new technologies, the development of the production of competitive products, the reduction in demand for goods and services can lead to a decrease in the number of personnel both in individual categories and in general. Therefore, the determination of the real need for labor and the forecast of its change serve as the basis for improving personnel management.