Coefficient of constancy of frames: the formula. Average number of employees

Each company has its own personnel department, but many people do not understand what exactly employees do that work there. Of course, the first thing that comes to mind is hiring and firing, but in fact the functions of the employees of this department are much wider. At the same time they need to know a lot of different theoretical information, and most importantly - be able to apply them in practice. Therefore, the highest professionals should always work there, so that they can positively influence the life and growth of the firm. However, in this one we will not specifically deal with the human resources department, but about one small specific coefficient that influences very much and is a part of the personnel turnover analysis and control system. It is this theme that will become the main one in this material. As for the coefficient, you will learn about it a little later - for now it is better to focus on a global view of the question. Do you know what turnover is? How does this affect the health of the company? What can be done with this? It's time for you to understand these concepts, especially if you are going to work in the personnel department or plan to maintain your own firm.

Staff turnover

Personnel fluidity is a problem that exists in absolutely all organizations, and it is with this that many entrepreneurs first of all try to fight. What it is? Personnel turnover refers to the process of permanent staff changes within the same organization. It is easy to understand that fluidity is not a good and positive indicator. Firstly, this means that the company has far from ideal conditions, because of which employees prefer to leave to move to another, more favorable position in another company. Secondly, this means that it is very difficult to organize team work, as the staff immediately changes as soon as it begins to get used to each other and build up interaction. Thirdly, this causes direct damage to the company, as it is necessary to constantly look for new employees, spend money and time on their training, try to compensate for a simple and so on. In general, fluidity is one of the biggest problems of any organization, therefore it is definitely necessary to fight it with all the forces, and often the actions of the personnel department are aimed at this. How is this done? First of all, it is worth noting the analysis and accounting of personnel.

Analysis of the movement of workers

Personnel accounting is one of the most important functions of this department. Specialists should use a huge number of different formulas to determine the state of the firm at a particular moment in the issues of fluidity. The analysis is usually multilevel and involves a lot of questions. Strictly speaking, the basis of this analysis is the calculation of the turnover of personnel, that is, the ratio of employees recruited to work and left. However, it should immediately be noted that the human resources specialists have several very useful formulas that allow you to calculate extremely interesting and important coefficients, which are then much more convenient to work with. And it is about one of them in this article will be discussed. About which one? From this material you will learn what constancy factor of frames is, and also study in detail, what it is composed of and how to calculate it by example. Remember that this coefficient is very important for analyzing the movement of employees in the company, so no competent specialist will neglect it. It is no less important than the factor of staff turnover that adjoins it .

Coefficients in analyzing the movement of employees

The coefficient of staff constancy is only one of a large number of factors with which the human resources department works in the process of analyzing the movement of employees, determining turnover and effectively fighting it. First of all it is worth noting two basic factors - the turnover of admission and dismissal. The first one shows how many employees the firm took on different posts for the reporting period, and the second - how many of them resigned. It should be noted that the coefficient is much more convenient unit of measurement. The usual number of employees does not tell you anything, since you may not know what the scope of the firm is, what its scales are, and so on. The coefficient offers you a clear value from zero to one (or it is 0% to 100%) - that is, you know the specific boundaries, and you are easier to navigate and use this indicator for further analytical work. The same applies to the coefficient of fluidity, which shows how serious the problem of fluidity in the firm at a particular moment. But what is the coefficient of staff constancy? This indicator is given the most attention in this article.

What is the coefficient of constancy?

Well, it's time to learn specifically what constancy factor is. In the same way as in the case of fluidity, this indicator shows how well the firm is doing with the ability to retain important employees in the workplace. It is not difficult to guess that this coefficient is very important in analytical work, so you should pay enough attention to it to fully understand how to calculate it. Naturally, he has his own formula for calculating. If you are not too strong in staffing, then the further description may seem to you a complex set of words, but do not be in a hurry to despair - later in the article each item will be disassembled in detail and separately. So, in order to find out the coefficient of constancy, or, as it is also called, the coefficient of staff stability, you need to divert the number of employees discharged during the calculation period from the list of personnel at the beginning of the calculated one, and divide the result by the average number for a specific period. The result can be used as a factor - and you can multiply by one hundred to get the percentage result. As you can see, at first glance everything is rather confusing, but if you carefully study this question, then you will hardly face any difficulties in the future. Well, it's time to disassemble each item individually, then calmly fold them into a single whole for a complete and absolute understanding of the issue.

Number of employees

So, the first indicator that you encounter when you are interested in the coefficient of staff stability is the list size of employees for the reporting period. Separately, this parameter no longer causes such confusion, and you can easily guess that it means the number of employees that was listed in the firm at the beginning of the reporting period - this can be any period, but most often the reporting in the personnel department is either a month, Or a year. Therefore, a specialist needs to make an accurate calculation of personnel throughout the organization in order to be able to use this parameter in the formula when calculating the coefficient further. Naturally, this is not the only thing that should interest you when you are trying to calculate the coefficient of constancy of frames - the formula includes other elements, which you will now learn a little more in detail. Always remember that each element is extremely important in calculations, so you should not make mistakes even in small things, because this will entail even more impressive problems and errors.

Number of dismissed employees

This is one of the simplest elements in calculating what constancy factor is. The formula includes much more complex parameters, but now you should concentrate on even such a trifle. Most likely, you already guessed that in this case you need to calculate the number of all laid-off employees for the entire reporting period. And it is absolutely about all employees, that is, all reasons for dismissal are taken into account. These can be either standard options, such as layoffs of one's own volition, incompetence, absenteeism and violations of labor discipline, or dismissal provided by law - in most cases this is a call to the army, relocation at the place of work of the spouse, admission to the educational institution With the inability to continue fulfilling the working obligations. Also taken into account and the causes of the physiological nature, such as a long illness or even death. In any case, all dismissals are accounted for in this parameter and participate in further calculations on the above formula. And when you already have the number of employees who left the organization, the time comes when you need to calculate the number of employees who worked for the entire reporting period.

Number of employees for the whole reporting period

In this paragraph, you will calculate the difference in the number of employees / dismissed workers during the reporting period. Here you will not need any new information, you will work with the indicators that you already have. So, to calculate the number of employees who have worked in the organization for the entire reporting period, you will need to perform a simple subtraction action. Take the number of employees that indicate the number of people who were registered in the workplace at the beginning of the reporting period and take away from it the number of laid-off employees who left their positions in the company during the reporting period. As a result, you will get the desired value - the number of employees who have worked at the enterprise during the whole reporting period. With this value, you will need to work further - and in fact you have only one step left to learn the result of all this work. But this step is big, serious, and also requires a lot of calculations. After all, now you need to find out what is the average number of employees per year.

Average number of employees for the reporting period

You already know what the number of employees is, but so far you have no idea what the average number is. Now you have to learn about this, because without this indicator you can not know the coefficient of constancy in any way. So, the average number gives you a value on the basis of the list size for each individual stage of the reporting period. If the reporting period is a month, the average number will be calculated based on the list for each day. How exactly is this value calculated? To do this, you need to count the number of employees in the firm for each day, then add up the results of all the days, and divide the amount by the number of days in the reporting period. As a result, you will get the average number that you can use in the formula. However, this simplified approach works only if you do not have contract or temporary employees. Temporary workers are those employees of the firm who work part-time. Here the calculation is made not by the number of employees, but by the hours they have worked, in relation to the total amount of hours that are worked out within the ordinary workday.

Calculation of coefficient

Well, now you have all the data you need to fully understand the formula. You understand what retirement is, how this parameter interacts with the list size of employees, as well as much, much more. You know absolutely all the data, and all you have to do is to substitute the necessary numbers. Now, so that you all understand as precisely as possible, one concrete example will be analyzed. Only once it is worth mentioning that in calculating the average number for simplification will be considered only permanent employees - yet not every company has employees who work not on a permanent and full basis. If in your company they are still available, then make sure that the personnel department takes them into account separately from permanent employees.

So, it is worth assuming that the average firm had a hundred employees at the beginning of the reporting year - this is a convenient amount for further calculations. During the year, twenty of them resigned. These are already two values that you can substitute into the formula to get the third. Subtract from the list of employees (100 people) the number of laid-off workers (20 people) to get the number of employees for the entire reporting period - it will be eighty people. This value is abstract, that is, you can not use it for any other calculation, so just mark it so you do not lose it.

It's time to move on to the next step-counting the average number of people. This is a slightly more complicated and lengthy process, since you will need to take the number of employees for each day of the reporting period to get the desired result. It makes no sense even in the example to try to bring any number of employees, but most often it is less than a hundred. In the calculations for this example, the number 93 was obtained, which you can now use to get the final result. As you remember, in the numerator of your formula there is a number of 80, but now you add the number 93 to the denominator. The result of division is the coefficient 0.86 rounded to two decimal places. If it is more convenient for you to work with the percentage, then you can multiply this figure by 100 to get eighty six percent. Or you can leave everything exactly the same as it is, and use a fractional coefficient. In any case, you have a ready result. However, one very important question remains - what does it mean? That is, you have some specific meaning, but will the specialist of the HR department bring his good or bad news to his boss? In further analysis, find out that the company is in a depressing state? Or in the prosperous?

Aspiration for unity

Naturally, you need to understand the entire industry in order to immediately say how good this result, which was obtained in the previous example. However, now you will find out the answer to this question of great interest to you. So, based on the practice that exists today, the coefficient tends to unity, so the result you obtained is 0.86 (or eighty-six percent), which is approximate to the norm. Of course, it is impossible to predict how this coefficient will come out, but you know that it reflects the stability, the constancy of the collective in the firm, and with this coefficient one can work further in the analysis. Usually it is used in combination with the coefficient of fluidity, because the coefficient of constancy is incomplete and does not show the whole picture. That is, you can not come to the boss from the HR department and say that the coefficient of constancy this year is very good - the specialist must provide a full report, and this coefficient matters only for him. The head is waiting for a report on what is the level of staff turnover, how bad he is, and what is planned to do with it.