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The headcount is what? The standard and the calculation of the number of staff

Optimization of the structure of the human resources of the enterprise may require its responsible managers to carry out serious work related to determining the number of staff. What is this indicator? How is it determined?

What is the number of staff?

First, let's look at the definition. The headcount is the number of employees determined by the internal regulations of the organization, which is necessary to ensure the fulfillment of production plans by the relevant economic entity, taking into account the available resources and conditions. Based on the number of staff, the management of the organization forms a payroll, as well as staffing.

The main task in determining the number of staff

The main task of competent managers of the enterprise is to correctly calculate the indicator in question. расчет штатной численности персонала фирмы можно, задействовав ведомственные нормативные акты. It is possible to efficiently implement the calculation of the staff number of the firm 's staff by using departmental regulations. Despite the fact that they are adapted to be used mainly only in the sphere that is managed by the issuing authority, those principles and wording contained in the relevant sources of norms are also suitable for private organizations. норматив штатной численности Приказ Росархива № 9, принятый 14.01.2004 года. Among the most common departmental legal acts, the provisions of which allow us to determine the standard of staffing - Order Rosarkhiva № 9, adopted on 14.01.2004. Let's consider its main provisions.

Determination of the number of staff: methodology Rosarkhiva

штатная численность — это In the opinion of this department, the number of staff is An indicator which is recommended to be established proceeding from interbranch, branch, and also local specifications, concerning labor legal relations. The main thing is that the provisions of these sources allow us to determine what should be the optimal number of certain functional units of the institution or individual employees.

The staff number , according to Rosarkhiv, should be separately established for specific structural divisions, managers and ordinary specialists of the organization. The methodology proposed by the Office makes it possible to determine the optimal number of staff of the institution in accordance with the noted approach. The most important criterion for the successful solution of this task is the use of current standards related to labor relations. Let's consider their specifics in more detail.

Standards for staffing: methodology Rosarkhiva

According to Rosarkhiv, in order to calculate the optimal number of staff it makes sense to apply such standards as:

- the norm of working hours;
- rate of output;
- the norm, estimated from the point of view of controllability;
- the rate of time for the provision of services;
- the norm of service.

Under the norm of working time, the agency understands the amount of work time costs that is set for the employee or group of specialists to perform a unit of work under given resources and conditions.


Under the norm of development Rosarkhiv understands the fixed amount of work that is to be performed by one employee or a group of specialists within a unit of working time within the available resources and conditions.
штатная численность предприятия по методике Росархива, понимается количество сотрудников, деятельность которых может быть эффективно скоординирована при заданных ресурсах и условиях одним менеджером. Under the rule of controllability, which is taken into account when the optimal staff size of an enterprise is determined by Rosarkhiv's methodology, is understood the number of employees whose activities can be effectively coordinated with given resources and conditions by a single manager.

Under the norm of service, the department understands the optimal number of units of certain devices, workplaces, customers of the enterprise, which the employee or a group of specialists are obliged to service within the unit of working time, again under given resources and conditions. Under the norm of service provision time is understood the amount of working time necessary for an employee or a group of specialists to qualitatively fulfill the previous norm, that is, the norms of service.


How are the norms applied to the staff strength?

Proceeding from the mentioned norms, the management of the firm determines what the staff number and staffing should be, which allow the business entity to stably carry out the main activities. As a rule, these standards allow us to cover all the key aspects of the organization of the production process in the enterprise.

The most important aspect of calculating the corresponding indicators is the classification of work positions in the state of the enterprise by different groups. Let's study it in more detail.

Classification of staff in determining staff numbers: nuances

So, the staff size is the amount determined by the internal regulations of the organization, which shows how many employees of this or that specialization need to hire an enterprise to solve business problems within the framework of the main activities. At the same time, employees of the company can be allocated to work items classified according to criteria established by responsible managers.

Rosarkhiv, as well as many municipal organizations operating in the Russian regions, prefer to follow the methodology for classifying work positions, according to which the staff of the institution is divided into 4 main categories:

- managers;
- specialists;
- technical executors;
- service staff.

Thus, the calculation and approval of staffing levels Are carried out for each of the marked categories of workers separately. Consider the specifics of these groups of employees in the context of calculating the indicator in question, in more detail.

Classification of staff in determining staff numbers: managers

Managers or administrative personnel are employees of the firm who perform functions related to the organization of the production process, the management of subordinate employees within their authority. Specific tasks, as well as the competencies that managers must have to solve them, are most often prescribed in an employment contract with the employer.

As a rule, the group of employees of the organization in question is the smallest in terms of staffing. But it is important, having hired even a small number of managers, to define the authorities for them so that they can organize the work of their units most effectively. Thus, the approval of the number of managers is a simple task in terms of determining the number of specialists in this profile, but difficult in terms of determining the scope of authority of these employees, taking into account which the number of staff for other categories of employees of the organization.

Specialists

This category of employees is responsible for the main surplus product in the firm, which is created by the production or sale of goods by the enterprise, the provision of services, the implementation of investment activities. Thus, the formation of staff numbers for this category of employees is a key task for enterprise managers.

Specialists can solve a wide range of tasks, and those working positions on which they carry out labor activity, can be classified for additional reasons. So, at the enterprise the following categories of experts can work: consultants, engineers, developers, personnel officers, accountants. For each of them, individual indicators can be determined by the number of staff.

Technical executors

Some experts prefer to combine this category of employees and the previous one. But between them there can be a very noticeable difference: technical executors, as a rule, only help specialists in solving their problems. However, their role can also be very important. Reducing the staffing level of personnel belonging to this category can be extremely undesirable in terms of ensuring that the company achieves the best performance.

Technical executors can be represented by programmers, network administrators, electricians, installers. It should be noted that the allocation of employees of these professions to the category of technical executors will be carried out only if the main activity of the firm is not related to their work. If it is vice versa, then they, in turn, can be considered from the point of view of personnel classification as specialists. The status of technical executors will already have other employees.

Service staff

Another possible category of the company's employees is the service staff. In turn, it can be considered fairly close to the previous group of employees. However, the considered category of personnel, as a rule, is least connected with the main activity of the enterprise. Their task is not to help specialists, as technical executors do, but to ensure the functioning of the company's infrastructure.

Thus, cleaning personnel, plumbers, repair workers can be considered as maintenance personnel. Their work is also important, and in many cases an increase in the number of staff in this category of employees may be required even more than the invitation of new specialists, since tasks may be necessary to improve the functioning of the organization's infrastructure.

Summary

Thus, to calculate the number of staff, responsible managers can apply: Rosarkhiv's methodology in terms of the standardization of staff numbers, common approaches to the classification of personnel into certain categories, for which individual indicators can be determined by the size of the staff. The main task that faces responsible managers is to identify the real need of the organization in specialists with a specific level of competences and powers.

The headcount is one of the key criteria for organizing an effective enterprise management. The degree to which the managers of the firm will be carried out with quality in the part of its definition will in many respects affect the efficiency of production, and hence, the competitiveness of the business. When solving this problem, it is important to observe consistency in assessing the needs of the enterprise, as well as pay attention to the necessary detailing of production processes when selecting human resources that will play a crucial role in ensuring the effective use of the enterprise's capacities.

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