1.1 This job description establishes the job responsibilities, rights, service relationships and responsibilities of the leading engineer for the organization and regulation of labor at the iron foundry (hereinafter referred to as LZ) of PJSC "Enterprise" (hereinafter referred to as the enterprise).
1.2 A person with a higher professional (economic or engineering-economic) education and professional experience in the field of labor organization and remuneration of at least 5 years is appointed to the position of leading engineer for organization and regulation of labor (hereinafter referred to as leading engineer) of the LZ.
1.3 The leading engineer reports functionally (hereinafter PEO) of the enterprise, administratively to the head of the production and economic service - deputy. director of the foundry (LZ).
1.4 The appointment, relocation and dismissal of a leading engineer is carried out by order of the general director of the enterprise upon the recommendation of the head of the PEO.
1.5 In case of temporary absence (business trip, illness, vacation), the duties of the leading engineer, by order of the head of the PEO, are performed by another specialist appointed by the head of the production and economic service, with mandatory familiarization with this job description.
1.6 In his work, the leading engineer is guided by:
- labor legislation in force on the territory of the Russian Federation;
- regulations, instructions, other guidance materials and regulatory documents on the organization and payment of funds;
- orders, instructions, instructions from superiors;
- The company's quality policy;
- norms and rules established at the enterprise;
- this job description.
2 Job responsibilities
The leading engineer is obliged to:
2.1 Carry out the full range of work to improve the organization and
labor standards, analyze the state of the organization and
labor standards, develop and implement measures to
increasing employee productivity and efficiency
production.
2.2 Analyze the degree of validity and intensity of norms on
homogeneous work performed under the same organizational and
technical conditions.
2.3 Conduct (as necessary) timekeeping and photographs of the worker
time in order to identify outdated and erroneously established standards,
carry out work to timely replace them with new ones as changes occur
organizational, technical and economic working conditions
enterprise and its divisions.
2.4 Keep records of the quantity, composition and level of compliance with labor cost standards.
2.5 Study the extent and reasons for the discrepancy between the actual time spent and the normative ones, participate in the preparation of proposals that ensure compliance with the established standards.
2.6 Make calculations of experimental and statistical standards of time (production) and prices for basic, one-time and additional work performed by employees of the enterprise, ensure the timely implementation of approved standards in production.
2.7 Conduct research and prepare proposals for expanding the service area and combining professions.
2.8 Monitor the correct application of labor regulations in departments and promptly communicate newly introduced or amended standards and prices to the heads of health care facilities.
2.9 Calculate (based on regulatory technical documents) the optimal number of main workers, taking into account the current situation and the development prospects of the enterprise.
2.10 Conduct a monthly analysis of the level of remuneration of employees of the LZ departments.
2.11 Monitor the execution of work orders for work performed in order to identify inaccuracies in their completion. Enter information contained in work orders into the 1C database and maintain payroll.
2.12 Ensure timely introduction of changes to the staffing schedule of health care units.
2.13 Prepare draft orders, instructions and other documents,
related to the remuneration of labor protection workers.
2.14 Develop and implement provisions on bonuses for health workers.
2.15 Develop and implement measures to eliminate losses of working time and improve its use.
2.16 Collect, process, analyze, compile reports and store information on issues of remuneration and bonuses for employees.
2.17 Timely and accurately execute production orders of the general director of the enterprise, production tasks, instructions and orders of the head of the PEO, head of the production and economic service (LZ).
2.18 Perform job duties provided for by this
job description and employment contract.
2.19 Comply with the internal labor rules established at the enterprise
routine.
2.20 Do not engage in activities that directly or indirectly cause harm
interests of the enterprise.
2.21 Constantly improve the results of your professional activities.
3 Professional requirements
The lead engineer must know:
- Fundamentals of labor legislation, regulatory materials and other guidance materials on issues of standardization, organization and remuneration.
- Prospects for the development of the enterprise.
- Standards for a unified system of organizational and administrative documentation.
- Methods for studying and designing labor processes, using working time, determining the economic effect of planned activities, methods for assessing the level of labor organization and management.
- Existing forms and systems of remuneration at the enterprise.
- The procedure for tariffication of work and workers, methods for calculating bonus indicators, methods of accounting and analysis of labor and wage indicators.
- Fundamentals of the production technology of the enterprise's products.
- Methods for determining the number of employees.
- Rules and regulations of occupational health, safety, industrial sanitation and fire protection.
4 Rights
The leading engineer has the right:
4.1 Receive from employees of health departments and other employees
enterprises necessary for him to fulfill the requirements established by this
job description information and explanations.
4.2 Providing working conditions necessary for the performance of official duties
responsibilities.
4.3 Use the benefits established by the legislation of the Russian Federation
Federations and those provided for by workers in the collective agreement.
5 Service relationships
5.1 The leading engineer carries out all orders of the head of the PEO and
Head of the production and economic service for labor protection.
5.2 The leading engineer interacts:
5.2.1 With the heads of LZ departments on issues of obtaining and providing information related to remuneration, bonuses for personnel, calculation of headcount, time standards, vacancies in departments; statements of time standards and prices; analysis of wage levels by profession; calculating the number of main workers by profession; changes to the staffing table; measures to eliminate lost working time; photos of the working day; calculating standards for basic, one-time and additional work and their implementation in production.
5.2.2 With the accounting department of the accounting department and the IT department on issues of wages: transmits and receives information on the calculation of wages to employees on time-based and piece-rate wages, bonuses, etc.
5.2.3 With the PEO on the provision of reports and analyzes on the remuneration of ChLZ employees, the time standards used and prices; obtaining information about changes in tariffs, average headcount, etc.
6 Responsibility
6.1 The leading engineer is responsible in accordance with the legislation of the Russian Federation for failure to perform or improper performance of job duties provided for in this job description.
Head of production
-economic service
Agreed:
Director of Economics
Chief OK
Leading QMS Engineer
Head of the legal department
Working in an enterprise requires employees to produce a certain result. It is the solution to the question of what this result should be that falls within the professional competence of the standardization engineer. He is tasked with determining what volume of products an employee should produce per unit of time or how many operations he should perform per unit of time.
What does a standards engineer do?
Standardization engineer sets the workload that should be assigned to various employees of the company. It determines how much labor is actually spent on a particular operation during the production process. After this, he establishes the volume of various operations that a particular employee of the enterprise must perform.
In particular, the standardization engineer has the following responsibilities:
The responsibilities of a labor standards engineer, among other things, also include instructing employees regarding the labor standards introduced at the enterprise.
What are the requirements for a specialist?
The requirements for a labor standards engineer depend on what category of employee we are talking about. If this is a specialist to whom the category is not assigned, then in this case the standardization engineer can become:
with the second category Only an applicant who has a higher education in one of the mentioned profiles can be appointed. Also he must have work experience for three years or as a standardization engineer without category, or in another place where employees who have graduated from a university have the right to work.
Labor standards engineer Only an applicant who has received a higher education can also be assigned to the first category according to one of the specified profiles. Moreover, he must have three years of work experience exclusively as a standardization engineer of the second category.
What an employee should know
The amount of knowledge required from a labor standards engineer is determined both by the profile of the enterprise and its category. The standard instructions establish that the applicant for this position must know the following:
For labor standardization engineers, there is also a desire to study the experience of other enterprises in the field of labor standardization, as well as the organization and payment of work. At the same time, it is recommended to get acquainted with the experience of not only domestic, but also foreign companies.
Basic provisions of the job description
The main provisions of the job description of a labor standards engineer include:
- classifying this employee as a specialist;
- the procedure for his appointment to a position and dismissal from it, it is established that the head of the department of organization and remuneration at the enterprise submits a representation to the head of the company, and the latter, by order, makes the appointment and dismissal;
- subordination, it is determined that the standardization engineer also reports to the head of the organization and remuneration department;
- replacement during absence, it is indicated that in this case another employee is appointed to the position of engineer by order of the director;
- it is stipulated that this employee has all the rights of a labor standards engineer and bears all his responsibilities.
Pros and cons of the profession. Salary
The advantages of being a labor standards engineer include:
- very wide demand for the profession, since there are currently not enough engineers;
- predominantly office work, the standardization engineer sets standards, he is not directly involved in anything on the shop floor;
- the opportunity for professional development, determining labor standards for employees requires knowledge of many nuances; having mastered them, you can count on a career in this field.
Among the disadvantages of this specialty are:
- The salaries of most representatives of this engineering specialty are not very high.
In 2018, the maximum amount of earnings received by labor standards engineers occurred in the summer months. During this period they received 30,000 rubles. In the fall their salary dropped to 26,000 rubles.
Here is some additional information about what a labor standards engineer does.
Within the framework of modern production management, there is a shift in the roles played by engineering and technical workers of enterprises. The transition from mass and large-scale production with a functional type of management to serial and individual production with a process approach changes qualification requirements and, accordingly, the profile of competencies and responsibilities engineers for standardization and labor organization.
From a production point of view, the components of a qualification are knowledge, abilities and skills related to the profession, prudence and problem-solving orientation, as well as non-professional characteristics such as hard work, flexibility, mobility, and the ability to work in cooperation. Qualification is a prerequisite for establishing the competence of an engineer. Competence means responsibility for a particular job or task, and it also expands the scope and organization of work by adding planning and directing tasks. The integration of four types of competence - professional, methodological, social, participation competence leads to the competence of actions of specialists in the field of standardization (and organization) of work, which is expressed in the optimization of processes.
There is a clear trend towards expanding the range of qualifications. Scheme 1 reflects the complex of types of knowledge necessary for a labor standards engineer to meet modern requirements for his work.
Scheme 1. Review of the complex of knowledge of a production engineer on labor standards that constitute a qualification requirement.
Qualification requirements for a labor standards engineer
In order to be able to correctly integrate the tasks being performed into the overall process, a labor standards engineer must have system knowledge. This type of knowledge concerns a general understanding of the models of the production process, the management system, its organizational structures, individual components and their interaction.
A significant part of the qualification is functional knowledge, for example, knowledge about labor law, applied technologies, division of labor, types of labor standards and methods of labor standardization. At the same time, it must be precisely determined which functional areas and how many functions the specialist must know, which of them he must thoroughly master.
Under practical knowledge refers to the combination of functional knowledge with knowledge of how to perform individual job tasks. What is important here is not so much a mental idea of the course of action, but knowledge of specific examples of how to carry out the established task in practice.
In some cases it is also necessary expansion of knowledge in specialized areas, for example knowledge of the technical means used in the field of communication, timekeeping, knowledge of software for planning and production management. This is especially necessary when an engineer, while performing his functions, goes outside the workplace with information.
Organizational knowledge- knowledge of the flow of processes in the organization, which may change, including changes in competencies and responsible persons. In addition, to achieve your goals, it is important to know about the existence of an assessment of a specialist’s performance and how he can participate in it.
Knowledge of handling instructions, standards, user manuals and other sources: Special literature, instructions and user manuals are often a means of acquiring new knowledge. Therefore, studying how to work with them should be an integral part of a specialist’s complex of knowledge.
Troubleshooting knowledge: Error management means effectively resolving problem situations, as well as avoiding negative consequences.
Interaction knowledge (communication): By collaborating with colleagues in the department, the group needs to build social relationships. At the same time, when implementing projects, based on certain situations, a specialist must be able to provide assistance to each other and act as a single whole.
Basic functions of specialists in standardization and labor organization
- Development of planned technically sound labor standards based on analytical-calculation and analytical-research approaches. Application of industry, inter-industry norms and labor standards.
- Obtaining data on the execution time of work processes, order completion time, and the total order completion time.
- Development of planned time standards for individual stages of the process, work processes using time tables, formulas for time standards.
- Calculation of planned time in various types of production based on the methods of MTM, WorkFactor, MODAPS, comparison and evaluation, aggregated industry and interindustry time (output) standards.
- Compiling and maintaining an electronic database of labor standards on a PC, making timely changes to it.
- Carrying out changes in current labor standards as measures to introduce new equipment and technology, organizational and technical measures are implemented.
- Participation in the preparation and implementation of projects (programs, events) to improve the organization of work at the enterprise.
- Identification of reserves for growth of labor productivity in production units and structural divisions using timing methods, photography of working time, multi-moment observations, interviews and self-description.
- Studying labor processes and the cost of working time to perform operations, identifying the most effective techniques and methods of work, promoting their dissemination.
- Application in work of modern means of computing, electronic chronometers, computerized instruments for measuring time, information technologies, means of communication and communications.
- Analysis of proposals for improving processes in primary and auxiliary production, enterprise management structures, participation in calculating the effectiveness of rationalization proposals.
The listed job responsibilities depend on specific job profiles and are clarified for the labor standards engineer at a particular enterprise.
Job descriptions taking into account professional standards 2016-2017
Sample job description for a specialist in labor regulation and remuneration
A sample job description is compiled taking into account the professional standard HR Specialist
1. General Provisions
1.1. The following person is hired for the position of specialist in labor standards and remuneration:
1) having a higher education;
2) having additional professional education under professional retraining programs in the field of economics, labor regulation and remuneration, and advanced training programs.
1.2. A labor standardization and payment specialist should know:
1) methods of accounting and analysis of labor and wage indicators;
2) methods for determining, assessing and comparing production intensity and labor intensity;
3) methods of labor standardization;
4) inter-industry and sectoral labor cost standards;
5) modern forms, systems of payment and recording of personnel productivity;
6) systems, methods and forms of material and non-material incentives for personnel;
7) technologies and methods of formation and control of budgets;
8) technologies, methods and techniques for analyzing and systematizing documents and information;
9) basics of document flow and documentation support;
10) the procedure for tariffication of work and workers, establishment of official salaries, additional payments, bonuses and wage coefficients, calculation of incentive payments;
11) tariff and qualification reference books of works and professions of workers and qualification characteristics of employee positions;
12) basics of production technology and activities of the organization;
13) structure of the organization and vacant positions (professions, specialties);
14) personnel policy and strategy of the organization;
15) labor economics;
16) fundamentals of general and social psychology, sociology and labor psychology;
17) labor legislation and other acts containing labor law norms;
18) the basics of archival legislation and regulatory legal acts of the Russian Federation regarding the maintenance of personnel documentation;
19) basics of tax legislation of the Russian Federation;
20) legislation of the Russian Federation on personal data;
21) local regulations of the organization regulating the procedure for organizing labor and rationing personnel;
22) local regulations of the organization regulating the procedure for payment, organization and standardization of labor;
23) the procedure for concluding agreements (contracts);
24) ethical standards for business communication;
25) basic principles of computer science, structural construction of information systems and features of working with them;
26) forms and systems of wages, the procedure for drawing up budgets;
27) the procedure for tariffication of work and workers, establishment of official salaries, additional payments, bonuses and wage coefficients, calculation of incentive payments;
28) methods for determining the number of employees;
29) the procedure for registration, maintenance and storage of documentation on systems of payment and organization of personnel labor;
30) regulatory legal acts regulating the rights and obligations of government bodies and organizations for the provision of accounting documentation;
31) the procedure for creating, maintaining a data bank and providing reporting on systems of payment and organization of personnel labor;
32) the procedure for conducting procurement procedures and preparing related documentation;
33) Internal labor regulations;
34) labor protection requirements and fire safety rules;
35) ……… (other requirements for necessary knowledge)
1.3. A labor standardization and payment specialist must be able to:
1) introduce methods of rational organization of labor;
2) develop plans for organizational and technical measures to increase labor productivity;
3) analyze the state of labor regulation, the quality of standards, labor indicators;
4) analyze the effectiveness of the system for organizing personnel labor and rationing work in the workplace;
5) draw up and control cost items for personnel remuneration for planning budgets and funds;
6) work with information systems and databases:
On rationing and remuneration of personnel;
On remuneration of personnel;
On systems of remuneration and organization of personnel labor;
7) develop and execute documents in the area of activity;
8) apply technologies of material motivation in personnel management;
9) develop a concept for building motivational programs for employees in accordance with the goals of the organization;
10) analyze modern systems of payment and material (monetary) motivation of work for the purposes of the organization;
11) analyze the level of remuneration of personnel according to relevant professional qualifications;
12) monitor wages in the labor market;
13) analyze forms of material incentives, compensation and benefits in remuneration of personnel;
14) make forecasts for the development of personnel remuneration;
15) provide documentary support for measures for remuneration and organization of personnel labor;
16) draw up documents on issues of remuneration and organization of personnel labor, submitted to government bodies, trade unions and other representative bodies of workers;
17) analyze regulatory and methodological documents on issues of remuneration and organization of personnel labor;
18) organize the storage of documents in accordance with the requirements of the legislation of the Russian Federation and local acts of the organization;
19) keep records and registration of documents in information systems and on tangible media;
20) carry out preliminary procurement procedures and draw up related documentation for concluding contracts;
21) conduct business correspondence;
22) comply with the ethical standards of business communication;
23) ……… (other skills and abilities)
1.4. A specialist in standardization and remuneration in his activities is guided by:
1) ……… (name of the constituent document)
2) Regulations on ……… (name of structural unit)
3) this job description;
4) ……… (names of local regulations regulating labor functions by position)
1.5. The labor standardization and remuneration specialist reports directly to ……… (name of the manager’s position)
1.6. ……… (other general provisions)
2. Labor functions
2.1. Activities for organizing labor and remuneration of personnel:
1) organization of personnel work;
2) organization of personnel remuneration;
3) administration of processes and document flow on issues of labor organization and personnel remuneration.
2.2. ……… (other functions)
3. Job responsibilities
3.1. The Labor Standards and Payments Specialist performs the following duties:
3.1.1. Within the framework of the labor function specified in paragraphs. 1 clause 2.1 of this job description:
1) carries out an analysis of successful corporate practices in organizing labor standards for various categories of personnel, the characteristics of production and the activities of the organization;
2) develops a system for organizing personnel labor and a procedure for rationing labor at workplaces with an assessment of personnel costs;
3) implements a system for organizing personnel labor and exercises control over standardization with the determination of labor intensity, standard numbers, work schedules and conditions of payment for personnel;
4) identifies reserves for increasing labor productivity and the quality of labor standards;
5) prepares proposals for changes in conditions and remuneration of personnel;
6) prepares proposals for the formation of a budget for the organization of personnel labor;
7) determines the effectiveness of the labor organization system and labor regulation in the workplace.
3.1.2. Within the framework of the labor function specified in paragraphs. 2 clause 2.1 of this job description:
1) analyzes successful corporate practices in organizing the personnel remuneration system;
2) develops a personnel remuneration system;
3) carries out the formation of the planned budget of the wage fund, incentive and compensation payments;
4) implements a personnel remuneration system;
5) prepares proposals for improving the personnel remuneration system.
3.1.3. Within the framework of the labor function specified in paragraphs. 3 clause 2.1 of this job description:
1) carries out analysis of document flow processes, local documents on the organization of payment and labor of personnel;
2) draws up documents on issues of payment and labor of personnel;
3) prepares proposals on issues of remuneration and labor of personnel;
4) prepares proposals for improving the system of remuneration and labor organization of personnel;
5) provides documentation and organizational support for the system of organization and remuneration of personnel;
6) prepares and processes requests and notifications about employees to government bodies, trade unions and other representative bodies of employees, on systems of payment and organization of personnel labor;
7) accompanies contracts for the provision of consulting and information services on systems of payment and organization of personnel labor, including preliminary procedures for their conclusion.
3.1.4. As part of the performance of his job functions, he carries out instructions from his immediate supervisor.
3.1.5. ……… (other duties)
3.2. ……… (other provisions on job responsibilities)
4. Rights
A specialist in standardization and remuneration has the right:
4.1. Participate in discussions of draft decisions, in meetings on their preparation and implementation.
4.2. Request clarifications and clarifications from your immediate supervisor regarding these instructions and assigned tasks.
4.3. Request, on behalf of the immediate supervisor, and receive from other employees of the organization the necessary information and documents necessary to carry out the assignment.
4.4. Get acquainted with draft decisions of management relating to the function he performs, with documents defining his rights and responsibilities for his position, criteria for assessing the quality of performance of his labor functions.
4.5. Submit proposals for the organization of work within the framework of their labor functions for consideration by their immediate supervisor.
4.6. Participate in discussions of issues related to the duties performed.
4.7. ……… (other rights)
5. Responsibility
5.1. The labor standardization and remuneration specialist is held accountable for:
For improper performance or failure to fulfill one’s official duties as provided for in this job description - in the manner established by the current labor legislation of the Russian Federation and accounting legislation;
For offenses and crimes committed in the course of their activities - in the manner established by the current administrative, criminal and civil legislation of the Russian Federation;
For causing damage to the organization - in the manner established by the current labor legislation of the Russian Federation.
5.2. ……… (other liability provisions)
6. Final provisions
6.1. This job description has been developed on the basis of the Professional Standard “Human Resources Management Specialist”, approved by Order of the Ministry of Labor of Russia dated October 6, 2015 N 691n, taking into account ……… (details of local regulations of the organization)
6.2. The employee is familiarized with these instructions upon hiring (before signing the employment contract). The fact that the employee has familiarized himself with this instruction is confirmed by ……… (by signature on the familiarization sheet, which is an integral part of this instruction (in the log of familiarization with the instructions); in a copy of the instruction stored by the employer; in another way)
6.3. ……… (other final provisions)
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January 30, 2020 - Responsibilities: Development and implementation of technically sound labor cost standards for various types of work, Analysis of the state of standardization, the degree of validity and tension of the standards. Timing. Working with technical documentation. Calculation of time standards...
January 30, 2020 - Responsibilities: Calculation of time standards for TP; Preparation and generation of reporting documents; Timing, photograph of the working day and analysis of time standards Requirements: Higher (preferably technical) economics; Knowledge of ESKD and ECTD Conditions: registration...
February 7, 2020 - Responsibilities: 1. Develop and implement technically sound labor cost standards for various types of work performed at the enterprise, based on the use of inter-industry labor standards, labor productivity data, analysis results...
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“Labor standards engineer”: statistical overview of vacancies in the Moscow region
Number of vacancies in Moscow for the specialty of labor standards engineer for 2 monthsOne of the popular vacancies in the Moscow region is “labor standards engineer.” This vacancy is most in demand in a region such as Moscow. All major cities in the region offer a total of 0 vacancies. Other popular specializations in the Moscow region:
Distribution schedule for vacancies “labor standards engineer” by salary
- “Technological engineer for labor standards”;
- "Process engineer";
- "Payroll specialist."
The average monthly salary for the vacancy of labor standards engineer in Russia is 51,400. Labor standards engineer is the full name of this specialization according to the directory of vacancies for this region. This specialization belongs to the category. There are 112 vacancies presented in the category. Due to the demand for specialization, it is not difficult for good specialists to find work as a labor standards engineer. The Moscow region offers a large number of vacancies in the specialty of labor standards engineer. According to our data, the three most popular forms of employment are “Full-time”, “full-time”, “Project/Temporary work” (the most popular is Full-time). The page on the website was requested 0 times per month. The maximum salary per month reaches 115,000 rubles. The number of available vacancies in a given region is 41 positions. Other major cities in the region in question:
Median salary for the vacancy “labor standards engineer” in other cities
- Dubna
- Kryukovo
- Taldom
- Vaskino
- Pace
The longest list of available places is offered by the following companies:
- "Technodynamics";
- "Wildberries";
- "Oka Stroyservice";
If there is no suitable vacancy for a labor standards engineer now, it may appear in a couple of days. In a place like Moscow there will be work! If we take the median salary per month for the indicated specializations, we will get a figure of 45,000 rubles. The salary for employer vacancies is 45,000 rubles. “Full-time”, “full-time”, “Project/Temporary work” forms of employment are offered. Job search - conquering Moscow. There are 384 vacancies for “labor standards engineer” throughout the country. The minimum wage for the specified specialization per month is 40,000 rubles. In the ranking of requests for various vacancies on the site, the total number of requests for the specialty labor standards engineer is located at 0 positions. Alternative specializations in this job category include:.