Analysis of the use of labor resources: tasks and directions

The effectiveness of labor resources has a direct impact on such qualitative characteristics of the enterprise as profit, cost, volume of production, etc. Therefore, when you analyze the status of your company or assess the "potential" of business partners, pay attention not only to the condition Fixed assets, material resources, but also to what are the generalized indicators that demonstrate the rationality of the use of personnel.

Analysis of the use of labor resources. Tasks:

1. To study and assess the security of the firm, as well as its departments, by the staff, in general, and by occupation, and by category.

2. Determine and study the indicators of turnover of staff.

3. Identify possible reserves of labor resources, so that they can be used more fully and efficiently.

Analysis of the use of labor resources: what sources of information to use?

The information that is necessary for carrying out this analysis can be obtained from:

1. Work plan.

2. Report on work (a statistical report).

3. Data of the personnel department and time-keeping records.

Analysis of the use of labor resources: the main directions

The study begins with an assessment of the firm's supply of labor. For this purpose, the number of employees by composition and structure is analyzed.

One of the important directions in the analysis is to assess the level of qualification of the personnel. At the same time, it is characterized by workers in the tariff categories, in ITR - with experience and education.

The movement of workers at the enterprise, which is connected both with employment and with the dismissal of personnel, is an important object of analysis, because the level of personnel stability is one of the factors that directly affects the efficiency of production, in particular, labor productivity.

For the analysis, such indicators of labor movement as:

1. Total turnover. This is the ratio of the number of people hired and dismissed in the analyzed period to the number (average) of workers.

2. Turnover on admission. This is the ratio of the number of employees recruited to work, the number (average) workers.

3. Turnover. This is the ratio of the number of employees discharged in the period to the number of (average) workers.

4. Required turnover. This ratio of the number of employees dismissed for reasons beyond the control of the firm and unavoidable reasons, to the number of (average) workers.

5. Fluidity, which is the ratio of the number of those who quit for absenteeism, at their own will, etc., to the number of (average) workers.

Meanwhile, both output and other economic indicators of firm performance depend not only on how the number of employees varies, but also on how fully the working time is used (for this purpose a special balance is drawn up), and also on labor productivity. For the analysis of the latter category, a number of indicators (private, generalizing and auxiliary) are used: average hourly, mid-term, average annual output of output per worker in physical and value terms, labor intensity of a unit of production, time costs for performing a unit of production,

The qualitative structure of the personnel of the enterprise on such signs as sex, profession, length of service, educational level of age, etc. is subject to analysis.

Analysis of the use of labor resources also implies the study of expenditures intended to pay workers. When assessing the reasonableness of the wage fund, which is included in the cost of output, it is taken into account how much the growth rate of wages corresponds to labor productivity.

Then the composition of the fund itself and the factors of its change are determined. It is calculated whether there is a surplus of WFP or relative savings. At the same time, the funds that go to pay wages must be evaluated, relying on profit analysis and analysis of output and sales of products.