List of employees of the enterprise. Provision of labor resources

The study of the structure of the state and assessment of the labor potential of the enterprise is the most important task of its management and responsible specialists. As part of its solution, methods can be applied that imply the calculation of such an indicator as the payroll composition of workers. What is its specificity? How can it be used in practice?

What are the employee schedules?

The list of employees of the enterprise should include all employees who are engaged in permanent, seasonal or temporary work - from the moment they are enrolled in the staff of the organization. At the same time, in the list of staff each day, both specialists present at work and those who are absent are taken into account.

The rules of accounting of employees established by the law presuppose the following in the list:

- employees who came to work in fact, as well as those who did not perform their labor functions due to the resulting downtime;

- employees who are on business trips while retaining wages in the company;

- employees who did not come to work due to illness;

- employees who did not come to the workplace due to the performance of public duties;

- employees admitted to the state on a part-time or a week or half-time basis;

- workers of agricultural organizations;

- specialists admitted to the state with a probationary period;

- employees who work at home;

- citizens who study at departmental institutions;

- citizens who are temporarily involved in agricultural work while retaining their salaries for the main position.

At the same time, in the case of workers with part-time work, employees who are legally employed under a reduced schedule - for example, due to underage age, work in hazardous conditions - are not included in the list in the case of workers who work in the part-time day. Also, for a shorter schedule, women may be employed who are given additional breaks in the performance of work activities for feeding the child.

A complete list of the categories of employees that are to be included in the list of the enterprise is given in the Instruction on the statistics of the number of employees approved by the State Committee for Statistics of the USSR in 1987 (Instruction No. 17-10-0370, dated 17.09.1987). It is noteworthy that this source of law is still valid, and its jurisdiction operates at the federal level.

List compositions: main categories of specialists

In general, the list of employees of the enterprise is represented by 3 main categories of specialists:

- working on an ongoing basis or for more than a year under an employment contract;

- issued temporarily - for a period not exceeding 2 months, and in the case of the replacement of a temporarily absent specialist - not exceeding 4 months;

- working under the seasonal contract, which is concluded for a period not exceeding 6 months.

But much depends on the content of contracts that establish the legal relationship between a specific employee and the employer. It can be noted that the list of employees on the day off or on a public holiday should be taken equal to the corresponding indicator, fixed on the previous working day. Similarly - if the weekend or public holidays are 2 or more. The list size as of each of them should be equal to the corresponding indicator for the working day preceding the first weekend or holiday.

Thus, the legislation of the Russian Federation provides for a rather complex classification of employees falling into the list formations of enterprises. It will also be useful to consider which categories of specialists are not included in the list of employees in accordance with the standards adopted by the USSR Goskomstat.

What employees are not included in the list?

In this case, we are talking about employees who:

- are not included in the staff of the enterprise and carry out their labor functions in accordance with the agreement for one-time work;

- are registered with the enterprise in the framework of the compatibility from other organizations;

- Involved in the firm under a contract with a government organization;

- Temporarily arranged for work in another company, provided that they do not retain salaries in their main positions;

- aimed at studying with a separation from work and receiving a scholarship at the employer's expense;

- pupils of schools in the period of vocational guidance;

- employees who are trained for further work in new enterprises;

- Young professionals who are on leave paid by the company after graduation;

- sent to the personnel department a letter of resignation, and also stopped working until the expiry of the warning or if it is absent.

At the same time, if an employee in one firm carries out labor activity for two, one and a half or less than one rate or is hired by one firm as an internal part-time worker, then he is counted as one person within the list of specialists.

The list of employees at a certain date should include all employees who are admitted to the state from this date, and at the same time, the dismissed specialists should not be included.

Along with the list structure, in the legislation of the Russian Federation there are norms in accordance with which the average number of employees can be determined. Let's study its specifics in more detail.

What are the indicators for the average number of employees?

The indicators considered can be used because of fairly frequent changes in the structure of the enterprise staff. The average number of calculators (the calculator is the main tool for determining it) is calculated by the following formula: the sum of the staff composition of the company staff for all the days within the reporting period - for example, the month, is divided by the number of days of the corresponding period. It is also possible, for example, to take the total figure for the year by months and divide by 12. The concrete way of applying the formula depends on the tasks that face the personnel service of the enterprise.

In practice, the average number of employees can be determined, for example, for the purpose of reporting. In this case, the relevant indicator is shown along with the list composition, which is fixed as of a certain date: thus, the number of specialists is given in the average in the reporting period - month, quarter, half year, year.

The use of payroll in the assessment of labor resources

The practical application of indicators such as the list or average size can also be carried out within the framework of the assessment of the workforce of the enterprise. Let's study this aspect in more detail.

There are a large number of characteristics of labor resources, analyzed by the personnel services of enterprises and other interested structures related to business. Labor is one of the key resources of any organization, the level of qualification and other significant characteristics of which determine the competitiveness of the business model of the company, so its managers can pay close attention to its evaluation.

Main characteristics of the workforce

Among the most significant characteristics of labor:

- growth;

- Outgoing staff;

- actually working specialists.

Under absolute growth, it is legitimate to understand the difference between the indicator of the number of specialists at the beginning and the end of a given reporting period. In turn, calculating the ratio between the relevant indicator at the end and beginning of the reporting period, you can determine the rate of increase in labor. Such indicators are important if a quantitative assessment of the firm's labor potential is carried out.

In addition, the personnel services of enterprises can solve the problems associated with planning the structure of the state on the basis of referring specialists to certain categories of employees. Among the most significant indicators used in this case are the employees of the employees. It reflects the number of employees who are at their place of work during the day. This indicator can be determined by taking into account various adjustments - for example, those that take into account the alleged non-attendance of employees to work.

Another important parameter characterizing the supply of labor resources of the company is the number of actually working specialists. It has a fundamental difference, in particular, from a conspicuous number - since the parameter in question does not include such an indicator as the value of intact downtime, that is, during which specialists did not start working during the whole working day on schedule.

Assessment of labor resources: nuances

Let's consider in more detail how these indicators can be applied for the purpose of carrying out an assessment by an enterprise of personnel. The labor force is, as we noted above, the most important resource of the organization, and therefore its management should be rational and reflect the specifics of building the business model of the enterprise.

The main goal of the management and competent employees of the company in this case is to provide the maximum labor productivity in order to increase the volumes supplied to the market of goods or services, as well as to ensure the high efficiency of production organization. To do this, the management can evaluate the structure of the staff of the enterprise in order to identify: the security of the firm and its structural divisions with the necessary labor resources, indicators of staff turnover, indicators that characterize the productivity of labor in the enterprise, the efficiency of employee use of working time, rationality of employing the payroll fund.

Data sources, through which key indicators can be obtained to solve these problems-such as, for example, the number of employees of the organization, their list or average numbers, are most often report documents-for example, Form No. P-4, as well as internal corporate data sources - for example, the report cards compiled by the personnel department specialists.

Data on human resources: the order of evaluation

Let's consider now, in what order the estimation of personnel resources of the enterprise can be carried out.

Using the indicators considered, the competent specialists of the company's HR department, first of all, analyze them for compliance with the planned indicators. In the event that changes are observed, not only its quantitative characteristics are assessed, but also qualitative ones. In the process of analyzing the indicators for various categories of specialists, various deviations from the figures are revealed, which were recorded following the results of the previous reporting periods, and based on the comparison of the data, their interpretation is carried out. Its main user is the management of the organization, which can use the received data to make decisions:

- increase in the number of company staff;

- on the change in the structure of the company staff in order to improve the productivity of the enterprise;

- on the introduction of changes in the management structure of the organization in order to improve the efficiency of communications between employees of the firm when solving certain tasks.

It should be noted that the list of company employees, their average number and other characteristics used in assessing the labor potential of the company, in many cases are supplemented with other indicators that make analyzing the structure of the company staff even more informative. For example, the qualification composition of the staff of the enterprise, its structure in terms of the professional skills and competencies of the employees can be taken into account. In many cases, personnel management and company management in deciding on the optimization of the structure of the state can focus attention just on improving the skills of specialists than on the application of certain organizational measures aimed at improving the model of personnel management of the enterprise.

But in many cases, the actual provision of the company with specialists of a particular profile is of more importance. It may well turn out that the enterprise suffers from shortcomings of the staff possessing the necessary skill level.

Use of an estimation of a manpower at expansion of business

An analysis of the structure of the company's staff can also be used to solve problems characterizing the expansion of business. A detailed study of the labor potential of the main enterprise, indicators of labor productivity of workers who operate in this firm, will increase the efficiency of the deployment of new capacities of the enterprise - for example, when opening another factory line in another city. The availability of ready-made analytical data, obtained by specialists of HR departments and managers of the main company, will allow to create a typical staffing table, to formulate optimal schedules of work, to distribute the positions of specialists for various structural divisions of the enterprise.

Summary

Thus, the calculation of the list structure, as well as the number of employees of the firm, based on average values, supplemented by other significant indicators characterizing the labor potential of the company - for example, by the warehouse staff, allows the firm's management to solve the most important tasks related to improving the efficiency of work at the enterprise, , The deployment of new capacities of the enterprise.

It is important to approach the analysis of the relevant indicators in a comprehensive manner, taking into account the qualification characteristics of certain groups of specialists, the specificity of market trends and, what is also very important, the current provisions of the RF legislation. Successful solution of such tasks will allow the enterprise to be more competitive in the market, ready to implement both growth strategies and plans aimed at maintaining the stable development of the company.