Job description for a labor economist. Job description of a labor economist Performance of work of the position of a labor economist

Works in the field of financial planning, is engaged in research and management of the financial and economic activities of the company.

What are the main functions of an economist for labor and wages?

1. Performs work related to improving the organization of production and improving the forms and systems of remuneration and material incentives, taking into account the analysis of the effectiveness of the application of systems that are already operating in the company.
2. Draws up plans for labor and wages (annual and long-term) of the company as a whole and its divisions, plans activities that increase labor productivity.
3. Plans the volume of salaries and the number of employees of the company, including, calculates the shortage of engineers and workers. Controls the spending of the payroll fund.
4. Distributes additional revenues that are extracted due to increased labor productivity, improved product characteristics and reduced production costs.
5. Draws up provisions regarding bonuses to company employees and cash bonuses for increasing the volume of work performed, for combining professions, which are carried out in order to reduce labor costs and rational use of technical equipment.
6. Draws up plans for the social development of the company's personnel, develops measures related to reducing staff turnover, strengthening industrial discipline and compliance with the requirements of the labor schedule.
7. Develops and, as necessary, makes changes to the staffing table of the company's employees, for example, in accordance with inter-office co-officers and current state regulations. Controls the implementation of regular discipline, the regularity of the application of prices and rates. Develops job descriptions and job descriptions for company employees.
8. Calculates, on the basis of the provisions approved by the enterprise, the amount of additional payments, bonuses and allowances.
9. Monitors compliance with the Labor Law in the company. Participates in the drafting of the collective agreement and monitors the implementation of the decisions made.

The importance of the work of an economist on labor and wages

The main task of the specialist is the competent distribution of the company's financial flows to ensure and maintain the profitability of production. The labor and wages economist calculates production rates, labor costs, clocks working time and takes into account the work done in overtime. A qualified specialist develops documents that improve the system of remuneration of employees of the company. It takes into account the main indicators of labor, analyzes them and compiles an information base. The economist plans the company's budget and controls its expenditure.

At large enterprises that produce industrial products, the absence of such a professional can lead to large financial losses.

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12.09.2013

The job description of an economist on labor and wages was developed on the basis of the Qualification Directory of Positions. The instruction reveals the main job responsibilities of an economist, his rights and responsibilities, as well as qualification requirements.

The proposed standard job description for an economist on labor and wages can serve as the basis for the development of a job description containing a more specific list of job responsibilities of an economist, taking into account the characteristics of the enterprise, the organization of production, labor and management, the specific area that the economist maintains, as well as the rights and responsibilities of the economist . If necessary, responsibilities can be distributed among several performers.

The job description, which clearly articulates the functions of an economist, helps to ensure the continuity of the financial service and the continuity of duties. The requirements specified in the job description speed up the process of induction of a new employee.

Job description of an economist on labor and wages

APPROVE
CEO
Surname I.O. ________________
"________"_____________ ____ G.

Recommended to visit financial seminars for economists and financiers.

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1. General Provisions

1.1. The labor economist belongs to the category of specialists.
1.2. A labor economist is appointed to a position and dismissed by order of the general director of the company.
1.3. The labor economist reports directly to the financial director, the head of the financial department or the head of the planning and economic department.
1.4. During the absence of a labor economist, his rights and obligations are transferred to another official, which is announced in the order for the company.
1.5. A person who meets the following requirements is appointed to the position of a labor economist: higher professional (economic) education and work experience in the specialty for at least six months.
1.6. The labor economist should know:

resolutions, orders, orders, other guidance, methodological and regulatory materials on the organization of labor and wages;
labor economics;
economics and organization of production;
the procedure for developing long-term and annual plans for labor and wages, labor productivity, social development of the team, estimates for the use of economic incentive funds;
forms and systems of wages and material incentives;
methods for determining the number of employees;
tariff-qualification reference books of works and professions of workers and qualification characteristics of positions of employees;
the procedure for rating works and workers and the establishment of official salaries, additional payments, allowances and coefficients to wages, the calculation of bonuses;
methods of accounting and analysis of indicators on labor and wages;
basics of production technology;
the possibility of using computer technology for the implementation of calculations and accounting for indicators of labor and wages, the rules for its operation; labor legislation;
labor protection rules and regulations.

1.7. An economist is guided in his work by:

Legislative acts of the Russian Federation;
the Charter of the company, the Internal Labor Regulations, other regulatory acts of the company;
Orders and instructions of the management;
This job description.

2. Job responsibilities of a labor economist

The labor economist performs the following job responsibilities:

2.1. Carries out work to improve the organization of labor, forms and systems of wages, material and moral incentives.

2.2. Develops draft long-term and annual plans for labor and wages of the enterprise and its divisions, plans to increase labor productivity and improve its organization.

2.3. Calculates wage funds and the number of employees, taking into account the need for the most rational use of labor resources, ensuring the correct ratio of employees by categories of personnel and qualification categories, participates in determining the need for workers and employees, planning the training of qualified personnel, brings planned indicators to the company's divisions.

2.4. It studies the effectiveness of the application of existing forms and systems of wages, material and moral incentives, prepares proposals for their improvement.

2.5. Develops a mechanism for distributing additional income received as a result of increasing labor productivity, improving product quality, reducing production costs, as well as leasing premises and property from the placement of funds in securities.

2.6. Develops provisions on bonuses for workers and employees, conditions for material incentives for multi-machine maintenance, combining professions and positions, increasing service areas and the volume of work performed in order to improve the use of equipment and reduce labor costs.

2.7. Participates in the preparation of plans for the social development of the company's staff, in the development and implementation of measures to strengthen labor discipline, reduce staff turnover, strengthen control over the use of working time and compliance with internal labor regulations.

2.8. Draws up staffing tables in accordance with the approved management structure, salary schemes, payroll funds and current regulations, makes changes to them due to the emergence of new types of activities (positions) inherent in a market economy.

2.9. Determines the amount of premiums based on the provisions in force.

2.10. Carries out control over the observance of staff discipline, the expenditure of the payroll fund, the correctness of establishing the names of professions and positions, the application of tariff rates and prices, official salaries, additional payments, allowances and coefficients to wages, the pricing of work and the establishment in accordance with tariff and qualification reference books categories of workers and categories of specialists, as well as compliance with the regimes of work and rest, labor legislation.

2.11. Participates in the preparation of the draft collective agreement and controls the fulfillment of the obligations assumed.

2.12. Keeps records of indicators on labor and wages, analyzes them and draws up the established reporting.

2.13. Performs work on the formation, maintenance and storage of a database on labor and wages, the number of employees, makes changes to reference and regulatory information used in data processing.

2.14. Participates in the formulation of the economic statement of problems or their individual stages, solved with the help of computer technology, determines the possibility of using ready-made projects, algorithms and application packages that allow you to create economically sound systems for processing information on labor and wages.

2.15. Performs individual official assignments of his immediate supervisor.

3. Rights of the labor economist

The labor economist has the right to:
3.1. Get acquainted with the draft decisions of the company's management regarding its activities.
3.2. Provide management with suggestions for improving their work and the work of the company.
3.3. Notify your immediate supervisor of all shortcomings identified in the course of your activities and make proposals for their elimination.
3.4. Request personally or on behalf of the company's management from the heads of structural divisions and specialists information and documents necessary for the performance of his duties.
3.5. Make decisions within your competence.

4. The responsibility of the labor economist

The labor economist is responsible for:
4.1. For failure to perform or untimely, negligent performance of their duties.
4.2. For non-compliance with current instructions, orders and orders for the preservation of trade secrets and confidential information.
4.3. For violation of the internal labor regulations, labor discipline, safety and fire safety rules.

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Name of the organization I APPROVE THE JOB Name of the position INSTRUCTIONS of the head of the organization _________ N ___________ Signature Explanation of the signature Place of compilation Date TO THE ECONOMIST FOR LABOR

1. GENERAL PROVISIONS

1. A labor economist belongs to the category of specialists, is hired and dismissed from work by order of the head of the organization.

2. A person who has a higher economic education without presenting requirements for work experience or secondary specialized education and work experience in the position of a labor technician of category I for at least 3 years or in other positions filled by specialists with a secondary special (economic) ) education, at least 5 years.

A person who has a higher economic education and at least 3 years of experience in the position of a labor economist or in other positions in the specialty, replaced by specialists with a higher economic education, is appointed to the position of a labor economist of the II category.

A person who has a higher economic education and at least 3 years of experience in the position of a labor economist of the II category is appointed to the position of a labor economist of the 1st category.

3. In his work, the labor economist is guided by:

Regulatory documents on the issues of the work performed;

Methodological materials relating to relevant issues;

the charter of the organization;

Labor regulations;

Orders and instructions of the head of the organization (direct supervisor);

This job description.

4. The labor economist must know:

Regulatory legal acts, orders, other guidance, methodological and regulatory materials on the organization of labor and wages;

labor economics;

Economics and organization of production;

The procedure for developing long-term and annual plans for labor and wages, labor productivity, social development of the team, estimates for the use of economic incentive funds;

Forms and systems of wages and material incentives;

Methods for determining the number of employees;

Unified Tariff and Qualification Handbook of Works and Professions of Workers and Unified Qualification Handbook of Employee Positions;

The procedure for rating works and workers and the establishment of official salaries, additional payments, allowances and coefficients to wages, the calculation of bonuses;

Methods of accounting and analysis of indicators on labor and wages;

Fundamentals of production technology;

Possibilities of using computer technology for the implementation of calculations and accounting for indicators of labor and wages, the rules for its operation;

labor law;

Rules and norms of labor protection and fire safety.

5. During the absence of a labor economist, his duties are performed in accordance with the established procedure by an appointed deputy who is fully responsible for the proper performance of the duties assigned to him.

2. JOB RESPONSIBILITIES

6. To perform the functions assigned to him, the labor economist is obliged:

6.1. Carry out work to improve the organization of labor, forms and systems of wages, material and moral incentives.

6.2. Develop draft long-term and annual plans for labor and wages of the organization and its divisions, plans to increase labor productivity and improve its organization.

6.3. Calculate wage funds and the number of employees, taking into account the need for the most rational use of the organization's labor potential, ensuring the correct ratio of employees by category of workers and employees (including managers, specialists and other employees), qualification categories.

6.4. Draw up staffing tables in accordance with the approved management structure, current regulations, make changes to them due to the emergence of new types of activities (positions) inherent in a market economy.

6.5. Determine the amount of bonuses on the basis of existing regulations.

6.6. To exercise control over the observance of staff discipline, the spending of the payroll, the correctness of establishing the names of professions and positions, the application of tariff rates and prices, official salaries, additional payments, allowances and coefficients to wages, the pricing of work and the establishment in accordance with the Unified Tariff and Qualification Directory of Works and professions of workers and the Unified Qualification Directory of positions of employees of the categories of workers and categories of specialists, as well as compliance with work and rest regimes, labor legislation.

6.7. Participate in determining the need for workers and employees, planning work for the training of qualified personnel.

6.8. Communicate performance targets to departments within the organization.

6.9. To study the effectiveness of the application of existing forms and systems of wages, material and moral incentives, to prepare proposals for their improvement.

6.10. Develop a mechanism for distributing additional income received as a result of increasing labor productivity, improving product quality, reducing production costs, as well as leasing premises and property, from investing money in securities.

6.11. To develop provisions on bonuses for workers and employees, conditions for material incentives for multi-machine maintenance, combining professions and positions, increasing service areas and the volume of work performed in order to improve the use of equipment and reduce labor costs.

6.12. Participate in the preparation of plans for the social development of the organization's staff, the development and implementation of measures to strengthen labor discipline, reduce staff turnover, strengthen control over the use of working time and compliance with internal labor regulations.

6.13. Participate in the preparation of a draft collective agreement and monitor the fulfillment of the obligations assumed.

6.14. Keep records of indicators on labor and wages, analyze them and draw up established reports.

6.15. Perform work on the formation, maintenance and storage of a database on labor and wages, the number of employees, make changes to reference and regulatory information used in data processing.

6.16. Participate in the formulation of the economic statement of problems or their individual stages, solved with the help of computer technology, determine the possibility of using ready-made projects, algorithms and application packages that allow you to create economically sound systems for processing information on labor and wages.

6.17. Assist and cooperate with the employer in ensuring healthy and safe working conditions, immediately inform the immediate supervisor of each case of industrial injury and occupational disease, as well as emergency situations that pose a threat to health and life for him and those around him, discovered deficiencies and violations of security labor.

6.18. Take the necessary measures to limit the development of an emergency and its elimination, provide first aid to the victim, take measures to call an ambulance, emergency services, fire brigade.

3. RIGHTS

7. The labor economist has the right:

7.1. Get acquainted with the draft decisions of the organization's management regarding its activities.

7.2. Submit proposals for improvement of the work related to the responsibilities provided for in this instruction for consideration by the management.

7.3. Receive from the heads of structural divisions, specialists information and documents necessary for the performance of their duties.

7.4. Engage specialists from all structural divisions of the organization to solve the duties assigned to him (if this is provided for by the regulations on structural divisions, if not, with the permission of the head of the organization).

7.5. Require the management of the organization to assist in the performance of their duties and rights.

7.6. Take part in the discussion of labor protection issues submitted for consideration by meetings (conferences) of the labor collective (trade union organization).

4. RELATIONSHIPS (LINKS BY POSITION)

8. The labor economist reports to ____________________________________ __________________________________________________________________________. 9. The labor economist interacts on issues within his competence with employees of the following structural divisions of the organization: - from _________________________________________________________________: receives: ________________________________________________________________________________; presents: __________________________________________________________________________; - from _________________________________________________________________: receives: __________________________________________________________________; presents: __________________________________________________________________________.

5. PERFORMANCE EVALUATION AND RESPONSIBILITY

10. The work of a labor economist is evaluated by the immediate supervisor (another official).

11. The labor economist is responsible for:

11.1. For non-fulfillment (improper fulfillment) of their official duties provided for by this job description - within the limits determined by the current labor legislation of the Republic of Belarus.

11.2. For offenses committed in the course of carrying out their activities - within the limits determined by the current administrative, criminal and civil legislation of the Republic of Belarus.

11.3. For causing material damage - within the limits determined by the current labor, criminal and civil legislation of the Republic of Belarus.

11.4. For non-compliance with the rules and norms of labor protection, safety, industrial sanitation and fire protection - in accordance with the requirements of regulatory legal acts of the Republic of Belarus and local acts in _____________________.

Name of the position of the head of the structural unit _________ _______________________ Signature Full name of the signature of the Visa I am familiar with the instruction _________ _______________________ Signature Full name of the signature _______________________ Date

Today, highly professional labor economists can be counted on the fingers.

Tell Nadezhda Ponamarev about the profession of an engineer (economist) in terms of labor and wages with 13 years of experience.

ProfGuide: Nadezhda, what does a labor and wages engineer do? What are his responsibilities?

Nadezhda Ponamareva. Firstly, he is engaged in the development of regulatory documents on remuneration systems in the organization, the development of provisions for remuneration and bonuses to employees. He also develops a staffing table, job descriptions, calculates production rates, labor costs, maintains timing and records of overtime work, etc.

Some organizations do not have such specialists. If the firm is small or, say, it specializes in trade, the provision of services, then there is no urgent need for a labor engineer. Because the salary of employees of such firms is formed simply: a percentage of the sale is taken into account.

But if this is a large manufacturing company, an industrial enterprise, a construction and installation organization, a car factory, or any organization that produces real products, then the absence of such a specialist can lead to significant material losses.

Incorrectly formed wages can lead, firstly, to incorrectly formed product prices, which will hinder the competitiveness of manufactured products. Secondly, the lack of a developed motivation for wages will adversely affect labor productivity. Thirdly, management will not have effective leverage to control the production process. Fourthly, in teams where there are clear criteria for remuneration, employees work with about greater efficiency.

If we talk about each specific career, then a lot depends on the person. For example, someone can sit all his life in one small area, following certain patterns once and for all, while someone creates completely new systems. The economic situation in the country today opens up great prospects in this area.

N.P. We need a managerial approach, the ability to objectively assess the situation, perseverance, tolerance in dealing with people, resourcefulness, attentiveness when working with documentation.

For whom is this profession more suitable? Firstly, this is a purely female profession, men are rarely found in it. It is usually believed that the work of a labor engineer is contraindicated for creative people. Sometimes this opinion is correct. But, again, it all depends on the specific company. If the company's salary system is simple (for example, wages are calculated according to salary or according to the tariff rate for hours worked), then this is suitable for people who value stability in their work first of all. If the company relies on a variety of ways of material interest of employees, then the work will require a real creative approach from a specialist.

My 13 years of experience shows that this work cannot be called monotonous. Every month there is a new situation.

N.P. Efficiency - yes, it is taken into account. But stress is a moral and immeasurable concept, therefore, it is not taken into account as a criterion for calculating wages. It's worth thinking about though. As for the risk to the life or health of an employee, at manufacturing enterprises this means nothing more than “bringing” management under an article for not complying with safety standards. But this parameter is also hardly suitable as a criterion for calculating salaries.

N.P. Maybe. If the sales department is the "breadwinner" of the company, then the salary in it may be higher. And yet the difference in wages should not be very large.

ProfGuide. In Japan, a young specialist and specialist after fifty years of age receives less than someone who is relatively young and has children. Is it correct?

N.P. For Japan, yes. For our country, no. We have a different way of life and a different system of values. We have professionals who are "over fifty", but who are able to replace not one, but two or three young specialists at once. Why should they receive lower wages?

ProfGuide: Probably, sometimes it is not easy to evaluate the efficiency of an employee's work. For example, how do you measure the performance of an accountant?

N.P. If the accountant has job responsibilities and an approved work schedule, then the scheme is simple. When performing his amount of work in the allotted time, his work is effective, and if not, then inefficient. The main thing is to choose the right criterion.

Job description of an economist on labor and wages

Surname I.O. ________________

"________"_____________ ____ G.

1.1. The labor economist belongs to the category of specialists.

1.2. A labor economist is appointed to a position and dismissed by order of the general director of the company.

1.3. The labor economist reports directly to the financial director, the head of the financial department or the head of the planning and economic department.

1.4. During the absence of a labor economist, his rights and obligations are transferred to another official, which is announced in the order for the company.

1.5. A person who meets the following requirements is appointed to the position of a labor economist: higher professional (economic) education and work experience in the specialty for at least six months.

1.6. The labor economist should know:

resolutions, orders, orders, other guidance, methodological and regulatory materials on the organization of labor and wages;
labor economics;
economics and organization of production;
the procedure for developing long-term and annual plans for labor and wages, labor productivity, social development of the team, estimates for the use of economic incentive funds;
forms and systems of wages and material incentives;
methods for determining the number of employees;
tariff-qualification reference books of works and professions of workers and qualification characteristics of positions of employees;
the procedure for rating works and workers and the establishment of official salaries, additional payments, allowances and coefficients to wages, the calculation of bonuses;
methods of accounting and analysis of indicators on labor and wages;
basics of production technology;
the possibility of using computer technology for the implementation of calculations and accounting for indicators of labor and wages, the rules for its operation; labor legislation;
labor protection rules and regulations.

1.7. An economist is guided in his work by:

Legislative acts of the Russian Federation;
the Charter of the company, the Internal Labor Regulations, other regulatory acts of the company;
Orders and instructions of the management;
This job description.

2. Job responsibilities of a labor economist

The labor economist performs the following job responsibilities:

2.1. Carries out work to improve the organization of labor, forms and systems of wages, material and moral incentives.

2.2. Develops draft long-term and annual plans for labor and wages of the enterprise and its divisions, plans to increase labor productivity and improve its organization.

2.4. It studies the effectiveness of the application of existing forms and systems of wages, material and moral incentives, prepares proposals for their improvement.

Corporate training is the acquisition of knowledge and skills by employees of one company. Our School will prepare a corporate training or seminar for the customer company, taking into account industry specifics and the specific needs of your business. Read more >>>

“The topic of planning and budgeting is disclosed quite fully. It was interesting to independently prepare the pro forma profit and loss statement and especially the pro forma balance sheet,” Vladimir Breslavsky, Deputy Director for Economics and Finance, CJSC Mnogovershinnoye, Khabarovsk Territory.

“Briefly and at the same time, the system of work of the treasury is described in detail. A very good teacher, thank you very much,” Bolotova Svetlana Sergeevna, Treasurer, Akado, Moscow.

“The very idea of the seminar on pricing is good – consideration in the complex of marketing and finance. I liked the logic of the presentation of the material, the connection between theory and practice (examples and tasks), an accessible explanation, ”Anna Evgenievna Inberg, Sales Manager, Visteon Avtopribor Electronics LLC, Vladimir.

“The seminar fully lived up to expectations. The knowledge gained will help to understand the financial and accounting statements, to see the necessary numbers in the sea of information. I also learned a lot about financial analysis. activity”, — Natalya Valentinovna Nikonova, Project Manager of Communications Department, X5 Retail Group, Moscow.

“I liked the coverage of issues related to the organization of internal control through management accounting,” Romanyuk Yu.A., head of the control and audit service of Axon LLC, Kostroma.

“In the seminar I liked its practical focus on creating a receivables management system. A large number of practical tools to improve fundraising were considered. Many examples from real practice, which makes it possible to apply the knowledge gained in their future work. Thanks!" — Kuzminich Andrey Viktorovich, Commercial controller of Modern Machinery Far East LLC, Magadan.

“Structured knowledge on all functions of the treasury in an accessible form”, - Nesterov E.V., ch. Specialist, Rosatom, Moscow.

“After listening to the seminar, I have an overall picture of budgeting, which was the goal. Any questions that came up were answered right away. Lots of practical tasks. I wish prosperity to the Alpha Business School, — Natalya Vladimirovna Baklykova, Leading Specialist, GPN-Logistics, Moscow.

“I liked everything very much! Came a second time, was at a seminar on a different topic. The material is presented in great detail, everything is clear on the basis of examples. I also managed to analyze my own enterprise, as there were few participants and it turned out to be almost an individual lesson. Thanks!" — Kuksova Valeria Vladimirovna, economist, Stroystandart LLC, Moscow.

labor economist

Job responsibilities. Carries out work to improve the organization of labor, forms and systems of wages, material and moral incentives. Develops draft long-term and annual plans for labor and wages of the enterprise and its divisions, plans to increase labor productivity and improve its organization. Calculates wage funds and the number of employees, taking into account the need for the most rational use of labor resources, ensuring the correct ratio of employees by categories of personnel and qualification categories, participates in determining the need for workers and employees, planning the training of qualified personnel, brings planned indicators to the company's divisions. It studies the effectiveness of the application of existing forms and systems of wages, material and moral incentives, prepares proposals for their improvement. Develops a mechanism for distributing additional income received as a result of increasing labor productivity, improving product quality, reducing production costs, as well as leasing premises and property from the placement of funds in securities. Develops provisions on bonuses for workers and employees, conditions for material incentives for multi-machine maintenance, combining professions and positions, increasing service areas and the volume of work performed in order to improve the use of equipment and reduce labor costs. Participates in the preparation of plans for the social development of the company's staff, in the development and implementation of measures to strengthen labor discipline, reduce staff turnover, strengthen control over the use of working time and compliance with internal labor regulations. Draws up staffing tables in accordance with the approved management structure, salary schemes, payroll funds and current regulations, makes changes to them due to the emergence of new types of activities (positions) inherent in a market economy. Determines the amount of premiums based on the provisions in force. Carries out control over the observance of staff discipline, the expenditure of the payroll fund, the correctness of establishing the names of professions and positions, the application of tariff rates and prices, official salaries, additional payments, allowances and coefficients to wages, the pricing of work and the establishment in accordance with tariff and qualification reference books categories of workers and categories of specialists, as well as compliance with the regimes of work and rest, labor legislation. Participates in the preparation of the draft collective agreement and controls the fulfillment of the obligations assumed. Keeps records of indicators on labor and wages, analyzes them and draws up the established reporting. Performs work on the formation, maintenance and storage of a database on labor and wages, the number of employees, makes changes to reference and regulatory information used in data processing. Participates in the formulation of the economic statement of problems or their individual stages, solved with the help of computer technology, determines the possibility of using ready-made projects, algorithms and application packages that allow you to create economically sound systems for processing information on labor and wages.

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Must know: resolutions, orders, orders, other guidance, methodological and regulatory materials on the organization of labor and wages; labor economics; economics and organization of production; the procedure for developing long-term and annual plans for labor and wages, labor productivity, social development of the team, estimates for the use of economic incentive funds; forms and systems of wages and material incentives; methods for determining the number of employees; tariff-qualification reference books of works and professions of workers and qualification characteristics of positions of employees; the procedure for rating works and workers and the establishment of official salaries, additional payments, allowances and coefficients to wages, the calculation of bonuses; methods of accounting and analysis of indicators on labor and wages; basics of production technology; the possibility of using computer technology for the implementation of calculations and accounting for indicators of labor and wages, the rules for its operation; labor legislation; labor protection rules and regulations.

Qualification requirements.

Labor economist of the 1st category: higher professional (economic) education and work experience as a labor economist of the 2nd category for at least 3 years.

Labor economist II category: higher professional (economic) education and work experience as a labor economist or other engineering and technical positions filled by specialists with higher professional education, at least 3 years.

Labor economist: higher professional (economic) education without presenting requirements for work experience or secondary vocational education and at least 3 years of work experience in the position of a labor technician of category I for at least 3 years or other positions filled by specialists with secondary vocational education for at least 5 years.

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The above qualification characteristics of the position of "Labor Economist" are intended to address issues related to the regulation of labor relations and the provision of an effective personnel management system in various organizations. Based on these characteristics, a job description for a labor economist is developed, containing the rights and responsibilities of the employee, as well as a specific list of his job responsibilities, taking into account the characteristics of the organization and management of the enterprise (institution).

When compiling job descriptions for managers and specialists, it is necessary to take into account the general provisions for this edition of the directory and the introduction with general provisions for the first issue of the job directory.

We draw your attention to the fact that the same and similar job titles may appear in different editions of the CSA. You can find similar titles through the job directory (in alphabetical order).

Job description of a labor economist

labor economist (.doc, 90KB)

I. General provisions

The labor economist belongs to the category of specialists.
For the position:
- a labor economist is appointed a person who has a higher professional (economic) education without presenting requirements for work experience or secondary vocational education and work experience in the position of a labor technician of category I for at least 3 years or other positions filled by specialists with secondary vocational education, at least 5 years;
- labor economist of category II - a person with a higher professional (economic) education and work experience in the position of a labor economist or other engineering and technical positions filled by specialists with higher professional education for at least 3 years;
- labor economist of the 1st category - a person with a higher professional (economic) education and at least 3 years of experience in the position of a labor economist of the 2nd category.
Appointment to the position of a labor economist and dismissal from it is carried out by order of the director of the organization on the proposal of the head of the organization and remuneration department.
The labor economist should know:
1. 4.1. Decrees, orders, orders, other guidance, methodological and normative materials on the organization of labor and wages.
2. 4.2. Labor economics.
3. 4.3. Economics and organization of production.
4. 4.4. The procedure for developing long-term and annual plans for labor and wages, labor productivity, social development of the team, estimates for the use of economic incentive funds.
5. 4.5. Forms and systems of wages and material incentives.
6. 4.6. Methods for determining the number of employees.
7. 4.7. Tariff-qualification reference books of works and professions of workers and qualification characteristics of positions of employees.
8. 4.8. The procedure for rating works and workers and the establishment of official salaries, additional payments, allowances and coefficients to wages, the calculation of bonuses.
9. 4.9. Methods of accounting and analysis of indicators on labor and wages.
10. 4.10. Fundamentals of production technology.
11. 4.11. Possibilities of using computer technology for the implementation of calculations and accounting for indicators of labor and wages, the rules for its operation.
12. 4.12. Labor legislation.
13. 4.13. Internal labor regulations.
14. 4.14. Rules and norms of labor protection.
The labor economist in his work is guided by:
1. 5.1. Regulations on the department of organization and remuneration.
2. 5.2. This job description.
The labor economist reports directly to the head of the organization and remuneration department.
During the absence of an economist for work (vacation, illness, business trip, etc.), his duties are performed by a person appointed by order of the director of the enterprise, who acquires the appropriate rights and is responsible for the proper performance of the duties assigned to him.

II. Job Responsibilities

Labor economist:

Carries out work to improve the organization of work. Forms and systems of wages, material and moral incentives.
Develops draft long-term and annual plans for labor and wages of the enterprise and its divisions, plans to increase labor productivity and improve its organization.
Calculates wage funds and the number of employees, taking into account the need for the most rational use of labor resources, ensuring the correct ratio of employees by categories of personnel and qualification categories, participates in determining the need for workers and employees, planning the training of qualified personnel, brings planned indicators to the company's divisions.
It studies the effectiveness of the application of existing forms and systems of wages, material and moral incentives, prepares proposals for their improvement.
Develops a mechanism for distributing additional income received as a result of increasing labor productivity, improving product quality, reducing production costs, as well as leasing premises and property from the placement of funds in securities.
Develops provisions on bonuses for workers and employees, conditions for material incentives for multi-machine maintenance, combining professions and positions, increasing service areas and the volume of work performed in order to improve the use of equipment and reduce labor costs.
Participates in the preparation of plans for the social development of the company's staff, in the development and implementation of measures to strengthen labor discipline, reduce staff turnover, strengthen control over the use of working time and compliance with internal labor regulations.
Draws up staffing tables in accordance with the approved management structure, salary schemes, payroll funds and current regulations, makes changes to them due to the emergence of new types of activities (positions) inherent in a market economy.
Determines the amount of premiums based on the provisions in force.
Controls:
1. 10.1. For observance of regular discipline, spending the payroll.
2. 10.2. For the correct establishment of the names of professions and positions, the application of tariff rates and prices, official salaries, additional payments, allowances and coefficients to wages.
3. 10.3. For the tariffing of works and the establishment in accordance with the tariff-qualification reference books of categories for workers and categories of specialists.
4. 10.4. For observance of work and rest regimes, labor legislation.
Participates in the preparation of the draft collective agreement and controls the fulfillment of the obligations assumed.
Keeps records of indicators on labor and wages, analyzes them and draws up the established reporting.
Performs work on the formation, maintenance and storage of a database on labor and wages, the number of employees, makes changes to reference and regulatory information used in data processing.
Participates in the formulation of the economic statement of problems or their individual stages, solved with the help of computer technology, determines the possibility of using ready-made projects, algorithms and application packages that allow you to create economically sound systems for processing information on labor and wages.
Performs separate office head of the department of organization and remuneration.

I. General provisions

1. The labor economist belongs to the category of specialists.

2. For the position:

A labor economist is appointed a person who has a higher professional (economic) education without presenting requirements for work experience or secondary vocational education and work experience in the position of a labor technician of category I for at least 3 years or other positions occupied by specialists with secondary vocational education, at least 5 years;

Category II labor economist - a person with a higher professional (economic) education and work experience in the position of a labor economist or other engineering and technical positions filled by specialists with higher professional education for at least 3 years;

Category I labor economist - a person with a higher professional (economic) education and at least 3 years of work experience as a category II labor economist.

3. Appointment to the position of a labor economist and dismissal from it is carried out by order of the director of the organization on the proposal of the head of the organization and remuneration department.

4. The labor economist must know:

4.1. Decrees, orders, orders, other guidance, methodological and normative materials on the organization of labor and wages.

4.2. Labor economics.

4.3. Economics and organization of production.

4.4. The procedure for developing long-term and annual plans for labor and wages, labor productivity, social development of the team, estimates for the use of economic incentive funds.

4.5. Forms and systems of wages and material incentives.

4.6. Methods for determining the number of employees.

4.7. Tariff-qualification reference books of works and professions of workers and qualification characteristics of positions of employees.

4.8. The procedure for rating works and workers and the establishment of official salaries, additional payments, allowances and coefficients to wages, the calculation of bonuses.

4.9. Methods of accounting and analysis of indicators on labor and wages.

4.10. Fundamentals of production technology.

4.11. Possibilities of using computer technology for the implementation of calculations and accounting for indicators of labor and wages, the rules for its operation.

4.12. Labor legislation.

4.13. Internal labor regulations.

4.14. Rules and norms of labor protection.

6. The labor economist reports directly to the head of the organization and remuneration department.

7. During the absence of an economist for work (vacation, illness, business trip, etc.), his duties are performed by a person appointed by order of the director of the enterprise, who acquires the appropriate rights and is responsible for the proper performance of the duties assigned to him.

II. Job Responsibilities

Labor economist:

1. Carries out work to improve the organization of labor. Forms and systems of wages, material and moral incentives.

2. Develops draft long-term and annual plans for labor and wages of the enterprise and its divisions, plans to increase labor productivity and improve its organization.

3. Calculates the wage funds and the number of employees, taking into account the need for the most rational use of labor resources, ensuring the correct ratio of employees by categories of personnel and qualification categories, participates in determining the need for workers and employees, planning the training of qualified personnel, brings planned indicators to the enterprise departments.

4. Examines the effectiveness of the application of existing forms and systems of wages, material and moral incentives, prepares proposals for their improvement.

5. Develops a mechanism for distributing additional income received as a result of increasing labor productivity, improving product quality, reducing production costs, as well as leasing premises and property, from placing funds in securities.

6. Develops provisions on bonuses for workers and employees, conditions for material incentives for multi-machine maintenance, combining professions and positions, increasing service areas and the volume of work performed in order to improve the use of equipment and reduce labor costs.

7. Participates in the preparation of plans for the social development of the company's staff, in the development and implementation of measures to strengthen labor discipline, reduce staff turnover, strengthen control over the use of working time and compliance with internal labor regulations.

8. Draws up staffing tables in accordance with the approved management structure, salary schemes, payroll funds and current regulations, makes changes to them due to the emergence of new types of activities (positions) inherent in a market economy.

9. Determines the amount of premiums based on the provisions in force.

10. Controls:

10.1. For observance of regular discipline, spending the payroll.

10.2. For the correct establishment of the names of professions and positions, the application of tariff rates and prices, official salaries, additional payments, allowances and coefficients to wages.

10.3. For the tariffing of works and the establishment in accordance with the tariff-qualification reference books of categories for workers and categories of specialists.

10.4. For observance of work and rest regimes, labor legislation.

11. Participates in the preparation of the draft collective agreement and controls the fulfillment of the obligations assumed.

12. Keeps records of indicators on labor and wages, analyzes them and draws up the established reporting.

13. Performs work on the formation, maintenance and storage of a database on labor and wages, the number of employees, makes changes to reference and regulatory information used in data processing.

14. Participates in the formulation of the economic formulation of tasks or their individual stages, solved with the help of computer technology, determines the possibility of using ready-made projects, algorithms and application packages that allow you to create economically sound systems for processing information on labor and wages.

15. Performs individual office work of the head of the department of organization and remuneration.

III. The rights

The labor economist has the right to:

1. Get acquainted with the draft decisions of the management of the enterprise regarding its activities.

2. On issues within his competence, submit proposals for the consideration of the head of the department for organizing and remuneration of labor to improve the activities of the enterprise and improve the forms and methods of labor; options for eliminating the shortcomings in the activities of the enterprise.

3. Request personally or on behalf of the management of the enterprise from the heads of departments and specialists information and documents necessary for the performance of his duties.

4. Involve specialists from all (individual) structural divisions in solving the tasks assigned to him (if this is provided for by the regulations on structural divisions, if not, then with the permission of the head of the organization).

5. Require the management of the enterprise to assist in the performance of their official rights and duties.

IV. Responsibility

The labor economist is responsible for:

1. For improper performance or non-performance of their official duties provided for by this job description - to the extent determined by the current labor legislation of the Russian Federation.

2. For offenses committed in the course of carrying out their activities - within the limits determined by the current administrative, criminal and civil legislation of the Russian Federation.

3. For causing material damage - within the limits determined by the current labor and civil legislation of the Russian Federation.