Indicators of the composition and movement of personnel. Indicators of the number, composition and movement of employees of the enterprise. Enterprise personnel planning
At the level of enterprises and industries, there is no concept of the employed population. This concept is replaced by the indicator "number of employees". Information on the number of employees is transmitted monthly according to the form No. P-4 (“Information on the number, salary of employees and hours worked.”) The number of employees is called the payroll number, which includes permanent or temporary employees at the enterprise, adopted by written agreement and by order of the employer. List workers include those for whom a work book is entered.
In addition to the payroll number of employees, the number of unscheduled personnel is taken into account, which includes external part-time workers and those employed to perform certain types of work under civil law contracts
In turn, the payroll, as well as the number of those employed in the economy, have a job, a profitable occupation, and receive taxable income.
The payroll at a given point in time includes those who have appeared and did not appear for work for various reasons: holidays and weekends, regular study leaves, sick leave of various types, strikes, rallies, truancy.
The payroll number of employees is determined in the reporting of enterprises as the average payroll number for a period of time.
SSH - average headcount
SSCH m - SSCH per month
The payroll on holidays and weekends is taken into account on the last working day. If the enterprise does not start work from the beginning of the month, the SDR is still determined by the ratio to the total number of calendar days.
For a quarter and longer periods of time, the SSR is determined:
If the time intervals between dates or periods are not equal, then the arithmetic weighted average formula is used
SSRi - SSR for the i-th period of time
ti - duration of the i-th time period
The payroll number of workers in most enterprises is divided into the number of workers and the number of employees. For the category of workers, the average number of workers and the average number of employees can be calculated
SFP \u003d 
All-day downtime is the days when workers show up for work, but not for reasons dependent on them did not start it. Day-to-day downtime is included in work attendance. Therefore, to determine the actual hours worked, they are deducted from the attendance at work.
At enterprises, the movement of workers is recorded (form No. P-4). The movement is characterized by:
Number at the beginning of the year
By hiring
Disposal (dismissal)
Population at the end of the year
The absolute number of movement of workers, people and movement coefficients are determined. The coefficients of admission, retirement of employees, turnover of personnel are determined by the ratio of the absolute indicators of movement to the average headcount, expressed in%.
International staff turnover includes all those dismissed during the year. In Russian practice, the reasons for fluidity include:
Dismissals of their own free will
By decision of the judiciary
Due to the inadequacy of the position held
Absenteeism and other violations of labor discipline.
Under such a concept as the movement of the personnel of the enterprise, we understand the change in the payroll number of employees of the enterprise in connection with hiring and firing.
The movement of personnel is divided into external and internal.
External frame movement includes:
Acceptance turnover;
Dismissal turnover;
Personnel turnover (shift) coefficient.
Internal movement of personnel is characterized by:
Interdepartmental movement;
Interprofessional mobility;
Qualification movement and the transfer of workers to other categories.
Turnover metrics are widely used to characterize the overall dimensions of frame movement. At the same time, the general and private (by hiring and firing) turnover coefficients are calculated.
The total turnover ratio is determined by the ratio of the sum of hired and dismissed to the average number of workers or employees.
Intrafirm movement is of several types:
1. Interdepartmental movement. It is based on technical shifts in production, organizational restructuring, rearrangements of some workers as a result of the retirement of others from the enterprise, as well as dissatisfaction with the conditions and organization of work and life, relations with the administration or with the team, the desire to work in another unit with friends, family members and etc.
2. Interprofessional mobility - the transition to a new profession. These movements are associated with both technical progress and the realization of personal interests. Professional mobility takes a significant place not only in the internal turnover of personnel.
3. Qualification movement - the transition from one category to another within the existing tariff system.
4. Transfer of workers to other categories (specialists, employees). The movement is implemented within the framework of dividing the employees of the enterprise into accounting categories of personnel, reflecting the socio-economic differences in the position of these employees.
The total intra-firm turnover of employees is determined by the coefficient, which is calculated by the number of employees who took part in the intra-firm movement, regardless of the number of changed positions. Thus, the coefficient of intra-firm turnover by the number of employees is defined as the ratio of the number of workers who took part in the intra-firm movement, regardless of the number of changes made in their positions to the average headcount.
To assess the personnel policy of the company, the total number of hired and retired employees is determined, as well as distributions are plotted by source of income and directions of retirement. On the basis of these data, the balance of the movement of personnel (balance of labor resources) can be built (Table 1).
Table 1. The structure of the balance of the movement of personnel of the enterprise
The number of hired includes persons who were enrolled in this organization in the reporting period by order (decree) on employment.
Among the sources of labor input are usually distinguished: taken on the initiative of the enterprise; accepted in the direction of employment services; accepted on vouchers after graduation from educational institutions; accepted by way of transfer from other enterprises.
The number of retired workers includes all employees who left work in this organization, regardless of the grounds (termination of the employment contract on the initiative of the employee, on the initiative of the administration; agreement of the parties; conscription or admission to military service; transfer of an employee with his consent to another organization or transfer to an elective position and etc.), the departure or transfer of which is formalized by an order (decree), as well as those who left in connection with death.
The number of voluntarily retired employees includes employees who retired from the organization on the initiative of the employee himself, as well as in the following cases:
Election to positions filled by competition;
Moving to another area; transfer of a spouse to another locality, abroad;
Illness or disability that prevents you from continuing to work or live in the area;
Enrollment in an educational institution, postgraduate study, or clinical residency;
Dismissal of their own free will with the onset of retirement age or receiving an old-age pension;
The need to care for sick family members or disabled people of group I;
Agreement of the parties;
Dismissal at their own request of pregnant women, women with children under the age of 14, single mothers if they have a child under the age of 14 or a disabled child under 16.
The number of hired and retired employees on the payroll does not include:
Employees recruited to work under special contracts with state organizations (military personnel and persons serving a sentence of imprisonment);
External part-timers;
Employees who performed work under civil contracts.
In accordance with the regulatory documents of the statistical monitoring bodies, to characterize the movement of workers, the total number of hired and retired employees is determined, including those retired of their own free will.
To assess the intensity of movement of the personnel of the enterprise, as well as for a comparative analysis of the movement of personnel over long periods of time or between enterprises, it is necessary to use relative indicators calculated as a percentage of the average number of employees of the enterprise:
The coefficient of total turnover is the ratio of personnel turnover to the average number of employees.
The indicator of the average headcount (r) is used in the enterprise to calculate and plan other economic indicators, such as wages, labor productivity, production volume, etc.
To total. about \u003d K about. by uv + K vol. reception, or
To total ob \u003d (all dismissed + all accepted) / r
Disposal turnover ratio is the ratio of the number of people leaving for the reporting period to the average headcount:
Cob.inv \u003d rv / r
where rv - all retired employees for a certain period.
Hiring turnover ratio is the ratio of the number of people employed for the reporting period to the average headcount:
Cob.reception \u003d rprin / r
where rpr is all employees hired for a certain period.
Personnel constancy ratio - the ratio of the number of employees on the payroll for the entire reporting year to the average number of employees:
Kpost \u003d rн / r
where rн - employees who are on the payroll for the entire calendar year.
To determine employees who are on the payroll for the whole year, it is necessary to exclude from the payroll number of employees at the beginning of the year those who left during the year for all reasons (except those transferred to other organizations), but do not exclude those who left the number of those accepted in the reporting year, since in the lists organization at the beginning of the year they were not.
The shift factor of workers is the ratio of the total number of man-days worked by workers in all shifts to the number of workers in the busiest shift
Kcm \u003d ∑D / rnaib.cm
where ΣД is the total number of man-days worked by workers in all shifts;
rnaib. cm - the number of workers in the busiest shift.
When calculating Ksm for one day, data on the number of workers who worked in each shift can be used in the numerator and denominator. The shift ratio is calculated both for the shops and for the enterprise as a whole.
The positive value of this coefficient indicates that the process of hiring new employees compensates for the loss of labor resources, while new jobs are additionally created at the enterprise. A negative value of the coefficient occurs when the number of those dismissed exceeds the number of those accepted.
The amount of work with personnel depends on the number of personnel, as the analysis of the data in Table 1 shows, the number of personnel at the enterprise is increasing every year. The number of personnel as of 01.09.2015 was 291 people, it should be noted that the number of personnel increased in comparison with 2013 by 74.2%. The growth took place in all categories of personnel.
Table 1 - Average number of employees
|
Name | |||
|
Average number of employees | |||
|
Incl. managers, specialists, employees | |||
|
Pedagogical staff | |||
|
Including part-time workers | |||
Figure 2 - age structure of teachers
Figure 2 shows the age composition educators.
Analysis of the payroll number of personnel for hiring and firing, turnover, showed that the dismissal does not exceed the number of hiring workers. As a result of the constant hiring and dismissal of employees, the composition of the organization's personnel and turnover are constantly changing (table 2).
Table 2 - Personnel movement
|
Index | |||
|
Average headcount of all personnel, people | |||
|
Accepted - pers. | |||
|
Fired - people | |||
|
Reception turnover ratio,% | |||
|
Dismissal turnover ratio,% | |||
|
Fluidity,% |
The turnover ratio for hiring in 2015 is 18%, and the turnover ratio for retirement is 9%, from which it can be concluded that the number of both hired and retired decreased compared to 2013. However, the increase in the acceptance rate is much greater than the increase in the disposal turnover rate. This means that the average headcount has increased by 28 people. It is also clearly seen that the turnover rate on admission and the rate of turnover on disposal are gradually decreasing, which indicates the constancy of personnel.
Staff turnover is a necessary channel for the movement of labor. It turns into a problem if it becomes excessive (10 - 25% or more per year). As of September 1, 2015, the employee turnover rate was 8.87%, indicating a relatively stable workforce environment. However, it should be noted that staff turnover in 2015 was lower than in 2013-2014.
Analysis of data for the period 2013 - 2015 on hiring and firing showed that the main reason for dismissing employees is their own desire -96%, the next reason is retirement age (table 3)
Table 3 - Data on reasons of dismissal for 2013 - 2015
The main reasons for dismissing employees is their own desire.
The average number of employees for the month is obtained by dividing the sum of the number of employees on the payroll for all calendar days of the month by the number of calendar days in the month (28,29, 30, 31), even if the company is working incomplete calendar month. The number of employees for weekends and holidays is taken equal to the number for the previous working day.
The average number of part-time workers is taken into account in proportion to the hours worked.
The average number of persons performing work under civil and seasonal contracts is calculated using the methodology for calculating the average headcount.
3. Indicators of movement of personnel of the enterprise
Under such a concept as the movement of the personnel of the enterprise, we understand the change in the payroll number of employees of the enterprise in connection with hiring and firing.
The movement of personnel is divided into external and internal.
External frame movement includes:
Acceptance turnover;
Dismissal turnover;
Personnel turnover (shift) coefficient.
Internal movement of personnel is characterized by:
Interdepartmental movement;
Interprofessional mobility;
Qualification movement and the transfer of workers to other categories.
Turnover metrics are widely used to characterize the overall dimensions of frame movement. At the same time, the general and private (by hiring and firing) turnover coefficients are calculated.
The total turnover ratio is determined by the ratio of the sum of hired and dismissed to the average number of workers or employees.
Intrafirm movement is of several types:
1. Interdepartmental movement. It is based on technical shifts in production, organizational restructuring, rearrangements of some workers as a result of the retirement of others from the enterprise, as well as dissatisfaction with the conditions and organization of work and life, relations with the administration or with the team, the desire to work in another unit with friends, family members and etc.
2. Interprofessional mobility - the transition to a new profession. These movements are associated with both technical progress and the realization of personal interests. Professional mobility takes a significant place not only in the internal turnover of personnel.
3. Qualification movement - the transition from one category to another within the existing tariff system.
4. Transfer of workers to other categories (specialists, employees). The movement is implemented within the framework of dividing the employees of the enterprise into accounting categories of personnel, reflecting the socio-economic differences in the position of these employees.
The total intra-firm turnover of employees is determined by the coefficient, which is calculated by the number of employees who took part in the intra-firm movement, regardless of the number of changed positions. Thus, the coefficient of intra-firm turnover by the number of employees is defined as the ratio of the number of workers who took part in the intra-firm movement, regardless of the number of changes made in their positions to the average headcount.
To assess the personnel policy of the company, the total number of hired and retired employees is determined, as well as distributions are plotted by source of income and directions of retirement. On the basis of these data, the balance of the movement of personnel (balance of labor resources) can be built (Table 1).
Table 1. The structure of the balance of the movement of personnel of the enterprise
The number of hired includes persons who were enrolled in this organization in the reporting period by order (decree) on employment.
Among the sources of labor input are usually distinguished: taken on the initiative of the enterprise; accepted in the direction of employment services; accepted on vouchers after graduation from educational institutions; accepted by way of transfer from other enterprises.
The number of retired workers includes all employees who left work in this organization, regardless of the grounds (termination of the employment contract on the initiative of the employee, the initiative of the administration; agreement of the parties; conscription or enrollment in military service; transfer of an employee with his consent to another organization or transfer to an elective position and etc.), the departure or transfer of which is formalized by an order (decree), as well as those who left in connection with death.
The number of voluntarily retired employees includes employees who retired from the organization on the initiative of the employee himself, as well as in the following cases:
Election to positions filled by competition;
Moving to another area; transfer of a spouse to another locality, abroad;
Illness or disability that prevents you from continuing to work or live in the area;
Enrollment in an educational institution, postgraduate study, or clinical residency;
Dismissal of their own free will with the onset of retirement age or receiving an old-age pension;
The need to care for sick family members or disabled people of group I;
Agreement of the parties;
Dismissal at their own request of pregnant women, women with children under the age of 14, single mothers if they have a child under the age of 14 or a disabled child under 16.
The number of hired and retired employees on the payroll does not include:
Employees recruited to work under special contracts with state organizations (military personnel and persons serving a sentence of imprisonment);
External part-timers;
Employees who performed work under civil contracts.
In accordance with the normative documents of statistical monitoring bodies, to characterize the movement of workers, the total number of hired and retired employees is determined, including those retired of their own free will.
To assess the intensity of movement of the personnel of the enterprise, as well as for a comparative analysis of the movement of personnel over long periods of time or between enterprises, it is necessary to use relative indicators calculated as a percentage of the average number of employees of the enterprise:
The coefficient of total turnover is the ratio of personnel turnover to the average number of employees.
The indicator of the average headcount (r) is used in the enterprise to calculate and plan other economic indicators, such as wages, labor productivity, production volume, etc. (see above)
To total. about \u003d K about. by uv + K vol. reception, or
Disposal turnover ratio is the ratio of the number of people leaving for the reporting period to the average headcount:
where r uv - all retired workers for a certain period.
Hiring turnover ratio is the ratio of the number of people employed for the reporting period to the average headcount:
where r accepted - all hired workers for a certain period.
Personnel constancy coefficient - the ratio of the number of employees on the payroll for the entire reporting year to the average number of employees:
where r n - employees who are on the payroll for the entire calendar year.
To determine the employees who are on the payroll for the whole year, it is necessary to exclude from the payroll number of employees at the beginning of the year those who left during the year for all reasons (except those transferred to other organizations), but not exclude those who left the number of those accepted in the reporting year, since in the lists organization at the beginning of the year they were not.
The shift factor of workers is the ratio of the total number of man-days worked by workers in all shifts to the number of workers in the busiest shift
where ΣД is the total number of man-days worked by workers in all shifts;
r naib. cm - the number of workers in the busiest shift.
When calculating K cm in one day, data on the number of workers who worked in each shift can be used in the numerator and denominator. The shift ratio is calculated both for the shops and for the enterprise as a whole.
The positive value of this coefficient indicates that the process of hiring new employees compensates for the loss of labor resources, while new jobs are additionally created at the enterprise. A negative value of the coefficient occurs when the number of those dismissed exceeds the number of those accepted.
4. Practical application of indicators of movement of workers and their statistical processing
Calculation of the average headcount
The number of employees of the enterprise for the period:
The average number of employees (r) for the period is equal to:
person / month
Rounding off the indicator, we get the average headcount - 93 people / month.
Retirement turnover ratio calculation
Fired workers:
The average number of laid-off workers (r uv) is equal to:
person / month
Calculation of the coefficient of turnover on reception
Employees hired:
The average number of hired workers (r prin) is equal to:
person / month
Calculation of the ratio of the total turnover
Calculating the persistence rate
The number of employees on the payroll for the entire period (r n) was:
Statistical processing: the average number of employees working at the enterprise per month is 93 people. For various reasons, during the period, an average of 7 people leave the enterprise, which in percentage terms was 7.5%. At the same time, on average, an enterprise employs 6 people per month, i.e. 6.5% of the payroll. Therefore, the total turnover ratio is 14%. The number of permanent employees at the enterprise for the period amounted to 79.6% of the payroll.
The staff turnover rate should be equal to 3-5% of the payroll of the enterprise. At this enterprise, it was exceeded by 2.5%. This small deviation increases the cost of hiring new employees and reduces the volume of output, but not to a significant extent.
Conclusion
As part of the functions assigned to the statistical bodies, the Goskomstat of Russia develops a methodology and tools (reporting forms, instructions and instructions for filling them out) for conducting federal state statistical observations on statistics on the number, wages of workers and the use of working hours.
This information is collected from legal entities and their separate subdivisions according to a unified methodology and is developed by industry, type of activity, region for comparative analysis, calculation of employment indicators, average wages per employee per month and per hour worked, indices of nominal and real wages fees as well as for international comparisons
Different approaches are used to characterize the directions of employee retirement. So, for example, retirement is distinguished for physiological reasons: in connection with death, prolonged illness, inability for health reasons to continue working at this enterprise, reaching retirement age.
At the heart of another approach, traditional for domestic statistics, the concepts of necessary and excessive labor turnover were adopted.
The required turnover included retirement for reasons directly provided for by law (expiration of the term of an employment contract, conscription into the army, admission to an educational institution with a break from work, election to elected government bodies, transfer to other enterprises, moving to the place of residence of a spouse, etc. )
Excessive turnover (staff turnover) included reasons not directly provided for by law and related to the personality of the employee (dismissal of their own free will, for absenteeism and other violations of labor discipline).
Allocation of excess turnover made it possible to determine the so-called staff turnover rate - the ratio of the number of employees who left for a certain period for reasons related to staff turnover, to the average number of employees for the period. The turnover rate can be considered as an indicator of assessing the effectiveness of the company's personnel policy.
The current practice of statistical recording of the movement of workers does not highlight the excessive turnover of labor, therefore, the level of staff turnover can be estimated only according to the data of primary statistical accounting.
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Methodology for statistical observation of the number of employees, wages and use of working hours
application
Personnel of the enterprise (firm) Is a collection of individuals whose relations with the enterprise are governed by the employment contract.
The professional composition of the enterprise's employees is studied in accordance with the All-Russian Classifier of Workers' Professions, Employee Positions and Wage Grades (OKPDTR). According to this classifier, employees who make up the personnel of the enterprise, depending on the nature of the functions performed, are divided into two groups: workers and employees. The workers are divided into main and auxiliary workers. In the group of employees, managers, specialists and other employees are distinguished.
To study the composition of the labor force, groups are also built by profession and by skill level.
Under profession understand a certain type of work activity, due to the totality of knowledge and work skills acquired by employees as a result of special training or in practice. Within each profession, workers are distinguished qualifications. For specialists and employees, the level of qualification is determined based on the level of special education, which in the process of labor activity is adjusted according to the results of periodically conducted attestations. The qualifications of workers are determined tariff rate assigned based on the results of periodic tests.
When determining the number of personnel, it is customary to highlight:
- employees on the payroll of the enterprise;
- external part-timers;
- employees working under civil contracts.
AT payroll includes employees who worked under an employment agreement (contract) and performed permanent, temporary or seasonal work for one day or more, as well as working owners of organizations who received wages in this organization. The payroll number of employees for each calendar day includes both those who actually work and those who are absent for any reason. An internal part-time worker with more than one rate is counted in the payroll as one person.
Accounting external part-timers conducted separately. In the order on the appointment of external part-time workers (the work books of such workers are stored at the place of their main work), it should be stipulated that the duration of their work should not exceed 50% of the established by law for this category of workers.
Also not included in the payroll are persons working under a civil contract , attracted by the enterprise, as a rule, for performing one-time, special or household work (repair, examination, consultation, etc.).
The number of personnel, as well as its individual groups, is characterized by indicators of two types: momentary,that is, determined on a specific date (survey date, census date, reference date), and interval,i.e. the average for the period.
Average number of employees per month is obtained by dividing the sum of the number of employees on the payroll for all calendar days of the month by the number of calendar days in the month (28, 29, 30, 31), even if the enterprise works for an incomplete calendar month. The number of employees for weekends and holidays is taken equal to the number for the previous working day.
The average number of employees can also be determined according to the data of the daily time keeping records of the use of working hours. To do this, the sum of all attendances and absenteeism for all calendar days of the month must be divided by the number of calendar days.
In order to avoid distortions when using the average headcount indicator in calculating other economic indicators (labor productivity, average wages), some payroll employees are not included in the average headcount. These workers include:
- women who are on maternity leave, on additional parental leave;
- employees on study leave and additional leave without pay;
- persons who are not on the payroll and involved in work under special contracts with state organizations for the provision of labor (military personnel and persons serving a sentence of imprisonment);
- persons hired in accordance with an employment contract for part-time work (week), they are taken into account in proportion to the hours worked.
The average number of employees for a quarter is determined by summing up the average number of employees for all months of work in the quarter and dividing the amount received by three (even if the company worked incomplete quarter):
The average number of employees for the period from the beginning of the year is determined by dividing the sum of the average number of employees for all months from the beginning of the year by the number of calendar months from the beginning of the year. When determining the average headcount for the year, the sum of the average headcount for all months of the reporting year is divided by 12 (even if the company has been working for less than a year).
The average number of part-time workers is taken into account in proportion to the hours worked. The average number of persons performing work under civil contracts is calculated according to the methodology for calculating the average headcount.
Additionally, at the enterprise level, the average attendance and the average number of people actually employed can be calculated:
where D slave - the number of working days.