Under the service norm, the department understands the optimal number of units of certain devices, jobs, customers of the enterprise that an employee or a group of specialists are required to serve within a unit of working time, again under given resources and conditions. Under the norm of time for the provision of services is understood the amount of working time, necessary for the employee or a group of specialists for the qualitative implementation of the previous standard, that is, the standard of service.

How are staffing standards applied?

Based on the noted norms, the company's management determines what the staffing and staffing should be, which allow the business entity to consistently carry out its main activities. As a rule, these standards make it possible to cover all key aspects of the organization of the production process at the enterprise.

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

Classification of personnel in determining the staffing level: nuances

So, the number of employees is a value determined by the internal regulations of the organization, which shows how many employees of a particular specialization the company needs to hire to solve economic problems within the framework of the main activities. At the same time, employees of the company can be distributed according to work positions, classified based on the criteria established by the responsible managers.

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

Managers;
- specialists;
- technical performers;
-

Thus, the calculation and approval of the staff number are carried out for each of the marked categories of workers separately. Let us consider the specifics of these groups of employees in the context of calculating the indicator in question in more detail.

Classification of personnel in determining the staffing level: managers

Managers or administrative staff- these are employees of the company 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 should have to solve them, are most often prescribed in an employment contract with an employer.

As a rule, the considered group of employees of the organization in terms of number is the smallest in the staffing table. But it is important, hiring even if not a large number of managers, to define for them the powers so that they can organize the work of their departments most effectively. Thus, the approval of the staffing 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 headcount indicators for other categories of employees of the organization are determined.

Specialists

This category of employees is responsible for the main surplus product in the company, which is created through the production or sale of goods by the enterprise, the provision of services, and the implementation of investment activities. Thus, the formation of headcount indicators for this category of workers is key task enterprise managers.

Specialists can solve a wide range of tasks, and those working positions in which they carry out labor activity, can be classified according to additional grounds. So, the following categories of specialists can work at the enterprise: consultants, engineers, developers, personnel officers, accountants. For each of them, individual headcount indicators can be determined.

Technical performers

Some experts prefer to combine this category of workers and the previous one. But there can be a very noticeable difference between them: technical performers, as a rule, only help specialists in solving their problems. However, their role can also be very important.personnel belonging to this category may be highly undesirable in terms of ensuring that the enterprise achieves optimal production indicators.

Technical performers 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 performers will be carried out only if the main activity of the company is not related to their work. If it is the opposite, then they, in turn, can be considered from the point of view of the classification of personnel as specialists. Other employees will have the status of technical executors.

Service staff

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

In this way, service personnel cleaners, plumbers, repair workers can be considered. Their work is also important, and in many cases, an increase in the number of staff in this category of employees may be required by the enterprise even to a greater extent than inviting new specialists, since there may be tasks related to the need to improve the functioning of the organization's infrastructure.

Summary

Thus, to calculate the headcount, responsible managers can apply: the Rosarchive methodology in terms of normalizing headcount indicators, common approaches to classifying personnel into separate categories, according to which individual headcount indicators can be determined. The main task facing responsible managers is to identify the real need of the organization for specialists with a specific level of competence and authority.

The headcount is one of the key criteria for the organization effective management enterprise. The quality of the work carried out by the company's leaders in terms of its definition will largely affect the efficiency of production, and hence the competitiveness of the business. When solving this problem, it is important to follow the sequence in assessing the needs of the enterprise, as well as pay attention to the necessary detail production processes in selecting human resources who will play a critical role in ensuring effective use enterprise capacities.

Labor rationing: just about serious. Part 2

One of the main issues that HR managers have to solve is determining the number of employees: how many employees does the organization need?

Calculation of the number of personnel

The solution to this question usually begins with a searchpopulation norms for the relevant categories of workers. Unfortunately, most often it turns out to be unsuccessful - for the simple reason that population standards are by no means developed for everyone. Firstly, they solve only one specific problem, that is, they are unsuitable either for production planning or for developing a system of remuneration or material incentives. Secondly, when drawing up the norms, it is necessary to take into account a large number of factors (relatively speaking, the types of work performed and their features) that determine in real life the requirements for the number of each category of workers. But since this is difficult to ensure, they are usually limited to three or four factors, which is not enough to ensure high accuracy of calculations.

In the absence of staffing standards, the need for personnel can be calculated on the basis of any other types of labor standards. The logic of these calculations is simple and clear, and the formulas used are simple.

Calculation of the number based on time norms

Knowing the norms of time and volumes of orders, we can easily calculate the required number.

For example, if a worker spends one hour processing one part, and 80 parts need to be made per day, then 10 people will be required to complete the production task. The solution to the problem is obvious: the total labor intensity (80 hours) must be divided by the time one person works (8 hours per day).

In real life, everything is somewhat more complicated, so correction factors are introduced into the calculation. If time norms are taken as the basis, then the number of personnel is calculated according to the formulas:

where T - total labor intensity of work in the planned period, man-hours;
F - working time fund of one employee in the planned period, h;
H 1 , H 2 , H i - the norm of time for 1, 2, etc. type of work in the planned period, man-hours;
V 1 , V 2 , V i - the scope of work 1, 2, etc. of the type in the planning period;
To oh - a coefficient that reflects how much work is not covered by rationing in the planning period;
To ext - coefficient of compliance with the norms;
To n - absenteeism rate.

Planned periodin the calculation, it can be any - shift, week, decade, month, quarter, year. Different kinds works are characterized by different repeatability (permanent, daily, one-time, etc.), while the longer the planned period, the more accurate the result will be.

However, with an increase in the planning period, another difficulty arises. Not all enterprises can draw up an accurate and detailed work plan, for example, for a year. But the use of approximate (indicative) production indicators in the plans reduces the accuracy of the results of calculating the number. Therefore, when assigning a planning period, specific circumstances should be taken into account, as well as the availability of reliable initial data.

Compliance rate (K ext) - this is an indicator that reflects the degree of fulfillment by the employee of planned targets (average output):

The number of employees is the number necessary staff with which you can achieve your goals and grow the company. Beginning businessmen, especially in the early stages, have many questions related to this concept. How to calculate the staffing, which specialists are needed first. Without understanding these issues, it will not be possible to launch even the smallest production or company.

Why is staffing required?

The number of employees is something that no successful and efficient enterprise can do without. It is important to take into account and monitor this indicator, since the ultimate success of your entire business depends on it.

It is necessary that the head and the head of the personnel department do not forget to control these parameters, constantly update the statistical data, providing up-to-date information. The data on the number of employees must be regularly entered into accounting documents. Their compilation is regulated by the relevant legislative acts and requirements.

Determining the number of staff

In a broad sense, the number of employees is the number of employees of a company or enterprise included in its staff. Or this is the number that appears in the staffing table approved by the head (this is a mandatory requirement).

Separately, it should be noted that seasonal workers or employees with whom you enter into temporary employment contracts are not included in the general staffing table. Therefore, they do not need to be taken into account.

The use of this concept has become especially common in business planning when determining the value of the number of personnel. It is also quite common when discussing the most effective solutions to management issues related to the development of an enterprise or company.

How to document the number of employees?

In order for the number of employees to be officially recorded and for you to have no claims from either the tax authorities or the labor inspectorate, it is necessary to carefully and scrupulously maintain the relevant documentation.

The number of employees is an indicator that it is desirable to prescribe in the company's charter. However, this is an optional requirement. This indicator is usually calculated on large enterprises, mostly state-owned. This is strictly monitored. On the contrary, in commercial structures it is given less importance, which is not always justified. Most experts are inclined to believe that it is necessary to carry out this accounting, even though it is often quite difficult to do this.

Seasonal workers

In fact, business leaders often face a situation where the number of employees on the staff list is significantly less than originally planned. This is due to the fact that it is much more profitable for companies to hire seasonal or temporary workers than to conclude formal contracts and include an employee in the state.

In the latter case, all relevant taxes and insurance payments must be paid for it - to the compulsory medical insurance fund, Pension Fund Russia. If the employee works on a temporary basis, then all this can be saved. This is often what leaders usually go for. small firms and companies.

In addition, when the structure and number of employees is low, it is easier to keep records of them. And if the needs for the services of a particular employee arise irregularly, then he does not need to pay monthly wages, or you can limit yourself to payments after the fact for the amount of directly performed work.

By the way, a convenient system of hiring for a temporary or seasonal work widespread in many countries of the world. This is done by specialized agencies that look for the necessary employees for you for a predetermined time period.

Often, such agencies recruit employees for themselves, who then move from one company to another through leasing operations. So you can carry out the full functioning of the company, without changing the average payroll regular workers. As a rule, this applies to industrial and economic specialties. For example, employees of cleaning companies, security guards, repair workers.

Calculation of the number of employees

Currently, several methods have been developed that can be used to necessary calculations the headcount of your employees. But there are methods that are more common than others, they are successfully used by most companies and organizations.

The calculation of the number of employees, which is based on the concepts of labor standards, seems to be the most promising and effective. With this method, it is necessary to carefully record absenteeism of employees for various reasons, including valid ones, which, ultimately, must comply with the approved plan. All these calculations are included in the annual and quarterly financial statements.

At the same time, one should not forget that every enterprise, no matter how small it may be, has the legal right to independently develop standards and adopt methodological recommendations for the number of employees. In the future, it can adhere to them when making calculations for as long as it likes.

Number of employees

Recommendations for determining the number of employees are closely related to such a concept as the number of staff. In fact, this is the product of the value of the standard number of employees and the corresponding coefficient, which should take into account the planned absence of staff from work. Naturally, absenteeism takes into account only good reasons such as diseases, maternity leave, business trips, urgent family circumstances. Thus, the number of employees that your company needs for full-fledged functioning is determined, taking into account all possible life circumstances.

It is calculated like this. The planned absenteeism rate of employees is added to the percentage of absenteeism, which, in turn, is converted into shares by systematically dividing by 100. This method of determining the number of employees is considered one of the most promising.

Headcount reporting

Often at enterprises, management requires official documentary accounting of the number of employees. To do this, list data is compiled, which takes into account the standards for determining the size of the company's staff.

The data entered in these lists must correspond to the number of employees included in the time sheet. So you can effectively and without unnecessary labor to record attendance.

Also, do not forget that when determining the number of employees, the recommendations developed labor inspectorate must be observed. After all, the correctness of your calculations will directly depend on this.

In particular, it is necessary to include in the staff list all employees, without exception, with whom official long-term employment contracts are concluded. It is also necessary to make a careful account of persons who are officially charged with monetary remuneration for the performance of their duties.

An interesting point is that all employees must be entered in the time sheet, even in cases where they are not at their workplace. And it does not matter for what reasons - valid or not. The final data available in the table must strictly correspond to the data that is in the report card.

Labor time accounting standards

Since it is not easy to calculate the number of employees, it is necessary to take into account the norms of accounting for labor time. This will greatly facilitate the work of HR specialists. This indicator captures the total cost of working time, which the head of the enterprise or the relevant department sets for a specific employee or group of employees. Working time necessary to complete the task must be laid down at the stage of determining the technical and organizational conditions, according to which the task will be performed.

At the same time, it is important to remember that the employees themselves must strictly correspond to the level of qualification that is necessary to perform a specific task. Otherwise, the rules for recording labor time will have to be adjusted. Moreover, if employees are less qualified than required, then to a greater extent, which will lead to the fact that the final goal will be achieved much later than planned.

All work at the enterprise must be covered by these temporary standards. Only in this case, the production will function clearly and smoothly. In addition, thanks to the accounting of labor time, you will receive objective data on the required number of personnel. On the this stage it is possible to revise the number of employees in the direction of increasing or reducing the number of employees.

Calculation of temporary norms

It is also mandatory for the personnel department to calculate temporary norms. They are also referred to as time costs. These include the study of the provisions of regulatory documents, the preparation and sending of relevant requests, the study and analysis of materials and data related to the specific industry in which your company operates. It is also important to control the implementation of the planned programs and plans.

Also included in the time standards are those costs that are necessary for the implementation of activities, without which the implementation of the tasks set will be impossible, as well as the hours that will be spent on the preparation of the final financial statements.

These norms are determined based on the established staffing level. The corresponding figures are included in the timesheet.

These indicators, as a rule, in all firms are established for one financial year. At the same time, the number of employees must comply with the standards, the total labor costs that are necessary to complete a specific task.

When determining the final staffing level, it is important to take into account and correctly calculate the absenteeism rate. It must include the time that employees spend on planned vacations, the days that will be devoted on average to advanced training, training and retraining, and take into account temporary disability.

Do not forget about the correction factors. These include the time that the employee spends on personal needs or rest in the process of work. For example, they should include smoke breaks. You must not forget about them, because otherwise the output numbers will be incorrect, and you will not get the result you expected.

Timing planning

Another important point, for the sake of which they keep records of the number of employees, this is an assessment of their work and potential. Ultimately, this is one of key indicators. This number includes all employees, regardless of the structure of the organization in a particular enterprise. One has only to remember to bring in new employees in a timely manner and exclude laid-off ones.

The basis is the calendar fund of all working time. It only needs to be subtracted holidays, weekends, as well as planned and additional holidays, which are provided to employees in accordance with the charter of your enterprise.

Do not forget about the holidays provided to employees by the state. First of all, we are talking about the decree. The calculation of absenteeism due to illness is carried out in accordance with the average statistics.

also in this plan it is necessary to enter the number of absences that can occur, as well as the length of the working day of each individual employee.

There are three sections in the temporary fund. These are calendar, effective and nominal funds.

The total values ​​of the calendar coincide with the planned indicators. If production works on a periodic basis, then weekends and holidays should be subtracted from the calendar fund. So you get the nominal value.

And finally, the effective fund is a nominal one, which does not take into account the absence of employees due to illness, public assignments and scheduled holidays.

As a result, the staffing of your organization is determined based on many different parameters, the main of which is the given number of employees that are needed to service all the jobs available in the workplace.

Answer to the question:

Labor legislation does not contain the concept of staffing. Staffing means the number of staff units provided for by the organization's staffing table.

Employers determine their own staffing. By general rule employers are free to determine both the staffing by positions and professions, and the number of employees performing a particular labor function.

The staffing differs from the actual as follows. Headcount is the total number of staff positions in the staffing table, including vacant positions. Actual headcount is the number of positions employed by workers(excluding vacancies).

The list of employees includes employees who worked under an employment 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 (paragraph 79 of the Order of Rosstat of October 28, 2013 N 428) .

In other words, the headcount includes all employees with whom employment contracts including those working part-time.

The list does not include:

External part-timers;

Performed work under civil law contracts;

Sent by organizations for training in educational institutions with a break from work, receiving a scholarship at the expense of these organizations; persons with whom a student agreement has been concluded for professional education with the payment of scholarships during the period of apprenticeship, etc.

Details in the materials of the System Personnel:

Situation: How to determine the staffing of an organization or unit

The number of employees of an organization or a separate unit is determined by its head in accordance with the structure of the organization, its functions and levels of management.

As a general rule, employers are free to determine both the staffing by positions and professions, and the number of employees performing a particular labor function.

At the same time, for certain types activities, as well as institutions and organizations, there are legally established standards for the number that are mandatory for execution. To a greater extent, this applies to government agencies and departments. So, for example, the structure and staffing of the central office federal body executive power approves its head within the limits of the wage fund and the number established by the president or the Government of the Russian Federation, taking into account the register of positions and other acts that determine the standard number of the relevant units (). Another example is the procedure for forming the structure and staff of the Central Office of Rospotrebnadzor ().

At the same time, there are a number of legislative acts to determine the staffing level, which are advisory in nature. In particular, these are provided for budget organizations. In this document, the calculation of the staffing is based on labor standards, on the basis of which the required number of employees is calculated to perform a particular labor function.

The number of employees based on labor standards can be determined by the formula:

The normative fund of working time of one employee per year is conditionally taken as 2000 hours.

An example of calculating the number of employees of a structural unit

The organization provides laundry services and opens a new structural subdivision- laundry. To calculate the staffing level, personnel department employees are guided by approved ones.

The planned indicators for the work of the new laundry are defined as follows:

• The amount of processed linen per shift - 12,000 kg;
• Laundry operating hours - 1-shift.

The optimal number of employees for the new laundry was determined by the HR specialist as follows:

The number of laundry employees, according to the Standards for the number approved, is 1.7, that is, 2 people. Forbidden documents in personnel service
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