For large enterprises with a large turnover of products of particular importance is the system of organization of labor of its employees. The complexity of this process is due to the scale of the company and the increased requirements for its staff. It is impossible to deny the fact that the competent organization of labor in the enterprise is the key to its successful and stable existence. The modern leader knows that his most important asset is the workers who work for him. Organization of labor at the enterprise includes such concepts as the staffing of employees. Their training and retraining, rationing of the working day, a system of bonuses and penalties, a system of payment and calculation of wages, as well as maintaining healthy competition, as an incentive for professional growth of employees.
Form the relationship between superiors and subordinates, as well as regulate them in the event of a dispute, helps the internal routine and standards of conduct in the workplace and adopted by the company Charter. Each employee must strictly follow these rules, which will ensure discipline and eliminate some unpleasant working moments. It is very important to optimize the working day as much as possible. When scheduling, it is necessary to take into account the number of people working per shift, the number of shifts, their duration, the state of the equipment on which employees will work. At the same time, the organization of labor at the enterprise should occur in such a way as to engage the human resource at full capacity in the work process. In other words, a person should be comfortable in his workplace and nothing should distract him from work, but, on the contrary, stimulate him to a greater productivity.
In order to increase profitability, constant stimulation of labor in the enterprise is necessary. This can be done with the help of material payments, promotion, public recognition of employee achievements or the provision of additional social benefits. Along with positive motivators, there are negative stimulants. These include a system of fines, backward movement along the career ladder, censure and so on. The choice of incentive method depends solely on the corporate culture of the organization, the vision of a solution to this problem by its leader based on a study of the opinions of its employees on this issue.
A very important point is the analysis of remuneration at the enterprise, which, as a rule, produces accounting. Salary is calculated based on the qualifications of the employee, his employment in the workplace, processing or shortcomings. It can be considered by the number of hours worked, be in the form of a stable salary, as well as in the form of a small salary and bonus depending on the quality and timing of the work performed. In those cases when it comes to large continuous production, it is more convenient to calculate wages by the hour or in the form of a fixed salary. If the enterprise is small, then piece-rate wages may be one of the incentives for employees, which will motivate them to achieve better results. The choice of one form or another depends on many objective and subjective factors that are known only to the leader and his subordinates.
The more detailed the organization of labor at the enterprise is developed, the easier it will be to exercise control over it. A clear hierarchy and definition of the functions of each participant in the working process will be the key to a coherent and successful work. Consistency in its implementation, availability for each employee is very important. The most effective use of human resources in the work process at the enterprise will be the key to its success, the main way of its development.