Human Resources Analysis: a brief summary

An analysis of the work of any enterprise is impossible without considering the specifics of the work of the personnel of this enterprise, determining the effectiveness of labor and developing measures to increase it. Very often, when analyzing the workforce, managers face many problems and can not find answers to various questions. We will try to give answers to some of them.

So, why is it necessary to conduct an analysis of the workforce? It's simple - staff is the main driving force of any enterprise. Even grandfather Marx defined a century ago that without staff any equipment will stand idle, which means that it is human labor that is the source of surplus value (read - profits). You can, of course, give a lot of counterarguments and arguments that entrepreneurial abilities play an important role, however, in the most general case, this statement can be taken as an axiom. And since the employees of the enterprise are precisely the factor that directly affects, and, one might even say, forms profit, it is logical that this factor should be given maximum attention.

The analysis of labor resources should concern the following aspects:

• Analysis of the supply of labor - it is necessary to understand how much labor is available in the enterprise, what production capacity they can provide, whether there are surpluses or a shortage of labor.
• Analysis of the use of the labor resources of the enterprise - perhaps it is obvious that any resource, be it a land plot, machine tool or labor, can be used in different ways. There is also no objection to the assumption that maximizing the effective use of resources will help maximize the profit of the firm. That is why it is necessary to understand how effectively the employees of the enterprise work, are there any factors that reduce their efficiency (through the fault of the employees or the firm itself), and what are the possible reserves of increasing labor productivity. This part of the analysis procedure is the most important, since the results of this part of the research are based on the majority of the conclusions.
• When analyzing the labor resources of an enterprise, one should not forget about such an important part of the research as the analysis of labor remuneration. It's not a secret for anybody that pay is the main motivating factor for an employee. It is also known that both too low and too high a payment results in the employee relaxing and starting to work less efficiently. Analysis of labor resources in terms of labor costs involves studying and reviewing the system of calculating salaries, the bonus system, paying vacation and other aspects of labor remuneration precisely in terms of their impact on the efficiency of the production process. Do not confuse this procedure with the audit of labor remuneration, because in this case it is important for us to check the incorrectness of the documentary payment in the accounting department, and evaluate the effectiveness of the existing payment system and give recommendations on its improvement and modification.

Thus, the analysis of labor resources is an important management tool, and is widely used both in small enterprises and in large transnational corporations. This procedure, of course, can be carried out once, however, a more permanent control of the state of labor resources in the form of monitoring is considered more effective now. This allows you to respond more quickly to any changes and maintain the maximum efficiency of using the workforce in the firm.