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UDC 332
L.V. Kalacheva
Central science and research institute
of economics and science and technical information
Moscow, Russia
D.Yu. Savon
High school of business
Southern federal university
Rostov-on-Don, Russia
[Характеристика высокопроизводительного рабочего места
при инновационной деятельности в угольной промышленности]
The article explains the concept and content of high-efficient jobplace (VPRM). It is proposed key
performance indicators for the implementation of VPRM in the coal industry. The authors believe that the creation of
high-performance jobs in the coal industry needs to analyze the situation with the growth of labor productivity and the
average wage of workers and engineering and technical personnel. When creating a high-performance workplaces one
should apply advanced techniques to facilitate creativity and improve the efficiency of coal production specialist
Key words: high-performance workplace, labor potential, coal industry, indicators.
Employment potential is an essential component of national wealth. The main wealth of any
country - the people who are the driving force of social, political and economic reforms. The
knowledge and skills of people, their ability to perform specific job (which, along with other
conditions is the basis for attracting foreign investment) largely determine the growth prospects of
the national economy [1].
May 26, 2013 at a meeting with representatives of small and medium business Russian
President Vladimir Putin said: "It is important that new jobs are high-tech. Wherever they appear,
there is the so-called synergistic effect in all areas: efficiency, to improve productivity, to solve
social problems, including the level of wages and working conditions "and the slogan of the need
for" new industrialization "of the country at the expense of create 25 million. high-tech jobs [2, p.
And 53].
The modern economy should be based on the latest technological advances, which is
equivalent to the creation of many jobs vysokoproivoditelnyh (VPRM). The notion VPRM as such
in the scientific and business literature. Meanwhile, the concept is not so complicated that needs
special academic definitions; experts are well aware of the essence of this concept.
"High performance" workplace - this job, making it possible to produce a maximum product
for a minimum of time. We give a description of the basic properties VPRM:
1) equipped with the most modern equipment, based on the latest achievements of science
and technology;
2) high production efficiency (productivity should, as a rule, at times exceed that of the
traditional industries, for example, is 3.5 times higher than the average productivity of labor in the
3) good working conditions that meet the most stringent modern standards;
4) well educated and highly skilled workers employed in the workplace;
5) high wages of workers employed at the workplace (several times higher than that of
traditional production workers);
6) the high cost of creating a new job or upgrade old workplace (not less than 100 thousand.
Reproduction process VPRM (VVPRM), which explicitly in the literature as such is not
discussed, involves three key points:
1. Create a new VPRM (including by modernizing the old ones).
2. The training of qualified personnel for the new VPRM.
3. Creating an enabling institutional environment for investment in new VPRM [3].
The emergence of complex high-tech industries in developed economies contributed to: a)
the accelerated development of several branches of scientific knowledge related to the possibility of
development in the short term results of scientific and technical progress; b) sustainable
development of unique scientific and technical teams capable of creating globally competitive
products, including computers and telecommunications equipment and software; c) the use of
advanced technologies for the production of the final product; g) to include in the cost of production
of copyright (intellectual property rights) when using the results of promising developments in other
sectors of the economy; e) the key role of public funding and support of the entire system of
innovative production at the initial stage of formation of high-tech sectors of industry and services.
To carry out the implementation VPRM in the coal industry, consider a set of indicators that
best describe this process. Among the key indicators can offer the following 7 units:
1. Number VPRM.
2. The growth of labor productivity.
3. The average cost VPRM.
4. Average wages VPRM.
5. Investments in VPRM.
6. The share of gross domestic expenditure (VZV) on R & D in GDP.
7. Working conditions for VPRM.
Selected indicators should have target values, i.e. in our statement of the values to be
achieved by 2030, which is a control program for the new industrialization [4].
Based on studies, we can conclude that the nature of the law increasing productivity is to
provide a maximum production with a minimum expenditure of labor. Therefore, the growth of this
indicator contributes to progress in all areas, and above all scientific, technical and socio-economic
development, which is reflected in the improvement of quantitative and qualitative indicators
(aspects of). In the context of the modernization of production, the formation of new intensive and
innovative ways to improve the development of all aspects related to a large extent to the fact that
based on the detection of internal reserves and making rational management decisions there are new
current and future opportunities for improving productivity [5].
Before creating high places workers in the coal industry, it is necessary to analyze the
situation with the growth of labor productivity and average wages. In the analysis of these two
indicators period was divided from 2000 to 2009 and for the past three years. Analysis of changes in
the average monthly wage of workers in coal mining industry has shown that the earnings of
workers increased almost six times and in 2009 amounted to 22,200 rubles per month. Workers at
the mines began to receive 6.2 times more than in 2000 and the rate of increase of wages far ahead
in this period of productivity growth. During the reporting period, the labor productivity of working
coal mining increased by 1.86 times, which is significantly below that of wages. Significant wage
growth are mainly associated with inflation processes in the country. This is evidenced, in
particular, the ratio of lead, which the industry has grown from 0,777 in 2000 to 0.984 in 2009. This
trend is characteristic of both underground and open-pit coal mining. Significantly decreased
growth rate of wages by the percentage of growth of labor productivity (from 5.05 to 2.00). [6]
However, it should be noted that in the last 3 - 4 years the rate of increase in wages of
workers in coal production dropped significantly and began to approach the growth rate of labor
productivity (see. Table).
Monthly average labor productivity of working
coal mining, tons
Labor productivity growth rates of the previous
year - total,%
The average monthly wage of workers in coal
mining - all ths.
The growth rate of the average worker's salary
to the previous year - total,%
Coefficient advance – total
2014half year
30, 6
33, 0
33, 8
Analysis of recent data support the conclusion that the average worker's wage increases slightly
compared to the average labor productivity in coal mining, the growth observed in the mines and
sections, as shown in table. Growth rate in 2013 compared to 2012 and mines dropped by 10.9%,
but increased by 36.1% cuts. The growth trend continued in the first half of 2014 [7]. In the graph
(Figure 1) the average pronounced increase in labor productivity in coal mining in comparison to
the average
Wage growth of working coal mining approached the growth rate of labor productivity, and
in 2013 achieved ahead of productivity growth relative to the growth rate of the average wage.
Coefficient of advancing productivity growth relative to the growth rate of the average wage worker
was in 2013 1.03 is greater than in 2012 by 0.1. Advancing trend persists in 2014 [8].
Analysis of the average monthly salary of engineering and technical personnel (ITP) of coal
mining and processing has shown that on average its growth was 4 thousand. In the coal industry
and the company (companies) have been violations in the relations of payment of engineering work
and workers. The minimum guaranteed salary section chief for the extraction of coal, is responsible
for the entire organization of work, safety, logistics, state mining equipment at the site, the
performance targets, the quality of coal products, only 11% higher than the monthly rate of
working. And the mountain master he was almost 20% lower than that of the worker. In the coalmining organizations happened that wages experts do not fully perform its function of reproduction,
promotion, management, motivation. Prevailing wage levels do not create incentives for high
performance, increase skills finding internal reserves. Over 10 thousand to go under the ground and
refuses to take responsibility not only young people. As for graduates, the work in the specialty are
not everything, but only from universities located in the area of coal production
As can be seen from Fig. 2 growth rate of the worker's salary exceed the growth rate of
technical personnel, calculated in relation to the previous year.
The level of labor productivity negatively affects the fact that to date has not formed crosssectoral regulations and methodical procedure wage differentiation across industries and categories
of workers. The coal industry at a pace and level of wages has become significantly lag behind
other industries, primarily on oil and gas. In modern conditions, the level set by the tariff rates and
salaries significantly depends on the financial condition of the coal mining company, which is
determined by competitive products. Different levels of pay depending on the unequal financial
capabilities of enterprises are not consistent with the emerging workforce, when the amount of
payment must be determined, first of all, the price of labor. The results of operations of engineering
and managerial personnel are not translated directly in the amount of coal mined, and therefore can
not be, as a rule, the direct measurement and are expressed only in general quantitative and
qualitative results of the collective labor organization or structural unit [10].
When you create high-performance workplaces should enhance creativity and effectiveness of
professionals, using the practice of foreign coal companies are widely used progressive methods:
individualization and differentiation of wages of engineers; appraisal and evaluation of their work
together with the most important aspects of the work and the factors that characterize the specificity
of coal production. Intra motivation engineering work should be based on evidence-based planning,
organization, promotion, analysis, accounting and control, allowing to develop actionable
recommendations to improve labor productivity.
The coal industry is currently one of the most challenging and difficult the conditions of
production and productivity, and therefore the issues of formation, placement and management of
personnel division and cooperation of labor, the introduction of advanced techniques and methods
of operation, regulation and incentives, organization high-performance workplaces require new,
unconventional methodological and practical solutions and their socio-economic justification. This
applies to all categories of staff in the mines.
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