Improve Labor Efficiency

multi-faceted, comprehensive. The content of labor management rights includes the right to select, assign, arrange, mobilize, supervise, and punish... employees. However, all activities under the management of the employer must be carried out within the framework of the law, and at the same time, the employer must be responsible before the law for his management actions.

Faced with the strong development of the market mechanism and the rapid change of the business environment, the human factor - labor is of great concern to enterprises. Due to increasingly fierce competition in the market, organizations that want to survive and develop are forced to reform their organizations in the direction of streamlining and compactness, dynamism in which the human factor is decisive. Therefore, finding the right person to assign the right job, the right position is a matter of concern for all types of organizations today. The progress of science and technology along with the development of the economy forces managers to know how to adapt. Therefore, the selection, arrangement, training, and mobilization of personnel in the organization to achieve optimal efficiency is a matter of primary concern. The task for human resource management in enterprises is to effectively use human resources to increase labor productivity and improve the efficiency of the organization; At the same time, it meets the increasing needs of employees, creating conditions for employees to maximize their personal abilities, be most stimulated and motivated at work, and be loyal and dedicated to the business .

1.1.3. Labor efficiency

Efficiency is the comparative correlation between the results achieved according to the determined goals and the costs incurred to achieve those goals. To operate, a business must have its own action goals in each period, which can be social goals, or economic goals of the business owner, and the business always seeks to achieve those goals at the lowest cost.

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Labor use is the process of using labor to create products according to production and business goals. How to use labor effectively is a constant question for managers and employers. Up to now, there are many different views on labor efficiency. According to Marx-Lenin, labor efficiency is a comparison of the results achieved with the cost of spending less labor to achieve more results. C.Marx pointed out

Any mode of production must be efficient, that is the principle of production association. Marx wrote: " Labor must be efficient, it needs a mode of production and emphasized that labor efficiency plays a decisive role, the development of production is to reduce human costs, all scientific progress is aimed at achieving that goal " [22].

Labor efficiency can be considered as a category reflecting the level of human resource utilization to achieve a defined goal. Labor efficiency is the result of models, policies on labor management and use. Labor efficiency also includes the ability to use labor in the right industry, right profession, ensuring health and safety for workers, the level of strict compliance with labor discipline, the ability to innovate and improve techniques in each worker, and the ability to ensure fairness for workers. To use labor effectively, managers must always accurately assess the current situation in their enterprise, clearly understand the goals and orientations of the enterprise; thereby having the most reasonable measures and policies in human resource management activities in the enterprise so that labor use is truly effective.

1.1.4. Improve labor efficiency

It can be said that among the resources of an enterprise, the human factor is the most difficult to exploit and use effectively. How to improve the efficiency of labor use in an enterprise is a difficult problem for any enterprise. In order for the production and business activities of an enterprise to develop sustainably, it is necessary to use labor reasonably and scientifically. If the labor resources are not used reasonably, the work is not arranged in accordance with the capacity of each person, and there is no solution to motivate employees, it will cause frustration, lack of enthusiasm for the assigned work, lack of dedication and loyalty to the enterprise, leading to low production and business efficiency, the enterprise will not be able to have stability and sustainable development.

Human is the main part to carry out production and business activities and all production and business activities are ultimately to serve human interests. The human factor plays a decisive role in the success or failure of the whole enterprise. Therefore, training, developing and using labor effectively is the factor.

The survival of every business. Improving labor efficiency is extremely important and necessary for all businesses. Improving labor efficiency is the basic condition for improving business efficiency.

Improving labor efficiency will help save labor costs, save labor time, reduce depreciation time of enterprise assets, strengthen labor discipline... leading to reducing production costs, increasing revenue and profits; helping enterprises expand market share, compete successfully in the market. On the other hand, improving labor efficiency is a condition to ensure continuous improvement and enhancement of the lives of officers and employees, creating conditions to improve professional skills, encouraging the creativity of workers, motivating workers both materially and spiritually.

Improving the efficiency of labor use is to improve labor productivity, improve the average profit of labor and also improve social efficiency. To improve these indicators, it is necessary to have a synchronous combination of departments in the enterprise, not just the human resource management department. Using labor effectively, without waste will be a condition for cutting costs, creating advantages for the products and services of the enterprise to compete in the market, thus business efficiency will be higher. In the knowledge economy, it requires the workforce to have high expertise, capacity, creative thinking to meet the application of advanced science and technology; training and developing a good, qualified, skilled and skilled labor force will be the premise for improving production and business efficiency. Labor arrangement and use; Transferring and promoting the right person for the right job will help businesses have an optimal apparatus to achieve high production and business efficiency, creating a competitive advantage in the market. Market research and finding the right direction for the business are also factors that create good efficiency.

Nowadays, the concept of work has changed a lot. Besides the material needs to ensure daily life, workers also have another need to meet, which is the spirit. A job with a guaranteed salary and stability is necessary for every worker, but that is not enough, they also have needs for learning, understanding, entertainment or participating in social work, ... When workers are satisfied with their needs, it will stimulate the development of ideas.

personal qualities, helping them reveal their hidden talents, workers will be more dynamic and creative in their work. This is the premise for bringing about work efficiency for each worker.

Selecting competent employees, training and improving their skills are only the initial important factors, necessary but not sufficient conditions for the management apparatus of the enterprise to operate effectively. Competent employees do not mean that they will work well. Good individuals do not mean that the collective activities of the enterprise will certainly do well. How to promote the potential abilities of each employee and create the collective strength of the enterprise to achieve higher productivity, quality and efficiency. Therefore, the problem of improving labor efficiency is the science and art of human resource management.

1.2. Content of labor use in the enterprise

In the production and business activities of an enterprise, the first factor related to the use of labor is the quantity and quality of labor. The number of laborers used by an enterprise in production and business is the number of laborers currently in the enterprise. These are the laborers who have signed labor contracts with the enterprise, whose labor is managed by the enterprise and who are paid according to the assigned results. Regarding the number of laborers of the enterprise and to ensure the number of laborers, it is necessary to have the following activities: job evaluation, job design and analysis, labor resource planning, recruitment and selection, labor arrangement; the work of building and managing the labor norm system; work performance evaluation; labor remuneration work...

Job analysis and design

Job analysis is the process of evaluating job content by identifying information related to each step of the job being analyzed. The purpose of job analysis is to identify criteria that describe the complexity of the job. Job complexity is assessed on the basis of job requirements regarding:

- Professional knowledge (training and work experience);

- Dexterity in operation;

- Mental and physical efforts when performing work;

-Responsibility required of the person performing the work regarding people and property

material wealth;

- External influences such as noise, temperature, dust... When analyzing work, it is necessary to clearly identify:

- Information about specific work: subject of implementation, work performed,

complexity of work, technical requirements, ...

- Information about the technological process to perform the work, how to proceed, machinery, equipment, tools, materials used...

- Information on evaluation standards, necessary norms on labor, materials, use of machinery and equipment...

- Information about working conditions such as toxicity, protective equipment, wages, working regime...

- Information about the employee performing the job: requirements on skill level, education, health...

To analyze an existing job, it is necessary to focus on analyzing the characteristics of the job, the psychological state of the employee and their satisfaction through performing the job. After analyzing the job, it is necessary to establish job descriptions, job regulations and job standards.

+ A job description is a document that lists the duties, responsibilities, and working conditions.

+ A job specification is a document that lists the required knowledge, training, experience, skills and abilities, and personal qualities needed to perform the job.

+ Work standards are performance standards used to evaluate employee performance.

Job design is a synthesis of activities that determine the content, method of performing the job, standards of knowledge, skills, abilities as well as other necessary factors to perform the job effectively at a specific workplace. To design a specific job, attention must be paid to factors that affect it such as: production structure and principles of building production structure; level of specialization required, machinery, equipment and means equipped at the workplace; qualifications and abilities of workers trained in the labor market...

Job redesign is the process of researching and changing jobs according to

standards of knowledge, skills, abilities and other necessary factors to perform the job better or increase the motivation of workers. Through analysis, it will point out the unreasonableness of the job as well as the inertia of workers when performing the job; point out factors that negatively affect the health and safety of workers; identify the inadequacies of the job with the changed level of labor and equipment;... to redesign the job reasonably.

The products of job analysis and design or redesign are:

- First, the job description identifies the tasks that comprise it. The job description should be short and simple, with tasks and responsibilities arranged in the correct order of performance, with tasks presented separately and clearly, and emphasizing the work to be done rather than explaining the process.

- Second, a job specification is a list of the qualifications an individual needs to have in order to perform a particular job well; it identifies the specific skills required to perform a particular job description.

- Third, the job performance standard defines the necessary standards that a specific job must achieve. This is the measure of job performance. The main contents of the use of labor in the enterprise are:

division of labor and cooperation; organization of workplace services for workers; development and use of labor norms; training and fostering of workers; motivation of workers; labor discipline and material responsibility.

1.2.1. Division of labor and labor cooperation

1.2.1.1. Division of labor

Division of labor is the process of separating different types of labor according to a certain criterion suitable for certain conditions. The result of the division of labor is to divide the labor process at a certain level of specialization into many specific parts of work and assign each individual to undertake according to their strengths and skills they have been trained and developed.

The level of development of the productive forces of society is the clearest manifestation of the level of social division of labor. In other words, the development of the productive forces is the condition that determines the level of social division of labor; especially the development of labor tools. At the same time, the division of labor itself affects

to the development of productive forces, the use of labor tools is increasingly productive. Within the enterprise, the division of labor includes the following contents:

- Identify the technical requirements of the job and the people to meet them.

- Build a list of the enterprise's occupations, carry out propaganda, career guidance and objectively select staff and workers according to production requirements.

- Arrange staff and workers according to job requirements, apply effective training methods. Use trained people appropriately, continue to train those with development potential, transfer and retrain those who are not suitable for the job.

Reasonable division of labor is the condition to improve labor productivity and production efficiency. Thanks to the division of labor, workers can be specialized, labor tools can be specialized, allowing the creation of specialized tools with high labor productivity, workers can do a series of work steps, without wasting time on adjusting equipment, changing tools to make different equipment. Division of labor in enterprises must ensure the following requirements:

- Ensure the consistency between the content and form of division of labor and the development level of productive forces.

- To ensure the compatibility between production capabilities and human qualities, job requirements must be taken as the criterion for selecting workers.

- Ensure the suitability between assigned work and the characteristics and abilities of workers, promoting their creativity.

Depending on the characteristics and nature of each type of business, there are the following forms of division of labor:

- Division of labor according to the nature of activities

In general, people divide labor according to the nature of labor activities. Accordingly, labor in an enterprise is divided into two types: leadership labor and executive labor. This division aims to create a balanced labor structure between administrative labor and production labor.

- Division of labor by function

Division of labor by function includes: consumption function, production function, purchasing and storage function, financial function, calculation function and business administration function. This division allows to determine a more specific balanced labor structure compared to division of labor by nature of activity.

- Division of labor by location

Division of labor by location is the division of labor according to the spatial surface of production. Implementing this division allows for the rational arrangement of labor in different production locations.

- Division of labor by profession and by complexity of work

Division of labor by occupation is the process of separating types of labor according to the nature of the technology used to perform them. This is the most important form of division of labor, which allows the formation of specialized occupations at a certain level. Division of labor by complexity is based on the complexity of each job to divide, and labor will undertake the work into different levels of complexity. In general, the division of labor by complexity is often standardized for each profession.

- Assign tasks to complete each type of work

Assignment to complete each type of work is to assign specific workers to complete specific jobs within certain time and space conditions. This form of assignment is mainly based on the results of job analysis through a job description table to specify the tasks, responsibilities and issues related to a specific job.

Division of labor inevitably leads to labor cooperation. Division of labor and cooperation are two aspects of the process of using labor in an enterprise: division based on the ability to cooperate and cooperation based on division of labor. The deeper the division of labor, the more meticulous and strict labor cooperation must be.

1.2.1.2. Labor cooperation

It is the process of establishing close, close relationships between workers who have been assigned to undertake certain tasks in order to coordinate well between them, improving the overall efficiency of the collective. The effectiveness that labor cooperation brings is revolutionary changes in the material conditions of the process.

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