List of employees of the enterprise. Availability of labor resources
State structure research and labor assessmentcapacity of the enterprise is the most important task of its management and responsible specialists. Within the framework of its decision, methods can be applied that imply the calculation of such an indicator as the payroll composition of employees. What is its specificity? How can it be applied in practice?
What are the employee schedules?
The list of employees shouldinclude all employees who are engaged in permanent, seasonal or temporary work - from the moment they are enrolled in the organization's staff. At the same time, in the list of employees every day, both specialists present at work and those who are absent are taken into account.
The rules of accounting of employees established by the law presuppose the following in the list:
- employees who came to work in fact, as well as those who did not perform their labor functions due to the resulting downtime;
- employees who are on business trips while retaining wages in the company;
- employees who did not come to work due to illness;
- employees who did not come to the workplace due to the performance of public duties;
- employees admitted to the state on a part-time or a week or half-time basis;
- workers of agricultural organizations;
- specialists admitted to the state with a probationary period;
- employees doing work at home;
- citizens who study in departmental institutions;
- citizens who are temporarily involved in agricultural work while retaining their salaries for the main position.
At the same time, in the list composition in the case withpart-time employees do not include employees who, under the law, work under a reduced schedule - for example, due to underage age, work in hazardous conditions. Also, for a shorter schedule, women may be employed, who are given additional breaks in the labor activity for the child's feeding.
A complete list of categories of workers whoshould be included in the list structure of the enterprise, is given in the Instruction on the statistics of the number of employees approved by the State Statistics Committee of the USSR in 1987 (Instruction No. 17-10-0370 of 17.09.1987). It is noteworthy that this source of law is still valid, and its jurisdiction operates at the federal level.
Listed compositions: main categories of specialists
In general, the list of employees of the enterprise is represented by 3 main categories of specialists:
- working on an ongoing basis or for more than a year under an employment contract;
- issued temporarily - for a period not exceeding 2 months, and in the case of the replacement of a temporarily absent specialist - not exceeding 4 months;
- working on a seasonal contract, which is concluded for a period not exceeding 6 months.
But much depends on the content of contracts,establishing the legal relationship between a specific employee and the employer. It can be noted that the list of employees on the day off or on a public holiday should be taken equal to the corresponding indicator, fixed on the previous working day. Similarly - if the weekend or public holidays are 2 or more. The list size as of each of them should be equal to the corresponding indicator for the working day preceding the first weekend or holiday.
Thus, the legislation of the Russian Federation provides fora rather complex classification of employees falling into the list formations of enterprises. It will also be useful to consider which categories of specialists are not included in the list of employees in accordance with the norms adopted by the State Statistics Committee of the USSR.
What employees are not included in the list?
In this case, we are talking about workers who:
- are not included in the staff of the enterprise and carry out their labor functions in accordance with the agreement for one-time work;
- are registered with the enterprise in the framework of a combination of other organizations;
- Involved in the firm under a contract with a government organization;
- Temporarily arranged for work in another company, provided that they do not retain salaries in their main positions;
- aimed to study with a separation from employment and receiving a scholarship by the employer;
- pupils of schools in the period of vocational guidance;
- employees who are trained for further work in new enterprises;
- Young professionals who are on leave paid by the company after graduation;
- sent to the personnel department a letter of resignation, and also stopped working until the expiry of the warning or in the absence of the warning.
In this case, if an employee in one firmcarries out labor activity for two, one and a half or less than one rate or employed by one firm as an internal part-time worker, then it is counted as one person within the list of specialists.
The list of employees as of a certain date should include all employees who are admitted to the state from this date, and at the same time, the dismissed specialists should not be included in it.
Along with the list structure, in the legislation of the Russian Federation there are norms in accordance with which the average number of employees can be determined. Let's study its specifics in more detail.
What are the indicators for the average number of employees?
The indicators considered can be useddue to fairly frequent changes in the structure of the company staff. The average number of calculators (the calculator is the main tool for determining it) is calculated by the following formula: the sum of the staff of the company for all days within the reporting period - for example, a month, is divided by the number of days of the corresponding period. It is also possible, for example, to take the total figure for the year by months and divide by 12. The concrete way of applying the formula depends on the tasks that face the personnel service of the enterprise.
In practice, the average number of employeescan be determined, for example, for the purposes of reporting. In this case, the relevant indicator is shown along with the list composition, which is fixed as of a certain date: thus, the number of specialists is given in the average in the reporting period - month, quarter, half year, year.
The use of payroll in the assessment of labor resources
The practical application of indicators such as list or average numbers can also be carried out as part of the assessment of the workforce of the enterprise. Let's study this aspect in more detail.
There are a lot of characteristicslabor resources, analyzed by personnel services of enterprises and other interested structures related to business. Labor is one of the key resources of any organization, the level of qualification and other significant characteristics of which determine the competitiveness of the business model of the company, so its managers can pay close attention to its evaluation.
Main characteristics of the workforce
Among the most significant characteristics of the workforce:
- Outgoing staff;
- actually working specialists.
Under the absolute growth rightfully understoodthe difference between the number of specialists at the beginning and the end of a reporting period. In turn, calculating the ratio between the relevant indicator at the end and beginning of the reporting period, you can determine the rate of increase in labor. Such indicators are important if a quantitative assessment of the firm's labor potential is carried out.
In addition, the personnel services of enterprises cansolve the problems associated with planning the structure of the state on the basis of referring specialists to certain categories of employees. Among the most significant indicators used in this case are the employees of the employees. It reflects the number of employees who are at their place of work during the day. This indicator can be determined taking into account various adjustments - for example, those that take into account the alleged absence of employees for work.
Another important parameter that characterizesavailability of labor resources firm - the number of actually working professionals. It has a fundamental difference, in particular, from a conspicuous number - since the parameter in question does not include such an indicator as the value of the whole-day idle time, that is, those during which specialists did not start working during the whole working day on schedule.
Assessment of the human resources: nuances
Let us consider in more detail howapply these indicators in order to implement the assessment of the enterprise staff. The labor force is, as we noted above, the most important resource of the organization, and therefore management should be rational and reflect the specifics of building the business model of the enterprise.
The main goal of management and competentemployees of the company in this case - to provide the maximum labor productivity in order to increase the volumes supplied to the market of goods or services, as well as to ensure high efficiency of production organization. To do this, the management can evaluate the structure of the staff of the enterprise in order to identify: the security of the firm and its structural divisions with the necessary labor resources, indicators of staff turnover, indicators that characterize the labor productivity in the enterprise, the efficiency of using the company's working time, the rationality of employing the payroll fund.
Data sources, through whichKey indicators are to be obtained to solve these tasks - for example, the number of employees of the organization, their list or average numbers, most often are reporting documents - for example, Form No. P-4, as well as intracorporate data sources - for example, made by specialists of the personnel department.
Data on human resources: the order of evaluation
Let's consider now, in what order the estimation of personnel resources of the enterprise can be carried out.
Using the indicators considered,the competent specialists of the HR department of the company, first of all, analyze them for compliance with the planned indicators. If changes are observed, not only its quantitative characteristics are assessed, but also qualitative ones. In the process of analyzing the indicators for various categories of specialists, various deviations from the figures that were recorded following the results of the previous reporting periods are revealed and based on the comparison of the data, their interpretation is realized. Its main user is the management of the organization, which can use the received data for decision making:
- increase in the number of company staff;
- on the change in the structure of the company staff in order to improve the productivity of the enterprise;
- on the introduction of changes in the management structure of the organization in order to improve the efficiency of communications between employees of the firm when solving certain tasks.
It is worth noting that the list of employees of the company,their average number and other characteristics used in assessing the labor potential of the company are in many cases supplemented with other indicators that make analyzing the structure of the company staff even more informative. For example, the qualification composition of the enterprise staff, its structure in terms of the professional skills and competencies of the employees can be taken into account. In many cases, personnel management and company management in deciding on the optimization of the structure of the state can emphasize just the same on improving the skills of specialists than on the application of certain organizational measures aimed at improving the model of personnel management of the enterprise.
But in many cases,actual provision of the company with specialists of this or that profile. It may well turn out that the enterprise is experiencing the shortcomings of the staff possessing the necessary skill level.
Use of an estimation of a manpower at expansion of business
Analysis of the structure of the company's staff can beIt was also used to solve problems characterizing the expansion of business. A detailed study of the labor potential of the main enterprise, indicators of labor productivity of workers who operate in the company, will increase the efficiency of the deployment of new facilities of the enterprise - for example, when opening another factory line in another city. The availability of ready-made analytical data, obtained by specialists of human resources departments and managers of the main company, will make it possible to create a typical staffing table, to formulate optimal schedules of work, to distribute the positions of specialists in various structural divisions of the enterprise.
Thus, the calculation of the list composition, aalso the number of employees of the firm on the basis of the average values, supplemented by other significant indicators characterizing the labor potential of the company - for example, by the warehouse staff, allows the company's management to solve the most important tasks related to increasing the efficiency of labor at the enterprise, optimizing labor productivity, and deploying new capacities of the enterprise.
It is important to approach the analysis of relevantindicators, comprehensively, take into account the qualification characteristics of certain groups of specialists, the specifics of market trends and, which is also very important - the current provisions of the legislation of the Russian Federation. Successful solution of such problems will allow the enterprise to be more competitive in the market, ready to implement both growth strategies and plans aimed at maintaining the stable development of the company.