Organizational security is a state that is achieved by ensuring and maintaining the protection of its personnel and the vital interests of the organization from internal and external threats in order to reduce the negative consequences of undesirable events and achieve the best performance results.

Organizational security threat- this is an event, action or phenomenon that, through its impact on personnel, financial, material assets and information, can lead to harm to the health of workers and damage to the organization, disruption or suspension of its functioning.

Ensuring the security of the organization - this is the activity of its officials, personnel, special security units, government law enforcement agencies and other structures aimed at preventing possible disruption of its normal functioning.

Organizational security system is a complex of organizational, managerial, economic, legal, socio-psychological, preventive, propaganda, security and engineering measures and activities aimed at ensuring the safety of the organization and its personnel. The determining and initial element in the formation of a security system is the organization’s security concept, which is a set of basic documents relating to the security policy and strategy, the main directions, means and methods of ensuring it.

Let's consider the essence of types of security.

Physical security of the facility- this is the protection of material and financial resources from emergency circumstances (fire, natural disaster, terrorism) and from unauthorized entry into the territory (vandalism, theft, theft, etc.).

This type of facility security is ensured by the activities of security officers by observing facility and intra-facility access control regimes using appropriate security technical means and systems. Technical and engineering security means and systems include: perimeter security systems; security alarm systems; fire alarm, fire extinguishing and warning systems; CCTV systems; access restriction systems; access control systems; means of operational communication; protective engineering means (grids, blinds, armored glass, etc.).

Physical safety of personnel is divided into personal safety of management and leading specialists and the safety of all personnel as a whole.

The personal safety of management and leading specialists is their physical security, as well as the protection of housing and means of transportation of managers and leading specialists of the organization and their family members. Personal safety is ensured by a whole range of operational and technical measures to protect such a person both in normal everyday and extreme conditions. The implementation of measures to ensure the personal safety of the protected person is regulated by the Law of the Russian Federation “On private detective and security activities in the Russian Federation.”

Physical safety of personnel is a system of occupational health and safety in an organization based on industrial sanitation and the psychology of business relations. Safe and healthy working conditions in an organization are ensured by the complex interaction of both the organization’s management and, last but not least, the efforts of the organization’s personnel themselves. Occupational health and safety systems in the organization are regulated by the Labor Code of the Russian Federation (Section X), the Law of the Russian Federation “On the Fundamentals of Occupational Safety and Health in the Russian Federation” and regulatory legal acts on labor protection.

Economic security- this is a state of protection of the economic interests of an organization from internal and external threats by minimizing commercial risks, a system of measures of an economic, legal and organizational nature, developed by the administration of the organization. Economic security is characterized by a set of qualitative and quantitative indicators and includes the following functional components: financial, property, currency, credit, political and legal, etc. Economic security is the material basis for solving almost all problems related to the functioning of the organization.

Information Security- this is the protection of channels for the receipt, storage, processing and transmission of information, the protection of any information resources by access levels. Any documentary information, the unlawful handling of which may cause damage to its owner, user or other person, is subject to protection. The information protection regime is established in relation to confidential documentary information - by the owner of information resources, i.e. the organization itself. The result of threats to information can be: loss (destruction, destruction), leakage (extraction, copying, eavesdropping), distortion (modification, forgery), blocking.

There are two basic principles of information security: separation of duties and minimization of privileges. The principle of separation of duties prescribes that roles and responsibilities should be distributed in such a way that one person cannot disrupt a process that is critical for the enterprise. The principle of least privilege requires that users be given only those access rights that they need to perform their job responsibilities. At the same time, a high level of information security of the organization is ensured by a whole range of administrative measures and operational and technical measures.

Legal security - this is the protection of the rights, procedure and conditions for the implementation of competitive business activities of an organization within the framework of the legislation of the Russian Federation. If we consider legal protection in more detail, then it can be conditionally divided into three main areas: relationships with government authorities; protection from the actions of unscrupulous partners, customers or contractors; creating conditions for successful production activities of the organization.

Intelligent Security- protection of rights to scientific works, industrial designs, trademarks, commercial names. Based on the Civil Code of the Russian Federation (Article 138), “the exclusive right (intellectual property) ... of a legal entity to the results of intellectual activity and means of individualization equivalent to them is recognized... The use of results of intellectual activity and means of individualization can be carried out by third parties only with the consent copyright holder."

Environmental Safety- environmental protection, ensuring the safe operation of environmentally hazardous enterprise facilities, preventing environmental disasters. In general, issues of environmental safety of organizations are regulated by the relevant laws of the Russian Federation. The environmental component of safety in the security structure of an enterprise is a rather specific phenomenon and is mainly significant for enterprises that have environmentally hazardous production or are engaged in subsoil development, etc.

As practical experience shows, ensuring the security of an organization must comply with the following principles:

• continuity- the implementation of security measures should be based on constant readiness to repel both internal and external threats to the security of the organization. At the same time, organizational leaders must clearly understand: the security process does not allow interruptions, otherwise they will have to start all over again;
• complexity - use of all means of protecting financial, material, information and human resources in all structural divisions of the organization and at all stages of its activities. At the same time, complexity is realized through a set of legal, organizational, engineering and technical measures without prioritizing them;
• timeliness- ensuring security using proactive measures. At the same time, the principle of timeliness involves setting tasks for comprehensive security at the early stages of developing a security system, as well as developing effective measures to prevent attacks on the interests of the organization;
• legality - ensuring security on the basis of the legislation of the Russian Federation and other regulations approved by government bodies within their competence. It must be borne in mind that the question of the permissibility of certain methods of detecting and suppressing offenses within the framework of the current legislation and a large number of departmental regulations currently remains open in most cases;
• activity - ensuring the security of the organization with a sufficient degree of persistence and with extensive use of maneuver of available forces and means;
• versatility - ensuring safety through the use of such measures and carrying out such activities that have a positive effect regardless of the place of their specific application;
• economic expediency- comparison of possible damage and security costs. Moreover, in all cases, the cost of the security system should not exceed the amount of possible damage from any type of risk;
• specificity and reliability - identification of specific types of resources allocated to security. In this case, reasonable duplication of methods, means and forms of protection in ensuring the security of the organization is mandatory;
• professionalism- the implementation of security measures should be carried out only by professionally trained specialists. At the same time, in the context of the rapid development of security means and systems, it is necessary to constantly improve measures and means of protection on the basis of personnel training;
• interaction and coordination - implementation of security measures based on a clear relationship between relevant departments, services and responsible persons. At the same time, the issue of interaction and coordination concerns not only the units and persons directly responsible for security, but also their connection with other units of the organization;
• centralization of control and autonomy - ensuring organizational and functional independence of the process of organizing the protection of all security objects and centralized management of the security of the organization as a whole. Occupational safety and health of personnel - support system

safety of life and health of workers in the process of work, including legal, socio-economic, organizational and technical, sanitary and hygienic, treatment and preventive, rehabilitation and other measures.

As a basis for developing measures aimed at creating safe and healthy working conditions, it is advisable to be guided by the ILO Convention and Recommendations on Occupational Safety and Health in the Working Environment, which define health as a component of a person’s labor potential.

Safe and healthy working conditions are influenced by factors that can affect workers not in isolation, but in various quantitative and qualitative combinations: legal, technical, organizational, sanitary and hygienic, psychophysiological, aesthetic, socio-psychological, ergonomic, therapeutic and preventive, rehabilitation. Regulation of safe and healthy working conditions is carried out on the basis of labor legislation. Failure to comply with occupational safety regulations can lead to accidents and injuries.

Accident - This is an incident that caused damage to the employee’s health as a result of a short-term and, as a rule, one-time exposure to an external factor.

Trauma refers to a violation of the anatomical integrity or physiological functions of tissues or organs of an employee, caused by a sudden external influence on him of a hazardous production factor while performing work duties or tasks.

Trauma must be distinguished from occupational disease, which develops as a result of an employee’s exposure to harmful production factors specific to a given job and cannot arise without contact with them. An occupational disease usually appears as a result of a long period of work in unfavorable conditions, therefore, unlike an injury, it is impossible to accurately determine the moment of the disease.

Occupational safety and health of personnel in the organization is ensured through the interaction of the administration, the occupational health and safety department and the employee himself. For this purpose, organizations are developing comprehensive plans for organizational, technical, socio-economic and psychological measures for occupational safety and health. The basis for the development of such plans can be the construction of a tree of goals for the organization's security system. In Fig. Figure 6.6 shows a fragment of the tree of objectives of an organization's security system using the example of one of the most important areas of security - the physical security of the organization's personnel.

social or corporate orientation);

− awareness in various areas and a willingness to unconditionally give practical advice to colleagues;

− maintaining a file on everyone who enjoys a certain authority in the organization, and, if necessary, putting pressure on them;

− focus on a promising employee: to prove himself to be the person he needs, to help promote him to leadership;

− - identifying ill-wishers and, if necessary, turning them into supporters (the “carrot and stick” method) or discrediting

(methods: spreading rumors, distorting information). Disinformation methods:

− direct concealment of facts;

− biased selection of data;

− violation of temporal and logical connections between events;

− a mixture of truth with false facts and hints;

− presentation of facts against a background of distracting information;

− mixing of different opinions and facts;

− use of words of double meaning;

− failure to mention key details of the fact;

− transmission of part of the message;

− retelling in your own words;

− inclusion of personal judgments.

7.3. Methods for ensuring safety when working with enterprise personnel

Safety threats when working with enterprise personnel arise from:

− multi-role behavior of a person in relation to the resources of the organization (possession, disposal, use);

− moral and ethical attitudes and economic preferences of a person (motivation, professionalism);

− - human psyche, i.e. the properties of his personality (the nature of interpersonal relationships, volitional qualities).

The purpose of employee verification is to minimize the risks of threats associated with personnel at all stages of the employee’s “life cycle”.

The employer would like to receive answers to the following questions:

− whether the candidate for the vacant position has harmful inclinations;

− whether there is a criminal record and (or) being under investigation;

− whether he reported information about previous places of work correctly;

− is he loyal to the management of the company;

− does not have any connections with competitors;

− whether he is harboring criminal plans.

Hence such serious and constant attention to the human factor in the system of measures to ensure safety in society and in organizations.

History shows:

− the Arabs invited the suspect to touch the red-hot sword with his tongue. If a person burned his tongue, he was found guilty. It is noticed that the culprit's mouth dries up and he gets a burn;

− in China they used the same principle, only the suspect answered questions with dry rice in his mouth. If the rice did not get wet, the person was found guilty;

− in India, a number of words were called to the suspect, including words associated with the crime. The person had to answer in any word and simultaneously beat the gong. Noticed: when answering a keyword, the pause is longer, the blow is stronger;

− in Africa, suspects were given a bird's egg and asked to pass it on to each other. Observed: the perpetrator of the crime will crush the fragile egg;

− In Europe, “judicial loaf” was practiced - dry bread. If the suspect had difficulty swallowing, he was found guilty;

− Ibn Sina (Central Asia) suggested observing the suspect's pulse when listing key words related to the crime. If the pulse was interrupted, the person was found to be involved in the crime;

− Cesare Lombroso (Italy) measured the suspect's blood pressure during interrogation, thereby determining his involvement in the crime. It has been noticed that the liar experiences physiological changes in the body (pressure, pulse);

− Leonard Keeler (USA) simultaneously recorded the suspect's breathing, relative blood pressure, and electrical activity of the skin using the world's first Keeler polygraph.

These verification techniques are irrevocably a thing of the past. In modern organizations, the leading place is occupied by checking the information provided by the employee about himself, including documents. These procedures are carried out with the written consent of the employee on behalf of the organization by the security service or personnel management service. In this case, the method of official requests is used.

However, direct communication with a person applicant for a vacant position, with some preparation and observation, can provide answers to many questions, in particular, whether the interlocutor is truthful. Let's illustrate this with examples.

Verbal diagnostic techniques:

− option “caught in contradictions.” In the interview, insert questions that have the same meaning but differ in wording. The answers must match;

− "trap" option. A number of questions are asked regarding the specialty (language proficiency, computer skills).

Nonverbal diagnostic techniques:

− "Gestures" option. Covering your mouth, touching your mouth, nose, rubbing your eyes, scratching your neck is evidence of difficulty in answering;

− option “averting gaze or frequent blinking.” If a person does not look the interlocutor in the eyes less than half the time of the conversation, then he is considered insincere;

− option “nervous movements”. If a person suddenly begins to make small uncontrolled movements (adjusting clothes, hairstyle, swiping something, rearranging small objects, changing position), this should alert you;

− option “hoarseness and coughing”. Lying creates a throat muscle spasm;

− option “increasing voice timbre”. It is generally accepted that a high-timbre voice comes from the head, from the mind, and a low-timbre voice comes from the heart, from feelings. If a person makes an effort to “construct” a phrase, his voice rises (insincerity?);

− “unfinished phrases” option. The person leaves out some phrases and pauses after that. This indicates an internal collision with an obstacle in the form of information, which

which they would like to hide.

Diagnostic technique during an interview with a candidate:

− “Tell me a little about yourself” question. Pay attention to how the candidate presents his biographical information: emphasizes his desire to work or talks about his qualifications, speaks briefly, accurately, clearly, behaves calmly, confidently;

− question “What difficulties do you see in life and how do you deal with them (how do you look at life)?” Possible conclusions: pessimist, optimist, knows how to interact with people or not;

− the question “What attracts us to work in this position?” The interlocutor must present serious and specific arguments, and not common phrases like “I am attracted to a serious company, growth prospects, etc.”;

− question “Why do you consider yourself worthy to take this position, what are your advantages over other candidates?” The best question for a candidate to show his main strengths without false modesty. It is alarming if the candidate here will only operate formal biographical characteristics;

− the question “What are your strengths?” The interlocutor gives a reasoned, specific list of his own strengths necessary for this work. It is alarming if you hear verbal cliches like: “I am sociable, neat, efficient”;

− the question “Name your weaknesses?” A smart person will definitely present his shortcomings as advantages (workaholic - instead of: disorganized);

− the question “Why did you leave your previous job?” The habit of conflict is a stable characteristic and will certainly manifest itself in the answer. A positive fact - the interlocutor will emphasize the positive reasons for leaving (the desire to realize one’s capabilities more fully);

− the question “Have you received any other job offers?” The opinion of the employee will increase if there is a positive response with interest in this particular job;

− question “Will your personal life interfere with this job, which is associated with additional stress (irregular working hours, long business trips)?” The question is asked more often to women; in circumvention of the law, they try to impose additional strict conditions (not to issue sick leave, not to take vacations without pay);

− question “How do you imagine your situation in 5 (10) years? A positive fact if a career is planned;

− the question “What changes would you make in your new job?” Initiative is good if you know the issue, otherwise it’s idle talk;

− the question “Who can I contact for feedback on your work?” Concealing such information will immediately reveal the lack of positive

− the question “What salary do you expect?” The judgment is “whoever doesn’t know his own worth will always sell himself short.”

Security methods also include the activities of the personnel management service in assessing, promoting, and stimulating the work of enterprise personnel.

The security problem becomes most acute during certification, official transfers, incentives, and release of workers, i.e., during the implementation of procedures known as personnel management.

The normative regulators of employee behavior in the organization are:

− corporate culture - a system of values ​​accepted in the organization;

− personnel policy is a system of measures and standards for working with personnel. Certification is a procedure for assessing an employee and making a decision on

its further use in the organization. Essentially, this is an ongoing check of the employee, during which the following are assessed:

− professional skills (knowledge, experience);

− moral principles (principle, honesty);

− volitional qualities (energy, perseverance, efficiency);

− business qualities (initiative, independence, goal-oriented

promptness, diligence, efficiency). Certification methods:

− biographical method of assessing employees based on their biographies and characteristics;

− comparative method, or the method of standard assessments, when the actual data of an employee is compared with the required (standard) or set of qualities (matrix);

− method of summed assessments with the assignment of conditional points for the intensity of manifestation of certain qualities;

− a method of testing employees based on assessing the degree of success of answers to asked questions (situations);

− the game method, which is a more complex variation of the testing method, when an employee is offered a problem situation to solve;

− ranking method, when an employee is assigned a certain rank among other persons;

− graphical method of constructing a personality profile.

Experts participating in the certification process at the stage of making a decision on assessing an employee use the following methods:

− simple: majority principle, dictator principle;

− complex: the Delphi method (multi-round), the Pareto principle (a decision is made that is unprofitable for everyone to change), the Cournot principle (the decision is rational and does not infringe on the interests of everyone), the Edgeworth principle (the optimal solution among coalitions of experts).

Certification results, along with personal data, are included in the employee’s database (dossier), providing a risk minimization regime.

Service movements - this is the implementation of measures defined as the employee's career. Career - advancement of an employee up the career ladder: change in profession, specialty, qualifications, status (position), role (responsibilities).

A career is realized in the form of vertical and horizontal movements of an employee within or outside the organization.

Vertical movements are accompanied by changes in position, horizontal movements are accompanied by changes in the nature and content of work.

Career models that ensure neutralization of the risks of employee demotivation:

− “ladder” - an employee spends a fixed amount of time on each step of the career ladder;

− “snake” - constant movement of an employee within the organization;

− “Crossroads” - the movement of an employee based on the results of certification carried out regularly.

Career development problems that increase the risks of threats related to the employee’s personality:

− at the beginning of a career: clash of initiative and routine, dissatisfaction due to inability, incorrect assessment of one’s role, functions, incorrect assessment by the manager;

− mid-career: lack of vacancies, internal effect

dismissals.

Conditions for risk neutralization: realistic information about work, proactive appointments, greater autonomy.

Release of personnel- a process aimed at terminating an employment relationship.

Safety conditions:

− guarantees of non-distribution of confidential information;

− guarantees of a loyal attitude to the enterprise and management after dismissal.

Methods of working with a dismissed employee:

− at the initiative of the employee - in the form of a “final interview”,

during which the true reasons for dismissal, bottlenecks in the organization are revealed, and an attempt is made to influence the employee’s decision to quit;

− but at the initiative of the administration - in the form of transmitting a message about dismissal (official stage). When an employee is laid off or an organization is closed, after an official notification, the dismissed employee is consulted with possible assistance in self-assessment and employment;

− upon retirement - in the form of gradual preparation of the employee for retirement with a subsequent transition to a flexible work schedule, counseling, mentoring.

Reduction management programs (staff release planning), including:

− timely movement of workers within the enterprise;

− preventive retraining of workers;

− termination of hiring for vacant jobs;

− socially oriented selection of candidates for dismissal. Types of programs that reduce risks:

− “golden parachute”, dismissal of an employee with financial support for starting his own business;

− “graceful age”, dismissal of an employee for retirement several years earlier with payment of the pension from the company’s funds;

− “preferential window”, the dismissal of an employee within a certain period (within several months) with the retention of many social benefits

nal benefits operating at the enterprise.

Stimulation - rewarding an employee based on the results of work or during the labor process. The purpose of incentives is to provide a given employee motivation to work. Stimulation is based on administrative, economic, socio-psychological methods.

Administrative ones are built on the basis of the use of normatively established methods of punishment and reward. Focused only on formal organizations and formal relationships. Administrative methods of punishment cause a natural reaction of running away from punishment and are effective only for workers with low labor qualifications and a degraded labor consciousness. Administrative methods of incentives are effective, but not flexible enough. The expected reward is taken for granted. The disadvantage of administrative methods is a limited range of methods of influencing the employee, high inertia and subjectivity.

Economic methods use techniques that create positive and negative motivation. Based on the results of economic

mic activity of the employee and the organization as a whole. Neutral to the nature of social relationships in the group. Effective for all categories of workers. The range of methods of influencing an employee is wide. Distinctive features are efficiency, the ability to establish a direct connection “labor - pay” (association “fairness/injustice”).

Socio-psychological methods are based on a system of values ​​enshrined in the norms of the corporate culture of the organization and the moral norms of society as a whole. They are used to create selective work motivation for certain categories of workers. Ineffective for persons with severe economic and deviant behavior. Focused on informal relationships in the organization. The range of methods is unusually wide. Very prompt. Perception depends on the personality of the manager and the social status of the employee.

Socio-psychological features of incentive systems: Time-based wages.

Advantages - prostate, taking into account the individual characteristics of the employee, the possibility of comparison (by analogy). Disadvantages - bureaucracy, lack of direct connection with the results of the enterprise as a whole. Consequences of use: conformism and impersonality in the team, the emergence of a “swamp” or militant minority, the development of “internal dismissal” syndrome among a number of employees, increasing frustration (irritation), cases of flattery, intrigue, “extortion” of salaries and bonuses. A psychologically “fair” bonus amount is 30% of the salary (tariff).

Piece wages.

Advantages - taking into account personal results, the ability to use work standards. Disadvantages: limited application, focus on quantitative results, negative impact on the level of professionalism and team spirit in the group. Consequences of application: a decrease in professional qualifications, difficulty in forming a team spirit in the group, regular conflicts in the distribution of work and the calculation of earnings. The award is perceived as a “handout”.

Variable wage systems.

Advantages - flexibility, accounting of economic results, possibility of comparison (fact/base). Disadvantages: subjectivity, complexity of perception, lack of a regulatory framework. Consequences of application: the formation of authoritarianism under the guise of democracy, the possibility of emotional outbursts and harsh lobbying for the size (conditions) of payment, increasing instability in the group. Rewards are effective in the form of bonuses (gifts).

Competency-based payment systems.

3.2 Measures to ensure occupational safety

In modern production conditions, individual measures to prevent injuries and diseases are not effective enough. It is necessary that they be carried out comprehensively, forming a labor safety management subsystem in the production management system. This opens up the opportunity for targeted regulation of the process of creating safe working conditions in production.

When preparing for a particular activity to ensure occupational safety, you should determine: why it will be carried out, who it is intended for, and what results are expected. Depending on the goal, they choose methods to achieve it, give instructions to employees, and create commissions (groups, councils, etc.). The commission (working group) for the preparation and implementation of measures to ensure occupational safety must include representatives of those for whom the measures are primarily intended.

One of the important principles for the construction and operation of an occupational safety management system is the principle of a systematic approach. It is expressed in the fact that, on the basis of program-targeted management, a set of interrelated organizational, technical, sanitary and individual measures is carried out aimed at creating conditions for highly productive and safe work in all areas and stages of production.

Organizational measures are part of the general system of labor and production organization; provided for by regulatory documents. These include:

Fulfillment of the requirements of scientific labor organization;

Certification and certification of workplaces;

Instructing security personnel;

Professional selection and organization of medical examinations;

Social insurance;

Placement of personnel in accordance with qualifications;

Development of emergency response plans;

Development and implementation of equipment inspection and repair plans;

Development of a cleaning schedule for workplaces;

Drawing up a list of hazardous work;

Investigation, recording and analysis of industrial accidents and occupational diseases;

Organization of special meals;

Promotion of labor protection;

Development of a system of incentives and punishments.

At hazardous production facilities, organizational safety measures also include:

Licensing of hazardous work;

Equipment certification;

Investigation of accidents and elimination of their consequences;

Forecasting emergency situations;

Examination and declaration of industrial safety; liability Insurance.

Technical measures include ensuring compliance with safety requirements for production equipment, its placement, pipelines and communications, lifting and transport equipment, technical means of personnel protection, methods and devices for monitoring environmental parameters and the level of dangerous and harmful factors. General activities: automation and mechanization of work; remote control; use of control machines; blocking and alarm. Private events: installation of fencing; shielding from radiation; compliance with electrical safety requirements, etc.

Sanitary measures are developed mainly at the construction design stage, provided and improved as necessary during the ongoing activities of the organization. These include: compliance with labor protection and safety requirements when planning and maintaining the territory, main and auxiliary buildings, warehouses, individual workshops and premises; ensuring the necessary microclimate parameters and air purity in the work area (ventilation, heating, air conditioning); ensuring lighting quality; provision of sanitary facilities and sanitary facilities; meeting the requirements of industrial aesthetics and sanitary environmental protection.

Personal protection measures include: selection of effective personal protective equipment (PPE) for workers; ensuring proper storage and serviceability of PPE; training staff on the rules of using PPE.

Analysis of information on the enterprise under study showed that working conditions at the enterprise are less safe. But at the enterprise, 80-90% of the equipment is outdated, as a result of which it is necessary to increase the technical level of production. Namely, the introduction of new, progressive technology, mechanization and automation of production processes; improving the use and application of new types of raw materials and materials; changes in the design and technical characteristics of products; other factors that increase the technical level of production.

In order to ensure the safest working conditions, reduce the number of injuries, as well as to prevent injuries, I would suggest the company to carry out a number of basic activities:

Improve control over compliance with safety requirements and instructions;

Improve the organization of workplaces, equip them with technological standards;

Pay special attention to and conduct coursework on occupational health and safety with workers;

Conduct a test of the safety knowledge of personnel servicing production equipment;

Eliminate design defects in the equipment, the consequences of which may lead to injury;

Carry out work to improve the reliability of fencing and safety equipment;

Provide mandatory testing for production equipment;

Monitor the implementation of equipment maintenance schedules;

Measure the resistance of equipment grounding devices, insulation of electrical installations, devices, and the enterprise's electrical network with the preparation of documents within the deadlines and standards;

Immediately report all identified deficiencies to the chief engineer and take urgent measures to eliminate them.

Occupational safety measures for a specific workplace are aimed at minimizing existing dangerous and harmful factors, such as noise, vibration, insufficient (unsatisfactory) lighting, dust, chemical factors, etc. Establishing a functional connection between production (chemical, physical, biological, psychophysiological) and economic factors will make it possible to assess the scale of costs or savings on labor protection measures, i.e. get a forecast of expected effectiveness.

3.3 Effectiveness of the proposed measures

An objective assessment of the economic efficiency of occupational safety measures makes it possible to develop recommendations for the selection of equipment, technological processes (ergonomic approach) and strategic guidelines when developing investment programs for improving working conditions at the enterprise.

The result of assessing the economic effectiveness of labor protection measures is a quantitative assessment of the costs and income of the enterprise associated with occupational safety and health issues. These data can serve as a basis for making management decisions to optimize (improve) working conditions for workers.

Labor protection is one of the most important factors in increasing production efficiency. Assessing the economic efficiency of work on occupational safety is an important element for mobilizing the efforts of management and working personnel in improving working conditions, as well as developing the psychology of prioritizing work to ensure occupational safety. The main goal is to optimize work on occupational safety, identify priority measures by assessing their economic efficiency.

The enterprise has a standard "Safety Safety Standards. Assessment of the economic efficiency of work on occupational safety." It is a model of a local regulatory act in the system of occupational safety standards at an enterprise; it contains documents regulating the procedure for implementation, evaluation and further analysis of the economic efficiency of occupational safety measures. The standard regulates the procedure for implementation, evaluation and further analysis of the economic effectiveness of occupational safety measures. The results obtained on this basis should be a universal quantitative toolkit for the management system in the field of labor protection. The block diagram of the enterprise standard is shown in Figure 3.3

Figure 3.3 "SSHS. Assessment of the economic efficiency of work on occupational safety"

The economic interest of enterprises in improving labor conditions and safety is achieved by reducing material losses associated with reducing occupational risks. Reducing the level of risks will reduce the number of accidents, which are the most costly sources of possible losses.

The implementation of measures to improve labor organization is carried out in stages:

Identification of problems to be solved;

Establishing the causes of these problems, setting goals;

Development of activities to achieve set goals;

Description of the consequences of the proposed measures;

Determining the cost of their implementation and the economic effect of their implementation.

Let's evaluate the effectiveness using a specific example and calculate the annual economic effect, as well as the payback period. The annual economic effect is calculated using the formula:

E g = E r – E n * W ed, (3)

where E r is the amount of savings in implementation costs from the introduction of measures to improve the organization of labor;

E n – standard coefficient of comparative economic efficiency = 0.15

Z e – one-time costs associated with the development and implementation of the event.

A progressive brigade form of labor organization was introduced in the enamelled steel products workshop. Welders on resistance welding machines were united into a specialized team and new equipment was purchased, since the old one did not meet labor safety conditions. As a result, the number of welders was reduced from 8 to 5 people.

Let's compare the costs of implementing activities with the income from their implementation. The costs and benefits are presented in the following table:

Table 3.1 Costs and benefits of implementing activities.

Payback period = Cost/Annual income or savings = 7180/2620 = 2.7 years. Therefore, it is recommended to take a payback period of 2.7 years. Activities are considered effective if the payback period for one-time costs is not higher than the standard one.

The average salary of one welder per year is 1,300 thousand rubles. The savings in the wage fund will be: 1300 * 3 = 3900 thousand rubles, the savings in contributions for social needs at a rate of 39% will be: 3900 * 39/100 = 1521 thousand rubles. Total savings in implementation costs from the implementation of measures to improve labor organization: 3900 + 1521 = 5421 thousand rubles. Therefore, the annual economic effect will be:

E g = 5421 – 0.15 * 7180 = 4344 thousand rubles.

Thus, we can say that calculating the annual economic effect allows the enterprise to decide on the advisability of using the proposed measures. Judging by the calculations, we see that the introduction of new safe equipment at the enterprise gives an economic effect of 4344 thousand rubles. in year.

CONCLUSION

Occupational safety is the creation of healthy and safe working conditions by various means.

Labor safety is a state of working conditions under which exposure to hazardous and harmful production factors on a worker is excluded or the impact of harmful production factors does not exceed the maximum permissible values.

Safety precautions and labor protection provide for technical and organizational measures that ensure safe work at the enterprise. Violations of safety rules and production instructions by personnel can cause injuries and occupational diseases.

Creating safe working conditions at enterprises of various forms of ownership is one of the main priorities.

A high level of organization of labor protection at an enterprise contributes to an increase in labor productivity of workers, and thereby an increase in production and an increase in its efficiency; reduction of lost working time, reduction of cases of industrial injuries, occupational diseases, etc.

The presence of a safety system makes production more efficient and has less negative impact on human health. Modern security systems allow you to prevent possible failures in a timely manner.

Today, the problem of personnel safety at an enterprise is particularly relevant, since it is on good and safe working conditions that the mood and performance of the employee and, as a consequence, the increase in labor productivity depend, which is reflected in the final financial and economic results.

The main goal of analyzing personnel safety at an enterprise is to determine the most effective ways and measures. Ensuring occupational safety at an enterprise includes identifying, analyzing and assessing existing threats, and developing a subsystem of countermeasures based on them.

The object of this course work is the analysis of the financial and economic results of the enterprise OJSC Santep.

When writing the course work, the following tasks were set and subsequently solved:

Occupational safety and its determining factors are considered;

The principles, means and methods of ensuring personnel safety have been studied;

The organizational and economic characteristics of OJSC "Santep" are given;

An analysis of personnel potential and safety precautions at the enterprise was carried out;

The most effective ways and measures to ensure personnel safety have been identified.

In this work, I revealed the meaning and essence of the principles of ensuring occupational safety and their implementation at the enterprise, and also examined in detail the main criteria and indicators. An assessment of personnel potential and an analysis of the financial and economic results of the activities of the enterprise OJSC Santep were carried out.

Analysis of the composition and structure of labor resources, analysis of profits and profitability, which are directly related to the functioning of the organization, show that the enterprise I am considering, unfortunately, is financially insolvent.

The enterprise is small, that is, it does not have a significant amount of labor resources. As of 2010, the total number of personnel was 223 people. The rational use of workers is an indispensable condition for ensuring the uninterrupted production process and the successful implementation of production plans and business processes.

As a result, for the company OJSC Santep, we see that profit in 2010 decreased by 25% compared to 2009, of which net profit fell by 85.7%. Compared to 2008, it decreased by 82.7%, of which net profit decreased by 99.5%. This is a consequence of decreased demand for manufactured products.

The profitability of production activities, calculated by profit from sales in 2009 compared to 2008 increased by 33.2%, and in 2010 compared to 2009 by 6.8%. But the profitability of production activities, calculated based on net profit, gradually decreased over these periods.

An analysis of the state of occupational safety of personnel revealed to us information about accidents, illnesses and the condition of equipment. In this regard, it can be noted that working conditions have become better and safer, and hazardous exposure factors are decreasing. The equipment is modernized, safety instructions are carried out in a timely manner. In 2010, there was a decrease in occupational illnesses and no accidents, which indicates the effectiveness of the measures taken in the organization’s health and safety policy.

In the third chapter, ways to ensure occupational safety of personnel at the OJSC Santep enterprise were considered, a new management strategy and measures to ensure occupational safety were proposed. I also calculated the economic effect of the proposed measures to improve the organization of work in order to ensure safety, which is equal to 4344 thousand rubles. per year, which gives grounds to talk about the feasibility of introducing and using the proposed measures.

BIBLIOGRAPHY

1. Frolov, A. V. Life safety. Occupational safety: textbook.

manual for universities / under. total ed. A. V. Frolova. - Ed. 2nd, add. and processed - Rostov n/d.: Phoenix, 2008. - 750 p.

2. Life safety: textbook / ed. prof. E.A. Arustamova. – 10th ed., revised. and additional - M.: Publishing and trading corporation "Dashkov and Co", 2006, - 476 p.

3. Alekseev, V.S., Muradova, E.O., Davydova, I.S. Life safety in questions and answers. - M.: TK Velby, 2006. - 208 p.

4. Belov, S.V., Ilnitskaya, A.V. Life safety. - M.: Higher School, 1999. - 448 p.

5. Zotov, B.I., Kurdyumov, V.I. Life safety at work. - M.: Kolos, 2006. - 432 p.

6. Sapronov, Yu.G., Sysa, A.B., Shakhbazyan, V.V. Life safety. - M.: IC Academy, 2004. - 320 p.

7. Zhuravlev, P.V., Kartashov, S.A., Mausov, N.K., Odegov, Yu.G. Personnel management technology: A manager's handbook. – M.: “Exam”, 2000. – 576 p.

8. Organization management: textbook / ed. A.G. Porshneva, Z.P. Rumyantseva, N.A. Salomatina, - M., New knowledge, 1999. – 450 p.

9. Tsvetaeva, V.M. Personnel management - St. Petersburg: Peter, 2000. - 192 p.

10. Personnel management of an organization: textbook / ed. AND I. Kibanova. - M.: Infra-M, 1998. - 512 p.

11. Personnel management: textbook / ed. T.Yu. Bazarova, B.L. Eremina, M., - Minsk, New knowledge, 1998, - 320 p.

12. Maslov, E.V. Enterprise personnel management: Textbook / ed. P.V. Shemetova.- M.: INFRA-M: Novosibirsk: NGAEiU, 1999. - 312 p.

13. Organizational psychology: a reader / comp. and general editing by L.V. Vinokurova, I.I. Skripyuk - St. Petersburg: Peter, 2000. - 512 p.

14. Personnel management: Encyclopedic dictionary / pod. ed. AND I. Kibanova. – M.: INFRA-M, 2000, - 461 p.

15. Egorshin, A.P. Personnel Management. – Novgorod: NIMB, 2000, - 607 p.

16. Shekshnya, S.V. Personnel planning and hiring. – M:, Int-synthesis, 1997, - 80 p.

17. Dessler, G. Personnel management: trans. from English, - M.: BINOM, 1997, - 432 p.

18. Shekshnya, S.V. Personnel management of a modern organization. – M.: Int-synthesis, 2000, - 336 p.

19. Durakova, I.B. Personnel management: selection and recruitment. – M.: Center, 2000, - 160 p.

20. Hwang T.A., Hwang P.A. Fundamentals of life safety. - Rostov n/d.: Phoenix, 2002. - 320 p.

21. Savitskaya, G.V. Economic analysis: textbook. / G.V. Savitskaya. – M.: New knowledge, 2007. – 679 p.

Personnel and complexity of enterprise equipment. ...more suggestions and ways increasing the efficiency of maintenance... basic activities for ensuring security labor are mandatory instructions...

Send your good work in the knowledge base is simple. Use the form below

Students, graduate students, young scientists who use the knowledge base in their studies and work will be very grateful to you.

Posted on http://www.allbest.ru/

Introduction

At the present stage of economic development, the concept of personnel as the totality of all workers (work collective) performing production or management operations and engaged in the processing of objects of labor using labor tools is of particular importance. labor personnel worker safety

Of course, it becomes necessary not only for the employer to recognize this importance, but also to ensure maximum benefit for the enterprise as a result of the use of this type of resource. This is possible with proper organization of personnel management, one of the main tasks of which today is to ensure the safety of the organization of work and the health of personnel.

Only personnel who are well protected in terms of their work will be optimally configured to perform their functions with sufficiently high productivity, having provided a protection factor, the employer, in turn, has the opportunity not only to select more qualified and high-quality personnel, but also a high probability of protecting himself and his employees from emergency situations. situations and accidents that cause damage that can be quite large and lead to large economic losses, as well as a decrease in the prestige and degree of trust in the enterprise, which can also negatively affect the condition of the enterprise and its position in the modern market.

The task of ensuring security is not only legally established and economically justified, but also completely natural for any person involved in the production process as it ensures the implementation of one of the basic human rights.

1 . The concept of organizational safety, labor and personnel health

For a full and productive consideration of the issue of organizational safety, labor and personnel health, it is first necessary to clearly define the basic concepts outlined in the issue being studied.

By definition, personnel is the personnel of an institution, enterprise, company, or part of this composition, distinguished based on the nature of the work performed, for example, management personnel, service personnel. Accordingly, the object of consideration will be ensuring the labor safety and health of the personnel of the enterprise directly during the performance of their official duties.

“Organizational security” is a capacious concept. In its narrowest form, it can be represented as the absence of various kinds of dangers and threats or the presence of opportunities to prevent them, protect one’s interests, and prevent damage from exceeding a critical limit. This requires painstaking daily work of the relevant personnel and security services, which would ensure the break-even operation of the enterprise, the preservation of its property, the prevention of disclosure of secrets, the suppression of factors of violent crimes, the preservation of intellectual property, etc.

The purpose of the work is to consider the issue of safety of both the organization itself and its personnel, since these aspects are directly related to each other, and consideration of the safety of the organization, excluding the study of a similar issue in relation to the personnel of the latter, will be at least incomplete, which will lead to incorrect conclusions based on the results of the study. research.

Job objectives:

Consideration of legally established labor safety standards;

Identification of work environment factors affecting the health and safety of personnel;

Study of labor protection measures using the example of an enterprise in the energy industry;

Development of measures to improve aspects that contribute to the protection of worker health.

2 . Regulation of organizational safety, labor and personnel health in modern legislation

In accordance with the Labor Code, labor safety is the state of protection of workers, ensured by a set of measures that exclude the impact of harmful and (or) dangerous production factors on workers in the process of work.

Already in the basic law of the country - the Constitution of the Russian Federation - one can encounter the concept of labor safety. According to Article 7, “In the Russian Federation, the labor and health of people are protected, a guaranteed minimum wage is established, state support is provided for the family, motherhood, paternity and childhood, the disabled and elderly citizens, a system of social services is developed, state pensions, benefits and other social guarantees are established.” protection"

But a person has the right not just to work, as a way of producing material and intangible goods and, as a result, receiving financial and sometimes moral benefits. He has the right to safe work, which is specified in Part 3 of Article 37 of the Constitution: “Everyone has the right to work in conditions that meet safety and hygiene requirements, to remuneration for work without any discrimination and not lower than the minimum amount established by federal law wages, as well as the right to protection from unemployment.”

These are fundamental normative acts that define human rights in general. However, for a specific consideration of the problem, as well as the regulation of civil legal relations in individual cases, as well as the determination of general norms, the observance of which would provide at least a basic guarantee of the above rights, there are separate laws and regulations.

Let's consider the Labor Code of the Russian Federation, more precisely, its chapters that directly address the issue at hand, namely 34 “Occupational Safety Requirements”, 35 “Organization of Labor Safety”, 36 “Ensuring the Rights of Workers to Labor Safety”.

According to the Labor Code, labor protection is a system for ensuring the safety of life and health of workers in the process of work, which includes legal, socio-economic, organizational and technical, sanitary and epidemiological, treatment and prophylactic, rehabilitation and other measures and means.

This means that in any case, the life and health of the employee remain the priorities, and only by ensuring their safety can we talk about the protection of other subjects of industrial relations, in particular the organization, except, of course, in those cases when a threat to the safety of the organization is at the same time a threat to its personal composition, and its implementation may cause an emergency.

2.1 The Labor Code as a basic source of basic provisions ensuring the employee’s right to safety

You can consider individual articles of the Labor Code that address the employee’s right to safety.

Article 219. The employee’s right to work in conditions that meet labor protection requirements (as amended by Federal Law No. 90-FZ of June 30, 2006)

In particular, every employee has the right to:

* a workplace that meets labor protection requirements;

* compulsory social insurance against industrial accidents and occupational diseases in accordance with federal law;

* obtaining reliable information from the employer, relevant government bodies and public organizations about labor conditions and safety in the workplace, about the existing risk of damage to health, as well as about measures to protect against exposure to harmful and (or) hazardous production factors;

* refusal to perform work in the event of a danger to his life and health due to violation of labor protection requirements, with the exception of cases provided for by federal laws, until such danger is eliminated;

* provision of personal and collective protective equipment in accordance with labor protection requirements at the expense of the employer;

* training in safe labor methods and techniques at the expense of the employer;

* professional retraining at the expense of the employer in the event of liquidation of a workplace due to violation of labor protection requirements;

* a request for an inspection of labor conditions and labor protection at his workplace by state supervision and control bodies over compliance with labor and labor protection legislation by employees carrying out state examination of working conditions, as well as trade union control bodies over compliance with labor and labor protection legislation;

* appeal to state authorities of the Russian Federation, state authorities of constituent entities of the Russian Federation and local governments, to the employer, to associations of employers, as well as to trade unions, their associations and other representative bodies authorized by employees on labor protection issues;

* personal participation or participation through his representatives in the consideration of issues related to ensuring safe working conditions at his workplace, and in the investigation of an industrial accident or occupational disease that has occurred to him;

* extraordinary medical examination (examination) in accordance with medical recommendations with retention of his place of work (position) and average earnings during the medical examination (examination);

* compensation established by law, collective agreement, agreement, employment contract, if he is engaged in hard work and work with harmful and (or) dangerous working conditions.

Consequently, the Labor Code of the Russian Federation has now legally established the broad content of the employee’s right to work that meets safety and hygiene requirements.

Article 220. Guarantees of the right of workers to work in conditions that meet labor protection requirements

This article contains a very important norm that proclaims the priority of preserving the life and health of workers. It follows from this norm that no material or other benefits can be placed by the employer above the life and health of the employee.

Article 221. Providing workers with personal protective equipment

The employer has the right, taking into account the opinion of the elected body of the primary trade union organization or other representative body of workers and its financial and economic situation, to establish standards for the free issuance of special clothing, special shoes and other personal protective equipment to employees, which improve, compared to standard standards, the protection of employees from existing places of harmful and (or) dangerous factors, as well as special temperature conditions or pollution.

The employer, at his own expense, is obliged, in accordance with established standards, to ensure the timely issuance of special clothing, special footwear and other personal protective equipment, as well as their storage, washing, drying, repair and replacement.

Costs associated with providing workers with special clothing, special footwear and other personal protective equipment are included in the cost of products (works, services). Standard industry standards for the free issuance of special clothing, special footwear and other personal protective equipment provide for the provision of personal protective equipment to workers, regardless of which sector of the economy the production, workshops, sites and types of work belong to, and also regardless of the form of ownership of organizations and their organizational- legal forms

Article 222. Distribution of milk and therapeutic and preventive nutrition

Currently, the norms and conditions for the free distribution of milk or other equivalent food products to workers engaged in work with hazardous working conditions are approved by Resolution of the Ministry of Labor of Russia dated March 31, 2003 No. 13.

Therapeutic and preventive nutrition is provided to workers, managers, specialists and other employees in order to improve their health and prevent occupational diseases.

Article 223. Sanitary, medical and preventive services for workers

For these purposes, the employer, in accordance with established standards, equips sanitary premises, premises for eating, premises for providing medical care, rooms for rest during working hours and psychological relief; sanitary posts are created with first aid kits stocked with a set of medicines and preparations for first aid; apparatus (devices) are installed to provide workers in hot shops and areas with carbonated salt water, and more.

Article 224. Additional guarantees of labor protection for certain categories of workers

Article 225. Education and training in the field of labor protection

Occupational safety training is one of the areas of preventive work in the occupational safety system. The presence of qualified, competent personnel in matters of labor protection and trained in safe methods and techniques for performing work in an organization is the most important condition for labor safety. Employees who have not undergone training and testing of knowledge and skills in the field of labor protection in accordance with the established procedure are suspended from work. Simultaneously with training in occupational safety and testing knowledge of occupational safety requirements, carried out in accordance with the Procedure, training and certification of employees of organizations in other areas of occupational safety, organized by state supervision and control bodies and federal executive authorities, can be carried out.

Article 226. Financing of measures to improve working conditions and safety

Financing of measures to improve labor conditions and safety is carried out from budgets of all levels and extra-budgetary sources in accordance with the legislation of the Russian Federation, its constituent entities and municipalities. Sources of financing can also be contributions from legal entities and individuals.

Article 227. Accidents subject to investigation and recording

The labor legislation of the Russian Federation is based on the general principle of law, which establishes that harm caused to the life or health of a citizen during the performance of contractual obligations is subject to compensation and, therefore, the circumstances of each case of harm to the health of an employee must be investigated. For these purposes, Art. 227-231 of the Labor Code of the Russian Federation establishes a general procedure for the investigation, registration and recording of industrial accidents, mandatory for use throughout the Russian Federation for all employers (legal entities or individuals) without exception, regardless of their organizational and legal forms and forms of ownership.

One of the most important documents regulating the rules of hiring and dismissal, time and rest, the basic rights and responsibilities of an employee are the Internal Regulations. And this document must include a clause establishing the employee’s right to occupational safety and the consequences for the organization in case of non-compliance with this right.

3 . Safety of the organization, labor and personnel health in the context of basic approaches to personnel management

There are several basic approaches to personnel management, and the problem of organizational safety, labor and personnel health can be considered in the context of each of them.

In the theory and practice of managing the human side of an organization, four can be distinguished: concepts that developed within the framework of three main approaches to management: economic, organic and humanistic:

1) use of labor resources;

2) personnel management;

3) human resource management;

4) human control.

When considering the topic of this essay, it is necessary to take into account the degree of importance of the problem of personnel safety in the context of each of the concepts of managing the latter, which will make it possible to compare them from this point of view.

The different approaches these concepts take to the topic at hand influence the effectiveness of their use in an organization.

At the moment, the assessment of such efficiency can become decisive in the enterprise’s choice of the main HR management paradigm, which, with the increasing value of this aspect of activity, has a significant impact on staff productivity and, as a consequence, the economic effect of the measures taken.

3.1 Economic approach

The economic approach to management gave rise to concepts of the use of labor resources. Within this approach, the leading place is occupied by technical(in the general case, instrumental, i.e. aimed at mastering work techniques), and not managerial training of people at the enterprise. Organization here means the orderliness of relationships between clearly defined parts of a whole that have a certain order. In essence, an organization is a set of mechanical relationships, and it must act like a mechanism: algorithmically, efficiently, reliably and predictably.

Among the basic principles of the concept of using labor resources are the following:

1) ensuring unity of leadership - subordinates receive orders from only one superior;

2) adherence to a strict management vertical - the chain of command from superior to subordinate descends from top to bottom throughout the organization and is used as a channel for communication and decision-making;

3) fixing the necessary and sufficient amount of control - the number of people subordinate to one boss should be such that this does not create problems for communication and coordination;

4) maintaining a clear separation between the headquarters and line structures of the organization - staff personnel, being responsible for the content of activities, under no circumstances can exercise the powers vested in line managers;

5) achieving a balance between power and responsibility - there is no point in making someone responsible for any work if he is not given the appropriate authority;

6) ensuring discipline - subordination, complementarity, energy and the manifestation of external signs of respect must be carried out in accordance with accepted rules and customs;

7) achieving the subordination of individual interests to the common cause through firmness, personal example, honest agreements and constant control;

8) ensuring equality at every level of the organization, based on goodwill and fairness, to inspire staff to effectively perform their duties; a well-deserved reward that improves morale, but does not lead to overpayment or overmotivation.

With the concept of personnel management under consideration, a person acts as an inanimate part of a single mechanism, and attention is focused on the interests of the enterprise, bypassing the basic needs of a person. This concept could serve as the basis for a completely orderly and predictable production process. But with this formulation of the question, the human factor itself, which introduces an element of surprise and attracts additional probabilistic combinations, becomes the so-called “weak link”, since when using the economic concept, deviation from a pre-developed plan for organizing production will lead to a minor, but failure.

3.2 Organic approach

Within the framework of the organic paradigm, the following have consistently emerged:

1) concept of personnel management;

2) the concept of human resource management.

It was the organic approach that outlined a new perspective for personnel management, taking this type of management activity far beyond the traditional functions of organizing labor and wages.

The focus on human resources contributed to the birth of a new idea of ​​the organization. She began to be perceived as alive system , existing in the environment.

A. Maslow developed a theory of motivation, the provisions of which can be used as a basis for identifying the directions and content of personnel management activities. To get acquainted with the issue of organizational safety, labor and personnel health, it would be correct to consider the following table.

Table 1 - Correspondence of personnel management activities to the dominant needs of the individual

When using the organic concept, ensuring the need for security is classified as a dominant need and does not remain unattended. Most modern large corporations and government organizations now use a similar approach to personnel management. Awareness of one's own security helps to increase staff productivity, increases the company's competitiveness in the employer market, and has a positive effect on the microclimate in the team, as it relieves some of the subconscious stress of workers, especially those employed in industries with increased danger. For such categories of employees, it is important to be aware of the fact that their work and health are maximally protected.

Even if an unforeseen situation arises that threatens or harms the health of a worker, he will be socially protected, since he is regarded here as a living organism with basic priority needs, and not as a mechanical part of a complex production machine, which could be the case when using the economic system discussed above. concepts.

3.3 Humanistic approach

The recently developing humanistic paradigm comes from the concept of human management and from the idea of ​​organization as a cultural phenomenon.

Organizational culture - a holistic view of the goals and values ​​inherent in the organization, specific principles of behavior and methods of response becomes one of the explanatory principles.

The principles of behavior become a means for the employee to independently form the optimal production environment for his work, and contribute not only to maintaining the psychological and physical health of the employee, but also to improving the microclimate of the team.

This is an important factor in ensuring safety, since an established positive team atmosphere creates an additional level of employee protection in an unforeseen situation.

With this concept, the organization not only takes into account the human need for occupational safety and health, but also does this within the framework and taking into account the specific behavior of the organization itself in relation to the personnel and personnel within it. Here, the safety of the organization, labor and health of personnel under consideration comes out as one of the unconditional priorities that do not raise doubts among the subjects of the safety policy pursued in such an organization, which in this case can receive additional development and a wider field of activity.

The humanistic approach focuses on the truly human side of the organization, which other approaches say little about.

Conclusion

At the moment, such an aspect as ensuring security is used as a personnel tool such as motivation, and is mainly used in closed personnel systems, typical, again, for large enterprises and government organizations.

In such organizations, the task of ensuring safe working conditions and health protection falls on the personnel service, working in this case together with the trade union organization.

In a more developed enterprise infrastructure, there are special safety, labor protection and reliability services, whose responsibilities include training personnel in basic occupational health and safety requirements, testing theoretical and practical safe work skills, and periodic certification of personnel.

All personnel of the organization must undergo periodic certification, regardless of the degree of danger of working conditions. This guarantees the organization against accidents, since such certification in any case helps to train personnel in new safe work practices and safety rules to reinforce those already learned.

Unfortunately, for many small firms, making a profit is the main priority, shifting the safety of the organization, labor and health of personnel not even into the background, and making it one of the insignificant processes, the implementation of which is either controlled by the company extremely rarely and inattentively, or such control is carried out by the employee himself, often unfamiliar with even basic safety rules, solely due to the innate instinct of self-preservation.

The optimal solution at the moment is to maintain a high level of security in enterprises where the practice of such personnel protection already exists and the introduction of similar practices in organizations that ignore this aspect of personnel management is possible through state regulation, the introduction of clauses on the mandatory provision of safety of the organization, labor and personnel health in the list of documentation required for licensing of all types of activities, mandatory inspection and certification of labor collectives.

List of sources used

1. Egorshin A.P. Personnel management: Textbook for universities - 4th ed., rev. - N. Novgorod: NIMB, 2003. - 720 pp.;

2. Evenko L.I. Evolution of human resource management concepts // Personnel development strategy: Conference materials. -- Nizhny Novgorod, 1996.

3. Labor market: textbook. manual / A. E. Mrachkovsky, A. A. Mikhailov. - Omsk: Omsk State Technical University Publishing House, 2011. - 100 p.

4. Organizational personnel management. Workshop: Textbook / Ed. A. Ya. Kibanova. - M.: INFRA-M, 2004.- 365 p.

5.Organization management: Textbook. / Ed. A. G. Porshneva, Z. P. Rumyantseva, N.A. Salomatina M.: INFRA-M, 2003. - 716 p.

6. Personnel management: Textbook for universities / Ed. T.Yu. Bazarova, B.L. Eremina. -- 2nd ed., revised. and additional - M: UNITY, 2002. -560 p.;

7. Personnel management of an organization: Textbook for universities / Ed. AND I. Kibanova - 3rd ed., revised. and additional - M: UNITY, 2005. -560 p.

8.http://constitution.garant.ru

9.http://www.roskodeks.ru/codecs/trud.html

10.http://www.secreti.info/tk230.html

Posted on Allbest.ru

Similar documents

The essence of personnel safety in a modern organization, directions for ensuring it. Analysis of personnel safety and assessment of the personnel policy of the company Fortuna LLC. Development of a project to effectively ensure labor safety.

thesis, added 07/30/2013


Improving the organization of personnel work. Working hours and quality of life programs in production. Work environment factors affecting the health and safety of medical personnel. Ensuring occupational safety of healthcare workers.

abstract, added 10/16/2010


Safety issues when hiring personnel. Principles of organizing professional personnel selection for commercial enterprises. Main stages and procedures for professional selection of personnel. Recommendations for organizing the screening and selection of job candidates.

thesis, added 01/05/2003


Economic, organic and humanistic approaches to personnel management: the concept of using labor resources. Effective use of human resources to achieve optimal results. Development of leadership qualities in employees.

course work, added 06/20/2014


Establishing operating hours in production. The influence of harmful and dangerous production factors on the health of medical personnel. Ensuring occupational safety of healthcare workers. Determining the need for personnel in the surgical department.

test, added 10/18/2010


Methods of managerial influence on the organization and working conditions of workers. Comparative assessment of economic, organic and humanistic approaches to personnel management. Analysis of the principles of the concept of using labor resources.

presentation, added 01/28/2016


General issues of personnel security. Features in building a personnel security system in high-tech organizations of various forms of ownership. Protection of employee personal data. Trade secret: mechanism for consolidation and protection.

certification work, added 01/26/2007


The concept of motivation, its essence and functions. Forms of motivation of the organization's personnel. Theories of motivation in the personnel management system. The concept of internal and external reward. Models of employee labor activity. Ways to improve work motivation.

abstract, added 01/13/2011


Ensuring property security of a financial institution. Methods of countering threats to the bank's property security. Recommendations for increasing the degree of protection. Key elements of the internal fraud policy.

course work, added 05/19/2014


Personnel policy of the enterprise and personnel management in market conditions. Health protection and increased occupational safety. Forecasting new jobs and hiring personnel. Increasing the effectiveness of social programs. Reducing injuries.

When operating electrical installations, safety rules must be observed. The system of electrical safety measures applies to all personnel involved in servicing these devices (installers, repairmen, operational sector employees, etc.).

The installer studies safety rules when operating electrical installations

The order of application of the rules:

• It is prohibited to deviate from compliance with the rules. In cases where it is impossible to organize safe work, it is necessary to inform the immediate supervisor about all violations and malfunctions in the operation of electrical equipment.
• It is unacceptable to carry out orders that are contrary to the rules and pose a safety risk to personnel.
• When working with increased danger, additional measures must be taken to improve electrical safety.
• In the event of accidents involving injury or electric shock to people, the voltage is removed without obtaining permission.
• Electrical tools, machines and mechanisms are subject to testing in the prescribed manner and in accordance with the approved inspection periods.

Prompt service

Operational services are provided by employees from the operational sector of local and field teams.

Features of work and requirements for workers who perform maintenance of electrical installations (EE):

• the employee must have sufficient knowledge of operational diagrams, operating instructions, and electrical safety standards;

An employee who complies with electrical safety standards when servicing electrical equipment

• maintenance of the electrical equipment is carried out according to a schedule approved by the person responsible for the electrical engineering of the enterprise;
• Operating personnel for individual maintenance must have an access group of at least 3 when servicing power plants up to 1 kV; for power plants above 1 kV, group 4 is required.
• operational and technical personnel assume the powers of operational personnel during the maintenance of the power plant;
• it is forbidden to leave the workplace until the end of duty;
• It is prohibited to remove posters when inspecting switchgears, as well as to touch exposed live elements of electrical installations;

What do the warning posters that are required when inspecting switchgear look like?

• the list of persons admitted to a single inspection is approved by the person responsible for electrical equipment;
• The doors of the power plant must always be closed.

Features of shift delivery:

1. It is prohibited to hand over the workplace in an uncleaned state or when the electrical equipment is dirty. In the event of a malfunction of electrical installations, shifts of duty are carried out by order of senior management.
2. An employee of the operational sector is the person responsible for the safe operation and safety of electrical equipment.
3. The shift supervisor reports accidents and malfunctions to the dispatcher.
4. If overloads or accidents occur on the line, the shift supervisor takes action under the guidance of the dispatcher of the energy supply organization to stabilize the situation.
5. It is prohibited to change personnel on duty in the event of emergency situations. The duty of the new shift in case of long-term accidents begins according to the order of management.
6. Before accepting a shift, staff must:

• familiarize yourself with electrical installation diagrams and general operating diagrams of the power system;
• have information about the condition of the equipment;
• report promptly any problems or malfunctions in the operation of the power plant;
• collect information about protective equipment, power tools and operational documentation.

Equipment inspection:

• Sole: for employees of administrative and technical staff with electrical safety group 4 (5 for power plants above 1 kV) and at least 3 for operational personnel.

Single inspection of equipment by an employee of the administrative and technical staff of the 4th electrical safety group

• Operating personnel are allowed to open doors of electrical equipment up to 1 kV.
• For power plants above 1 kV, it is prohibited to open chambers or climb inside the equipment alone. The inspection is carried out at the barrier line.

Manufacturing jobs

The works are distinguished:

• Voltage relieving is work that is carried out in electrical installations where the voltage is removed from live parts.
• Without relieving voltage on live parts and near them. Such work includes actions that are carried out directly on these parts.
• Without relieving voltage away from live parts under voltage. This work excludes the accidental approach of working people and the repair equipment and tools they use to live parts at a certain distance.

Features of work without stress relief:

• The difficulty of servicing power plants of different voltage classes is determined by the highest class.
• When working without voltage relief, the team must consist of at least two people, of whom the work performer must have an electrical safety group of at least 4, the rest - not below

A team of trained electricians who perform work without removing voltage

• Without relieving the voltage, touching the insulators on the power plant is prohibited.
• During construction, live surfaces must not be located behind a person or on both sides.
• It is not allowed to bring long metal structures into switchgears.
• In electrical installations above 1 kV, masks, gloves and electrically insulating stays are used to remove fuses. For power plants up to 1 kV, masks are used only in cases where fuse links are open.
• It is forbidden to touch the metal parts of the device housings after completion of work, since voltage may be applied without warning.
• During bad weather, it is prohibited to service open switchgears (RU). Installation in closed switchgear during rain and fog takes place using special protective equipment.
• If malfunctions are detected (deformation of the insulating surface, damage to varnish coatings), the damaged product should be replaced.
• It is prohibited to replace wires without relieving tension in the spans of supports where the wires intersect.
• Log books for all units of electrical equipment indicating technical data and numbers assigned to them are kept by the person responsible for electrical equipment.

Maintenance of the power plant without removing the voltage:

• To organize work in electrical installations up to 1 kV, protective equipment (PP) is used - fencing devices at workplaces, insulating stands, gloves, etc. Power tools must also be equipped with dielectric handles.
• For objects above 1 kV, SZ insulating current-carrying parts are used. In the case of using ground insulation means, the repair process is carried out in accordance with the technological maps with all the necessary safety measures.
• When using SZ, it is necessary to pay special attention to the rules of safe operation - hold only by the intended surfaces, do not grab the handles by the restrictive rings, hold the tool in such a way as to exclude the possibility of overlapping electrical equipment wires, etc., do not use wet SZ.

Protective equipment necessary for servicing the power plant without removing voltage

• In electrical installations up to 1 kV, it is allowed to dismantle and replace fuses (plugs) of transformers without removing the voltage. They can also be removed in line circuits that are not used by switching devices.
• In the induced voltage zone, work on repairing wires by touching them is allowed, provided that a protective protection is used and grounding is applied to the wire no further than 3 meters from the work crew’s location.
• To service power transmission line elements, ropes are used that are thrown over existing wires on all sides of the span. The cables are tightened using smooth movements.
• To ensure safety during repairs of wires located above live power lines, safety measures approved by the head of the energy transmission organization are applied: methods to prevent wires from falling, etc.

Responsibility

The person responsible for the work order is also responsible for the volume of work to be done, labor safety at the power plant, and the qualification requirements of all team members and the supervisor.

Work orders can be issued by an employee of the electrical sector who is authorized to do so. To do this, the candidate must have an admission group of at least 4 in power plants up to 1 kV and 5 in power plants above 1 kV.

Also, an order for a number of works can be issued to a person from the operational staff with a clearance group of at least 4.

Team members must comply with safety rules, special instructions from the manufacturer, instructions for use and maintenance of the safety equipment.

The admitting person is obliged:

• be responsible for the quality and safety of performing work duties at the site;
• make necessary journal entries;
• have electrical safety group 3 for power plants up to 1 kV or 4 for installations above 1 kV;
• in power plants up to 1 kV it is possible to combine this position with the responsibilities of a responsible manager.

The manufacturer, the issuer of the order and the responsible manager can combine several responsibilities at the same time. In this case, the electrical safety group must be no less than that required for one of the positions held.

The list of persons who can be appointed to the positions of supervisor, manager and responsible person is approved by the management of the enterprise and the person responsible for electrical equipment.

If doubts arise about the safety of the work process, preparation of the site is stopped.

Responsible managers are not allowed to take direct part in the technological process.

The supervising employee is prohibited from stopping supervision of workers during the execution of the work order.

In electrical installations up to 1 kV it is allowed to perform the duties of a permitter, a work supervisor or a team member.

On overhead power lines (OHPLs) of all voltage classes, it is allowed to combine the responsibilities of the person who allows the work and the work performed by one person.

Carrying out work on overhead power lines

For military organizations, the selection of officials is carried out similarly.

During the acceptance of the work performed, the supervisor of the assignment bears the same responsibility as the admitting employee. The following are checked: installation quality, safety, proper site preparation, etc.

The manager can be selected from employees of the electrical sector with 5 gr. on electrical safety. For power plants up to 1 kV, the appointment of a responsible manager (alongside) is not required.

The observer must:

• be present during construction in particularly hazardous conditions;
• have a group of at least 3;
• monitor the performance of the duties of the work team and the correct implementation of safety precautions and installation.
• exercise control over the installation, the presence of a protective device (protective device) and the use of the necessary protective equipment for this type of work.

Manufacturer:

• Instructs crews on safety measures for a given electrical installation. Responsible for their implementation by employees.
• Monitors the condition of grounding, installed fences and other protective equipment.
• Must have a qualification of at least 4 for power plants up to 1 kV and 5 for installations above 1 kV.

The procedure for issuing orders

The orders must be issued in 2 copies. Fill out in legible handwriting. Corrections, cross-outs and corrections are not allowed.

The document is issued to the team immediately before the start of preparation and arrangement of the work site.

The manufacturer is supposed to issue one work order per team. For similar actions, a general document can be issued indicating the order of repairs on different electrical installations (when working without removing voltage).

What does a sample work order for electrical work look like?

Obtaining additional documents is required in case of moving to the next floor or to a switchgear with a different voltage class.

When performing work on electrical installations, the team includes at least 2 people - a team member and a work performer. The team may include no more than two people with permission group 1, provided that for each member with gr. 3 included one employee with gr. 1.

In the case of work on several connections of cable and overhead power lines (cable lines and overhead lines), one work order may be issued, provided that there is no voltage at the electrical installations and there is no access to other power plants.

In case of a change in the number of working personnel, as well as an expansion of the work space, a new work order is issued.

The person who is responsible for the outfits determines the composition of the teams. The work manager is responsible for the qualifications of workers. The qualifications and composition of the team members are determined based on the scale and level of complexity of the construction.

It is possible to transfer orders over the telephone. In this case, the number of copies of the document increases to three: 2 are filled out by the work manager, and 1 by the person responsible for issuing. The employee responsible for issuing orders must dictate the text of the document in the form of a telephone message. Instead of the visa of the person in charge, his last name is written on the forms and certified by the signature of the person receiving the assignment over the phone. Admission to work in such cases is carried out in accordance with the generally established procedure.

Operational personnel while on duty may be involved in performing work and included in the work order without an entry in the operational log.

If operational personnel combine the duties of repairmen (provided there are no operational employees), two copies of the work order are issued. They are stored by the person responsible for issuing the work order and the manufacturer.

Trail clearing

Before starting the work process, team members must be warned about the danger of trees coming close to power line wires.

Trees in disrepair should be felled first. To prevent damage to power lines by felled trunks, guy ropes are used. Immediately before felling a tree, all members of the team are notified.

Clearing a power line security zone by a team of employees

The trees are felled only in the direction of the cut.

The area for felling trees must be cleared before the process begins. If there is snow cover, clear two paths (5 m) in the direction of the fall and away from it at an angle.

Forbidden:

• felling trees with sawing, as well as felling one tree on top of another;
• cut dry and rotten units;
• leave cut trees not felled during breaks;
• climb trees to be demolished;
• stand on the fall line of a tree;
• make cuts to the end;
• approach a dangerous distance (8 m) to the place where a tree falls on the wires;

Secondment of personnel

Seconded personnel include employees who perform work on electrical installations, but are not part of the staff of this structural unit.

Permission to work in an establishment is granted to an employee by the organization to which he arrived on the basis of a referral (letter) from the sending enterprise.

Like a full-time employee, a seconded employee must have a personal identification card, not stitched, accredited at his permanent place of work.

The organization to which the personnel was sent is responsible for:

• safety of the work being carried out;
• ensuring health protection of all seconded employees;
• compliance of the personnel’s access group with the work performed in the installation.

The employees of the enterprise operating the power plant must prepare the site, start up and shut down the electrical equipment.

The briefing is carried out by a person from the administrative and technical sector with the 5th group of electrical safety clearance, as well as with the 4th group. operational staff workers.

Conducting safety briefings when operating electrical installations for seconded workers

At the place of arrival, travelers undergo special instruction taking into account the specifics of production and electrical equipment.

Those responsible for the work orders must be tested on their knowledge of electrical installation diagrams that will undergo repairs. After this, a record of the completion of the instruction is made in the staff journal.

Line repair

If the line is repaired in phases, one grounding is applied, and work is allowed to be carried out at a distance of no more than 20 m from it. If several teams are working on a line, the wire is grounded at each section.

If necessary, personnel can move along cables (with a cross-section of at least 70 mm 2) and wires over 240 mm 2.

Inspection of power lines in severe weather conditions, as well as in hard-to-reach areas, must be carried out by 2 employees with a clearance group of at least 2.

Disconnection of grounding drains is carried out strictly while wearing grounding gloves, only after grounding the lightning protection cable.

If it is necessary to stop traffic on the roads, a representative of the transport service is called to regulate the movement of vehicles. For normal movement of vehicles in emergency areas, the wires are raised to the required size.

Personnel should have boards marked “voltage caution” for installation in service areas.

Forbidden!

• Switch to traverses with live wires during phased repairs.
• Climb onto supports to inspect overhead power lines (OHPL).
• Walk under power lines at night.
• Approach the broken wires at a distance of less than 8 m. In such cases, it is necessary to limit the approach to the accident site and prevent the approach of living organisms until the arrival of electrical network personnel.

Organization of work on cable lines, switchgears (switchgears) and substation (substation):

• Depending on the nature of the work, repairs can be carried out with or without stress relief.
• For the same type of work, provided the voltage is removed and contact with other electrical installations is prevented, one work order may be issued.
• It is prohibited to turn on the bus sections until the completion of the work order.
• It is possible to disperse the executive personnel at the site, provided that several or one team member has an electrical safety group of at least 3.
• For repairs in the reactor plant, work orders are issued by the personnel servicing this facility.

Lighting fixture maintenance

When servicing a lighting network on a telescopic tower with an insulating link, cleaning the fittings and replacing light bulbs is carried out without removing the voltage. Provided that the luminaires are located below the phase wires, servicing is allowed on wooden stairs.

If the tower does not have an insulating element, all suspended wires on the support must be grounded. This type of work can be carried out by persons with a clearance group of at least 3.

Before replacing the ballast (PAR) or gas-discharge lamps, it is necessary to disconnect the wire from the general network and discharge the capacitors. Voltage relief is necessary to organize work on one disconnected circuit in the area of ​​induced power line voltage above 35 kV.

Work without stress relief is possible:

• subject to distance from live parts, production at a height above 3 m from the level of a person’s foot;
• for clearing the route from tree branches;
• subject to the use of special lifting vehicles.

Each overhead line requires a separate order, except in cases where the document is issued for the same type of work (for servicing multi-circuit lines, etc.).

During a break in work until the next day, the installed ground connections on the lines cannot be removed. Continuation of work is carried out only after checking the functionality of the grounding device.

Video about TB

Safety precautions when working with electrical installations are discussed in detail in this video.

Safety rules for the operation of consumer electrical installations are necessary to achieve the quality of electrical networks and systems.