Labor and wage economist. Job Description of a Labor Economist Labor and Wage Economist Responsibilities

Unified qualification directory for positions of managers, specialists and other employees (UN), 2019
Qualification directory for positions of managers, specialists and other employees
Sections « Industry-wide qualification characteristics of positions of workers employed in enterprises, institutions and organizations" And " Qualification characteristics of positions of employees employed in research institutions, design, technological, design and survey organizations", approved by Resolution of the Ministry of Labor of the Russian Federation dated August 21, 1998 N 37
(edited on May 15, 2013)

Sales economist

Labor Economist

Job responsibilities. 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 for increasing labor productivity and improving 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 workers by personnel categories and qualification categories, participates in determining the need for workers and employees, planning the training of qualified personnel, and communicates planned indicators to the divisions of the enterprise. Studies the effectiveness of applying existing forms and systems of wages, material and moral incentives, and prepares proposals for their improvement. Develops a mechanism for distributing additional income resulting from increased labor productivity, improved product quality, reduced production costs, as well as the rental of premises and property from the placement of funds in securities. Develops provisions for bonuses for workers and employees, conditions for material incentives for multi-machine service, 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 drawing up plans for the social development of the enterprise team, 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 schedules in accordance with the approved management structure, salary schemes, wage funds and current standards, makes changes to them due to the emergence of new types of activities (positions) inherent in a market economy. Determines premium amounts based on current regulations. Monitors compliance with staff discipline, the expenditure of the wage fund, the correctness of establishing the names of professions and positions, the application of tariff rates and prices, official salaries, additional payments, allowances and wage coefficients, the billing of work and establishment in accordance with tariff and qualification reference books categories of workers and categories of specialists, as well as compliance with work and rest regimes and labor legislation. Participates in the preparation of the draft collective agreement and monitors the fulfillment of accepted obligations. Keeps records of labor and wage indicators, analyzes them and prepares established reports. 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 formulation of problems or their individual stages, solved with the help of computer technology, determines the possibility of using ready-made projects, algorithms and application software packages that allow the creation of economically sound systems for processing information on labor and wages.

Must know: resolutions, instructions, 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 and qualification reference books of works and professions of workers and qualification characteristics of employee positions; the procedure for tariffication of work and workers and the establishment of official salaries, additional payments, bonuses and wage coefficients, and calculation of bonuses; methods of accounting and analysis of labor and wage indicators; basics of production technology; the possibility of using computer technology to carry out calculations and record indicators on labor and wages, the rules of its operation; labor legislation; rules and regulations of labor protection.

Qualification requirements.

Labor economist of category I: higher professional (economic) education and work experience as a labor economist of category II of at least 3 years.

Labor economist category II: 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 requirements for work experience or secondary vocational education and work experience as 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.

I CONFIRM:

CEO
JSC "Organization Name"

….....................................................

organizations"

Job description
Labor Economist

Job title: Labor economist

Subdivision:..........................................................................................

1. General purpose of the position:

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

2. General provisions:

Subordination:

· The labor economist is directly subordinate................................................... ......................

· The labor economist carries out instructions................................................... ........................................

(the instructions of these employees are followed only if they do not contradict the instructions of the immediate supervisor).

Substitution:

· Labor economist replaces ................................................... ........................................................ .

· Labor economist replaces ................................................... ........................................................ Hiring and dismissal:

A labor economist is appointed and dismissed by order of the director of the enterprise (in agreement with the head of the department).

3. Qualification requirements:

Must know:

· resolutions, orders, orders, other guidance, methodological and regulatory materials on labor organization 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 and qualification reference books of works and professions of workers and qualification characteristics of employee positions

· procedure for tariffication of work and workers and establishment of official salaries, additional payments, bonuses and wage coefficients, calculation of bonuses

· methods of accounting and analysis of labor and wage indicators

· basics of production technology

· the possibility of using computer technology to carry out calculations and record indicators on labor and wages, the rules of its operation

· labor legislation

· labor protection rules and regulations.

Education, work experience:

4. Job responsibilities:

· 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 for increasing labor productivity and improving 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 workers by personnel categories and qualification categories, participates in determining the need for workers and employees, planning the training of qualified personnel, and communicates planned indicators to the divisions of the enterprise.

· Studies the effectiveness of applying existing forms and systems of wages, material and moral incentives, and prepares proposals for their improvement.

· Develops a mechanism for distributing additional income resulting from increased labor productivity, improved product quality, reduced production costs, as well as the rental of premises and property from the placement of funds in securities.

· Develops provisions for bonuses for workers and employees, conditions for material incentives for multi-machine service, 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.

· The labor economist is responsible for violating the rules and regulations governing the activities of the enterprise.

· When transferring to another job or being released from a position, the Labor Economist is responsible for the proper and timely delivery of cases to the person taking up the current position, and in the absence of one, to the person replacing him or directly to his supervisor.

· A labor economist is responsible for offenses committed in the course of carrying out his activities - within the limits determined by the current administrative, criminal and civil legislation of the Russian Federation.

· The labor economist is responsible for causing material damage - within the limits determined by the current labor and civil legislation of the Russian Federation.

· The labor economist is responsible for compliance with current instructions, orders and regulations for maintaining trade secrets and confidential information.

· The labor economist is responsible for compliance with internal regulations, safety and fire safety rules.

8. Evaluation indicators

(the immediate supervisor evaluates work based on the following indicators):

· Measurable indicators:................................................... ....................

· Functional indicators:................................................... ............
.............................................................................................................

9. Advanced training program

(regular training is required to successfully perform the duties of your position):

· on what topics:........................................................ ....................................
.............................................................................................................

· how often............................................... ........................................................
.............................................................................................................

10. Prospects for career growth:

.........................................................................................................................
(for an employee successfully working in this position):

This job description has been developed in accordance with

..........................................................................................................................

Head of structural
divisions: _______________ ________________________ 00.00.00

(signature) (surname, initials)

1. GENERAL PROVISIONS

The position of Labor and Wage Economist (hereinafter referred to as Economist) belongs to the category of specialists and is part of the staff of the Human Resources Department.

A person with a higher economic education is appointed to the position of Economist. An economist may have another higher education. In this case, he must improve his qualifications within 1-2 years and confirm the fact of advanced training. An economist must have at least 1 year of experience in a similar position.

Appointment to and dismissal from the position of Economist is made by order of the Director of the Human Resources Department.

The economist reports directly to the Director of the Human Resources Department, and in his absence, to the person replacing him.

During the absence of an employee performing the position of Economist, his duties are performed by the Organizational Design Manager.

The work of the Economist is organized in accordance with the work plan of the Human Resources Department and the approved schedules for the submission of documents on remuneration.

The economist has an irregular working day.

In his activities, the Economist is guided by:

Current legislation, including:

Civil Code of the Russian Federation;

Unified Tariff and Qualification Directory;

Orders and instructions of the management of the company and division;

Current regulatory and normative documents, including:

Charter of the Holding;

Internal labor regulations;

Regulations on the structural unit;

Classifier of positions and professions by salary grades;

Staffing schedule;

This job description.

An economist should know:

This job description.

Legislative and regulatory legal acts, methodological materials relating to issues of payment and labor incentives.

The structure and staff of the Holding, its profile, specialization and development prospects.

HR policy and strategy of the Holding.

Labor market conditions.

Organization and economics of production.

Fundamentals of physiology, psychology and sociology of labor, technical aesthetics and ergonomics.

Labor economics.

Methods for studying and designing labor processes, using working time, determining the economic efficiency of measures to improve labor organization, assessing the level of labor organization, production and management.

The procedure for drawing up technical documentation and reporting on improving the system of remuneration and labor incentives.

Inner order rules

Labor protection standards, safety regulations, industrial sanitation and fire protection.

An economist must be able to:

conduct marketing research of the labor market by position;

analyze the efficiency and optimize the system of payment and incentives;

develop normative and regulating documents on issues of remuneration and labor incentives;

predict and plan changes in the wage fund;

develop methods, algorithms, programs and perform wage calculations.

An economist must be able to work with:

a personal computer at the advanced user level;

MS Excel, Word, Access, Outlook, Project, BOSS-Kadrovik, Platinum, SAP R/3 programs at the advanced user level;

by email;

JOB RESPONSIBILITIES

The economist is obliged

Carry out activities to optimize the remuneration system in order to achieve maximum efficiency of personnel by optimizing the structure and size of the Holding’s costs for remuneration and incentives.

The economist performs independently:

Studies in the workplace the effectiveness of existing standards and wage rates.

Within the framework of the Holding's policy in the field of incentives and remuneration, develops proposals to increase the productivity and quality of labor of all categories of workers.

Performs the necessary calculations to determine the effectiveness of measures aimed at improving remuneration and labor incentives.

Uses general industry and sectoral materials and standards for organizing and stimulating labor.

Studies domestic and foreign experience in improving remuneration and labor incentives. Develops proposals for its use in the Holding.

Organizes and implements measures to stimulate labor and improve remuneration.

Provides structural units with methodological and practical assistance in the development and implementation of new standards for incentives and remuneration.

The economist is involved in:

identifying reserves for increasing labor productivity;

developing a strategy for the development of the Holding’s personnel, professional development programs;

certifications, testing, monitoring and other types of analysis and control of personnel.

The economist is also obliged:

perform work honestly and conscientiously;

to contribute in every possible way to the formation and strengthening of a favorable moral and psychological climate in the team;

keep official and commercial secrets.

An economist has the right:

Get acquainted with the decisions of the Holding management regarding issues of remuneration and labor incentives.

Request and receive from heads of divisions and employees of the Holding the information necessary to carry out their functions.

Participate in the preparation of draft orders, instructions, regulations, instructions and other documents related to the payment and incentives of the Holding’s personnel.

Conduct correspondence with structural divisions of the Holding and external organizations on issues related to remuneration and labor incentives.

Submit proposals for improving the system of remuneration and labor incentives for consideration by management.

4. RESPONSIBILITY

The economist is responsible for:

Improper performance or failure to fulfill one's job duties as provided for in this job description - within the limits determined by the current labor legislation of the Russian Federation.

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.

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

RELATIONSHIPS. INFORMATION. RELATIONS BY POSITION

The economist collaborates:

with the heads of all structural divisions of the Holding on issues of remuneration of employees,

with employees of the Finance Department on the development and implementation of regulations on remuneration of the Holding’s employees,

with employees of the HR support sector on the provision of information on the results of monitoring of department personnel,

with employees of the HR sector regarding the provision of information on staff turnover.

The economist maintains business contacts with representatives of the following external organizations:

5.2.1. consulting agencies providing services in the field of labor market marketing research;

The job description was developed in accordance with the Regulations on the Personnel Management Department.

Head of structural unit ________________

(signature)

(last name, initials)

AGREED:

Head of Legal Service

___________________

(signature)

(last name, initials)

I have read the instructions:

(signature)

(last name, initials)

I. General provisions

1. A 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 as 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 as a labor economist or other engineering positions filled by specialists with higher professional education for at least 3 years;

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

3. Appointment to the position of labor economist and dismissal from it is made by order of the director of the organization on the recommendation of the head of the organization and remuneration department.

4. A labor economist should know:

4.1. Resolutions, instructions, orders, other guidance, methodological and regulatory 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 and qualification directories of works and professions of workers and qualification characteristics of positions of employees.

4.8. The procedure for tariffication of work and workers and the establishment of official salaries, additional payments, bonuses and wage coefficients, and calculation of bonuses.

4.9. Methods of accounting and analysis of labor and wage indicators.

4.10. Basics of production technology.

4.11. Possibility of using computer technology to carry out calculations and record indicators on labor and wages, rules for its operation.

4.12. Labor legislation.

4.13. Internal labor regulations.

4.14. Labor protection rules and regulations.

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

7. During the absence of a labor economist (vacation, illness, business trip, etc.), his duties are performed by a person appointed by order of the director of the enterprise, who acquires the corresponding 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 work. 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 for increasing labor productivity and improving its organization.

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 workers by personnel categories and qualification categories, participates in determining the need for workers and employees, planning the training of qualified personnel, and communicates planned indicators to the divisions of the enterprise.

4. Studies the effectiveness of the application of existing forms and systems of wages, material and moral incentives, and 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 the placement of funds in securities.

6. Develops provisions for bonuses for workers and employees, conditions for material incentives for multi-machine service, 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 drawing up plans for the social development of the enterprise team, 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 schedules in accordance with the approved management structure, salary schemes, wage funds and current standards, makes changes to them due to the emergence of new types of activities (positions) inherent in a market economy.

9. Determines the amount of bonuses based on current regulations.

10. Controls:

10.1. Monitoring compliance with staff discipline and spending the wage fund.

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 wage coefficients.

10.3. For the tariffication of work and the establishment, in accordance with tariff and qualification reference books, of categories of workers and categories of specialists.

10.4. Compliance with work and rest schedules and labor legislation.

11. Participates in the preparation of the draft collective agreement and monitors the fulfillment of accepted obligations.

12. Keeps records of labor and wage indicators, analyzes them and draws up 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 problems or their individual stages, solved with the help of computer technology, determines the possibility of using ready-made projects, algorithms and application software packages that allow the creation of economically sound systems for processing information on labor and wages.

15. Performs individual duties of the head of the organization and remuneration department.

III. Rights

A labor economist has the right:

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

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

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

Today, highly professional labor economists can be counted on one hand.

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

Professional Guide: 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 for employees. He also develops staffing schedules, job descriptions, calculates production standards, labor costs, keeps timekeeping and records of overtime work, etc.

Some organizations do not have such specialists. If the company is small or, say, it specializes in trade or providing services, then there is no urgent need for a labor engineer. Because the salaries of employees of such companies are formed simply: a percentage of sales is taken into account.

But if this is a large manufacturing company, an industrial enterprise, a construction and installation organization, an automobile plant, 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 prices for products, which will interfere with the competitiveness of manufactured products. Secondly, the lack of developed wage motivation will negatively affect labor productivity. Thirdly, management will not have effective levers to control the production process. Fourthly, in teams where there are clear criteria for remuneration, employees work with O greater efficiency.

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

N.P. What is needed is a management approach, the ability to objectively assess the situation, perseverance, tolerance in communicating with people, resourcefulness, and attentiveness when working with documentation.

For whom is this profession best suited? 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 true. But, again, it all depends on the specific enterprise. If the company’s salary system is simple (for example, wages are calculated based on salary or tariff rate for time worked), then this is suitable for people who value stability in their work primarily. If the company relies on a variety of ways to motivate employees materially, then the work will require a truly 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 when 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 “subjecting” management to an article for failure to comply 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 its salary may be higher. And yet the difference in salary should not be very large.

Prof Guide. In Japan, a young specialist and a 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 value system. We have professionals who are over fifty, but who are capable of replacing not one, but two or three young specialists at once. Why should they receive a reduced salary?

Professional Guide: Probably, sometimes it’s difficult to assess the effectiveness of an employee’s work. For example, how do you account for the performance of an accountant?

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

The job description of a labor and wages economist was developed on the basis of the Qualification Directory of Positions. The instructions reveal 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 leads, as well as the rights and responsibilities of the economist . If necessary, responsibilities can be distributed among several performers.

A job description that clearly defines the functions of an economist helps ensure the continuity of the financial service and continuity of responsibilities. The requirements specified in the job description speed up the onboarding process for a new employee.

Job description of labor and wage economist

Last name I.O. ________________

"________"_____________ ____ G.

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

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

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

1.4. During the absence of a labor economist, his rights and responsibilities are transferred to another official, as announced in the company order.

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

1.6. A labor economist should know:

resolutions, instructions, 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 and qualification reference books of works and professions of workers and qualification characteristics of employee positions;
the procedure for tariffication of work and workers and the establishment of official salaries, additional payments, bonuses and wage coefficients, and calculation of bonuses;
methods of accounting and analysis of labor and wage indicators;
basics of production technology;
the possibility of using computer technology to carry out calculations and record indicators on labor and wages, the rules of its operation; labor legislation;
rules and regulations of labor protection.

1.7. The economist is guided in his activities by:

Legislative acts of the Russian Federation;
The company's charter, internal labor regulations, and other regulations of the company;
Orders and instructions from 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 work, 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 for increasing labor productivity and improving 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 workers by personnel categories and qualification categories, participates in determining the need for workers and employees, planning the training of qualified personnel, and communicates planned indicators to the divisions of the enterprise.

2.4. Studies the effectiveness of applying existing forms and systems of wages, material and moral incentives, and prepares proposals for their improvement.

2.5. Develops a mechanism for distributing additional income resulting from increased labor productivity, improved product quality, reduced production costs, as well as the rental of premises and property from the placement of funds in securities.

2.6. Develops provisions for bonuses for workers and employees, conditions for material incentives for multi-machine service, 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.

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“The topic of planning and budgeting is covered quite fully. It was interesting to independently prepare a forecast profit and loss report and especially a forecast balance sheet,” Vladimir Breslavsky, Deputy Director for Economics and Finance, Mnogovershinnoe CJSC, Khabarovsk Territory.

“The treasury operating system is described briefly and in detail. Very good teacher, thank you very much,” - Svetlana Sergeevna Bolotova, treasurer, Akado, Moscow.

“The very idea of a seminar on pricing is good - considering it 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 problems), and the accessible explanation,” Anna Evgenievna Inberg, sales manager, Visteon Avtopribor Electronics LLC, Vladimir.

“The seminar fully met our expectations. The knowledge gained will help you understand financial and accounting statements and see the necessary numbers in a sea of information. I also learned a lot about financial analysis. activities,” Natalya Valentinovna Nikonova, project manager of the communications department of X5 Retail Group, Moscow.

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

“What I liked about the seminar was its practical focus on creating an accounts receivable management system. A large number of practical tools to improve money collection were considered. There are many examples from real practice, which makes it possible to apply the acquired knowledge in your future work. Thank you!" — Kuzminich Andrey Viktorovich, Commercial controller of Modern Machinery Far East LLC, Magadan.

“Structured knowledge on all treasury functions in an accessible form,” Nesterov E.V., Ch. specialist, Rosatom, Moscow.

“After listening to the seminar, I have a general picture of budgeting, which was the goal. All questions that arose were explained immediately. Lots of practical tasks. I wish prosperity to the Alpha Business School,” Natalya Vladimirovna Baklykova, leading specialist at GPN-Logistics, Moscow.

“I liked everything very much! I came for the second time, I was at a seminar on a different topic. The material is presented in great detail, everything is clear based on examples. It was possible to analyze my own enterprise, since there were few participants and it turned out to be an almost individual lesson. Thank you!" — Valeria Vladimirovna Kuksova, economist, Stroystandart LLC, Moscow.

Labor Economist

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Qualification requirements.

Labor economist of category I: higher professional (economic) education and work experience as a labor economist of category II of at least 3 years.

Comments on the post

The above qualification characteristics of the position “Labor Economist” are intended to resolve issues related to the regulation of labor relations and ensuring 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 peculiarities of the organization and management of the activities of the enterprise (institution).

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

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

Job description of a labor economist

labor economist (.doc, 90KB)

I. General provisions

A 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 as 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 as a labor economist or other engineering positions filled by specialists with higher professional education for at least 3 years;
- labor economist of category I - a person who has a higher professional (economic) education and work experience as a labor economist of category II for at least 3 years.
Appointment to the position of labor economist and dismissal from it are made by order of the director of the organization on the recommendation of the head of the organization and remuneration department.
A labor economist should know:
1. 4.1. Resolutions, instructions, orders, other guidance, methodological and regulatory 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 and qualification directories of works and professions of workers and qualification characteristics of positions of employees.
8. 4.8. The procedure for tariffication of work and workers and the establishment of official salaries, additional payments, bonuses and wage coefficients, and calculation of bonuses.
9. 4.9. Methods of accounting and analysis of labor and wage indicators.
10. 4.10. Basics of production technology.
11. 4.11. Possibility of using computer technology to carry out calculations and record indicators on labor and wages, rules for its operation.
12. 4.12. Labor legislation.
13. 4.13. Internal labor regulations.
14. 4.14. Labor protection rules and regulations.
A labor economist is guided in his activities 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 a labor economist (vacation, illness, business trip, etc.), his duties are performed by a person appointed by order of the director of the enterprise, who acquires the corresponding rights and is responsible for the proper performance of the duties assigned to him.

II. Job responsibilities

Labor Economist:

Carries out work to improve labor organization. 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 for increasing labor productivity and improving 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 workers by personnel categories and qualification categories, participates in determining the need for workers and employees, planning the training of qualified personnel, and communicates planned indicators to the divisions of the enterprise.
Studies the effectiveness of applying existing forms and systems of wages, material and moral incentives, and prepares proposals for their improvement.
Develops a mechanism for distributing additional income resulting from increased labor productivity, improved product quality, reduced production costs, as well as the rental of premises and property from the placement of funds in securities.
Develops provisions for bonuses for workers and employees, conditions for material incentives for multi-machine service, 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 drawing up plans for the social development of the enterprise team, 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 schedules in accordance with the approved management structure, salary schemes, wage funds and current standards, makes changes to them due to the emergence of new types of activities (positions) inherent in a market economy.
Determines premium amounts based on current regulations.
Controls:
1. 10.1. Monitoring compliance with staff discipline and spending the wage fund.
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 wage coefficients.
3. 10.3. For the tariffication of work and the establishment, in accordance with tariff and qualification reference books, of categories of workers and categories of specialists.
4. 10.4. Compliance with work and rest schedules and labor legislation.
Participates in the preparation of the draft collective agreement and monitors the fulfillment of accepted obligations.
Keeps records of labor and wage indicators, analyzes them and prepares established reports.
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 formulation of problems or their individual stages, solved with the help of computer technology, determines the possibility of using ready-made projects, algorithms and application software packages that allow the creation of economically sound systems for processing information on labor and wages.
Performs individual duties as head of the organization and remuneration department.