Hello, please explain how many staff units are at the rate of one personnel officer in honey. institution, very interesting, taking into account the specifics (military registration, medical registers, training, advanced training, etc.)

Answer

Answer to the question:

By general rule the staffing of the organization's employees, including employees in a certain position, is determined by the head of such an organization at his own discretion in accordance with the structure of the organization, its functions and management levels. The current legislation does not establish mandatory standards for the employer to determine the number of personnel workers, including for medical or other organizations.

At the same time, it was determined that employees are guaranteed state assistance. systemic organization labor rationing and the use of labor rationing systems determined by the employer, taking into account the opinion of the representative body of employees or established by a collective agreement (Article 159 of the Labor Code of the Russian Federation).

The most important changes of this spring!

• 
  In the work of personnel officers there were important changes to consider in 2019. Check in the game format whether you have taken into account all the innovations. Solve all the tasks and get a useful gift from the editors of the Kadrovoe Delo magazine.
• 
  
• 
  
• 
  
• 
  

Under the rationing of labor refers to the establishment of norms for output, time, standards for the number and other norms. That is, labor rationing will allow you to determine the number of employees necessary to perform certain functions. Including, with the help of labor rationing, the number of personnel officers can be determined.

Rationing of workers' labor determined by the employer taking into account the opinion of the representative body of employees or a collective agreement. That is, in both cases, the definition of labor standards for employees is established by agreement between the employee and the employer. At the same time, employees are guaranteed appropriate state assistance.

One of the manifestations of the relevant state assistance is the development and establishment of standard (intersectoral, sectoral, professional and other) labor standards for homogeneous work. Model labor standards are established by the relevant body state power(Ministry of Labor, Ministry of Health and Social Development, etc.). This rule is established by Article 161 Labor Code RF.

I draw your attention to the fact that the relevant model labor standards are not mandatory for application and are only advisory in nature.

Specific labor standards for employees (production standards, time standards, number standards and other standards) are established at the local level by the employer in agreement with the representative body of employees, in accordance with the achieved level of technology, technology, production and labor organization. When determining labor standards at the enterprise, as a rule, the corresponding standard labor standards are used.

Thus, the labor standards for personnel officers, the employer can establish independently. However, at the same time, he must take into account the opinion of employees. Labor standards for such specialists must be determined, taking into account the achieved level of technology, technology, organization of production and labor. As a basis for determining labor standards, we recommend using the corresponding model standard.

When calculating the number of employees personnel service employer can use approved . Currently, this document is of an informational and advisory nature and can be used by employers insofar as it does not contradict the Labor Code of the Russian Federation (see the appendix to the answer below).

Thus, if the organization does not have a trade union and a collective agreement, then the employer himself is free to determine the number of personnel officers.

Details in the materials of the System Personnel:

Situation: How to determine the staffing of the personnel service of the organization

As a general rule, the number of employees of an organization, including its individual divisions, is determined by its head at its own discretion in accordance with the structure of the organization, its functions and levels of management. However, to calculate the number of certain employees, various ones can be used.

In particular, when calculating the number of employees in the personnel department, the employer can use approved ones. Currently, this document is of an informational and advisory nature and can be used by employers insofar as it does not contradict the Labor Code of the Russian Federation.

An example of calculating the number of HR employees

The planned number of employees of Alpha is 500 people.

Annually they plan to hire 50 employees (of which 20 are engineers, 30 workers), dismiss 45, and issue a pension - 20.

Based on the planned data using the standards, the head of the personnel department compiled a table with the necessary types of work and calculated the corresponding coefficients.

No. p / p	Type of operations performed	Unit of measure for the scope of work	The number of the standard according to the Intersectoral consolidated time standards, approved by the Decree of the USSR Ministry of Labor of November 14, 1991 No. 78	Standard time per unit of measurement, T opi , pers. - h	, H vri , pers. - h	Scope of work per year, V i	standardized work, T i , pers. - h
1.	Preparation of documents for hiring workers	One employee	table 1	0,46	0,50	30	15
2.	Preparation of documents for hiring engineers	One employee	table 1	0,74	0,80	20	16
3.	Preparation of documents upon dismissal of an employee	One employee	table 2	0,39	0,42	45	18,9
4.	Documentation for a retired employee	One employee	tables 21	3,3	3,56	20	71,2
5.	Drawing up a report on the number of employees by sex and age and workers by education	One report	tables 23	10,75	11,61	1	11,61
...
Annual labor intensity of normalized work (T n)							3 780

The head of the personnel department calculated the time norms for the performance of a specific standardized type of work according to the formula: H vpi \u003d T opi × (1 + K: 100),

Н врi - norms of time for the performance of a specific standardized type of work;
T opi - standard time per unit of measurement;
K is a coefficient that takes into account the time spent on organizational and technical maintenance of the workplace, rest (including physical culture breaks) and personal needs.

Coefficient K is taken equal to eight (intersectoral aggregated time standards, approved).

The labor intensity of normalized work was calculated by the head of the personnel department by the formula: Т i = Н врi × V i ,

T i - the complexity of normalized work;
Н врi - norms of time for the performance of a specific standardized type of work;
V i - the amount of work for the year.

Based on the compiled table, the head of the personnel department calculated the annual labor intensity of standardized work (T n) using the formula:

T n \u003d T i1 + T i2 + T i3 + ... + T in

The labor intensity of non-standardized work was calculated by the head of the personnel department using the formula:

T j \u003d H vpj × V j,

T j - the complexity of non-standardized work;
Нврj - norms of time for the performance of work not provided for by the collection and established on the basis of local standards by methods of labor rationing;
V j - annual amount of work not provided for in the collection.

The annual labor intensity of non-standardized work (T nn) was calculated by the head of the personnel department using the formula:

T nn = T j1 + T j2 + T j3 + ... + T jn

T o \u003d T n + T nn

The head of the personnel department calculated the standard number of employees of the personnel service (H) using the formula:

H \u003d T o: F p,

T about - the total annual labor intensity;
F p - useful fund of working time of one employee per year - is taken on average equal to 1,910 hours (intersectoral aggregated time standards, approved).

The annual labor intensity of non-standardized work of the head of the personnel department of Alpha is 40 hours.

The total annual labor intensity (T o) will be 4,820 people/hour (3,780 people/hour + 40 people/hour).

The total standard number of employees of the personnel service (H) according to the calculation was two people (4,820 people / hour: 1,910 hours).

If at the same time the personnel service is entrusted with the duties of maintaining military records, it is necessary for employees involved in military records in the organization.

If the personnel service also performs the functions of the labor protection service, it is necessary additionally in the organization on the basis of
There have been important changes in the work of personnel officers that should be taken into account in 2019. Check in the game format whether you have taken into account all the innovations. Solve all the tasks and get a useful gift from the editors of the Kadrovoe Delo magazine.

Read the article: Why should a personnel officer check accounting, is it necessary to submit new reports in January and what code to approve for a time sheet in 2019

The editors of the Kadrovoe Delo magazine found out which habits of personnel officers take a lot of time, but are almost useless. And some of them may even cause bewilderment in the GIT inspector.

Inspectors of the GIT and Roskomnadzor told us what documents should never be required from newcomers when applying for a job. You probably have some papers from this list. We have compiled a complete list and selected a safe replacement for each prohibited document.

If you pay vacation pay a day later than the deadline, the company will be fined 50,000 rubles. Reduce the notice period for the reduction by at least a day - the court will reinstate the employee at work. We have studied court practice and prepared safe recommendations for you.

V.V. Yurashev ,

Associate Professor, MGIEM,

PHYSTECH

c.f.-m. n.

The editors of the journal keep receiving letters in which office managers, accountants and secretaries small companies they are interested in how many staff of the organization should grow in order for the management to introduce a separate staff unit - an HR inspector? Human resources inspectors ask how to convince the management of the organization that they do not have time to perform all the new and new work that is assigned to them with changes in labor, social and pension legislation? CEOs find out how many personnel officers are needed to ensure the functioning of the organization?

The editors decided not to limit themselves to individual consultations and turned to a mathematician who, using dry numbers and strict formulas, tried to find arguments for the heads of organizations, who often unreasonably save on personnel inspectors.

The main document used to determine the cost of working time for work on recruitment and accounting of personnel, as well as to justify the required number of employees engaged in these works, to this day remains the Intersectoral Aggregated Standards of Time for Work on Acquisition and Accounting of Personnel<*>, approved by the Decree of the Ministry of Labor of the USSR of November 14, 1991 No. 78. The validity period of the standards was repeatedly extended and was limited to 1997. But, since new time standards for the performance of personnel operations have not yet been adopted, its provisions, as not contradicting labor legislation, and also due to the fact that they are an economic instrument for labor rationing, and do not regulate legal relations directly continue to be used by labor economists in calculating the number of employees in human resources departments.

First of all, let's figure out what operations should be performed by employees of the personnel department in accordance with the Collection and analyze which of them are performed in all organizations, which - only in some (including due to the specifics of the company), and which, in due to changes in legislation are practically not implemented.

So, the list of works is impressive. In reality, it is even greater, since over the years after the approval of the standards, the functions of personnel departments have been supplemented by work on the preparation and provision of documents for individual (personalized) accounting in the state pension insurance system, work with social insurance units of the FSS of Russia, work on medical insurance, and more a number of other very laborious works.

All these works are not taken into account by the Collection, but, nevertheless, they are carried out, regardless of how many pairs of hands there are in the personnel department.

Let's take only four (!) Of the thirty jobs that must be performed by the personnel departments of all organizations. The following time is allocated for their implementation by the Collection:

table 2

Compilation item	Work	Norm of time according to the Collection ( Topr)
3.1	Preparation of documents for hiring workers and employees	0.46 hours per 1 accepted worker; 0.74 hours per 1 hired employee
3.3.2	Preparation of documents for the dismissal of workers and employees	0.39 hours per 1 dismissed employee
3.4.5	Vacation registration	0.11 h per 1 employee
3.4.16	Registration of documents for employees retiring due to old age	3.3 man-hours per 1 employee + 0.5 hours per 1 retired employee

According to the Collection, the norm of time for the performance of a unit of normalized work is determined by the formula:

Hvr = Topr +	Topr	k ,
	100

where Hvr - the norm of time for the performance of a contract normative type of work (man-hours);

Topr - the standard of operational time for the performance of this work, established according to the Collection (person hours);

k - coefficient that takes into account the time spent on organizational and technical maintenance of the workplace, personal needs, etc. (in %).

Since we know the operational time standards for this work (Topr) (Table 2), let's take a look at k. This coefficient takes into account the time for organizational and technical maintenance of the workplace, rest and personal needs, as well as preparatory and final work. The workplace of each personnel officer is individual: someone has a computer of the latest generation, someone has an old "386", and someone has everything they have - forms, stationery and a microcalculator. In the personnel department of one enterprise, the storage of information is automated (in digital libraries and archives), in others - all cases are stored in semi-automatic cabinets, in the third - cases are placed on ordinary racks. What is "rest" during work? These are necessary exercises for the eyes while working on personal computer, this is industrial gymnastics.

Therefore, k can vary: from 6 to 11%.

Let's see how the norm of time Hvr will depend on paperwork for hiring .

But first, let's define what operations are included in this work. According to the Collection, the time standard (0.74 hours per 1 employee and 0.46 hours per 1 worker) is set only for the following operations:

1. familiarization with the documents submitted by the applicant for work (passport, work book, documents on education, military ID, etc.) and, on their basis, filling out an order (instruction) for employment (forms No. T-1 and T-1a) and personal cards (form No. T-2 or No. T-2GS), as well as filling out account card a scientific, scientific and pedagogical worker (form No. T-4), if a research worker is being hired;
2. making an entry in the work book on the basis of an order (instruction) on employment;
3. employment marks in the journal (book) on employment (if such a journal is maintained);
4. registration of a personal file (filing an application for employment, autobiography and other documents related to the activities of the employee, compiling an inventory of documents in the personal file);
5. numbering, registration and packing of a personal file in a safe;
6. familiarization of the employee with the internal labor regulations;
7. filling out a safety checklist.

Neither conclusion employment contract, nor familiarization of the employee with local regulations related to labor function, neither the issuance of an insurance certificate of state pension insurance, nor the interview, nor other operations performed by the personnel department when hiring at the present time, are not taken into account when calculating this standard.

Thus, only 7 operations will take the time indicated in Table 3.

Table 3<*>

Hvr	k
	6%	7%	8%	9%	10%	11%
Nrab	0,49	0,49	0,50	0,50	0,51	0,51
Service	0,78	0,79	0,80	0,81	0,81	0,82

The table shows how the norm of time for performing only one work depends on how it was originally organized workplace how the personnel officer is assembled and organized.

Now we need to determine the annual labor intensity of normalized work Tn. According to the Collection, it is determined taking into account the volume of each type of work performed by the formula:

where Tn is the annual labor intensity of standardized work (man-hours);

Hvri - the norm of time for the performance of a specific standardized type of work (man-hours);

Vi - the volume of a particular type of work performed per year;

i - 1, 2, ..., n - types of work performed.

We calculate Tn when applying for a job. Assume that monthly hiring is 1% of the total number of employees in the enterprise. Let's take a small service company with a staff of 100 people, of which 20% workers and 80% employees.

The monthly volume of hiring is 1 person, per year - 12 people. Conditionally, 2.4 workers and 9.6 employees will be hired per year. Let's calculate the annual labor intensity of paperwork when hiring workers separately and separately - employees all in the same company with a staff of 100 people.

Table 4<*>

Tn (person.h.)	k
	6%	7%	8%	9%	10%	11%
Trab	1,17	1,18	1,19	1,20	1,21	1,23
Service	7,53	7,60	7,67	7,74	7,81	7,89
General	8,70	8,78	8,86	8,94	9,02	9,12

<*>The calculations were carried out with an accuracy of 0.01.

In it, Tsluzh is the annual labor intensity of normalized work on the reception of employees, Trab is the annual labor intensity of normalized work on the reception of workers, and Ttotal is the total annual labor intensity of normalized work on the reception of both workers and employees.

If monthly hiring is 2 people (2% of 100 state units), then 24 people are accepted per year, if 3 - then 36 per year, if 4 - then 48 per year, if 5 - then 60 per year, if 6 - then 72 per year. In other words, if a% is the percentage of admission per month (per 100 working people), then a is the number of people accepted per month, and 12a - accepted per year. In this case, the annual labor intensity of paperwork when hiring in a company with a staff of 100 people (of which 20% are workers and 80% are employees) will be determined from Table 5.

Table 5<*>

%	Tn (person.h.)	k
		6%	7%	8%	9%	10%	11%
= 2	Service	15,06	15,20	15,34	15,48	15,62	15,78
	Trab	2,34	2,36	2,38	2,40	2,42	2,46
	General	17,40	17,56	17,92	17,88	18,04	18,24
= 3	Service	22,59	22,80	23,01	23,22	23,43	23,67
	Trab	3,51	3,54	3,57	3,60	3,63	3,69
	General	26,10	26,28	26,68	26,82	27,06	27,36
= 4	Service	30,12	30,40	30,68	30,96	31,24	31,56
	Trab	4,68	4,72	4,76	4,80	4,84	4,92
	General	34,80	35,12	35,44	35,76	36,08	36,48
= 5	Service	37,65	38,00	38,35	38,70	39,05	39,45
	Trab	5,85	5,90	5,95	6,00	6,05	6,15
	General	43,50	43,90	44,30	44,70	45,10	45,60
= 6	Service	44,18	45,60	46,02	46,44	46,86	47,34
	Trab	7,02	7,08	7,14	7,20	7,26	7,38
	General	52,20	52,68	53,16	53,64	54,12	54,72

<*>The calculations were carried out with an accuracy of 0.01.

And now, let's see how the annual complexity of the work on registration of admission depends on the ratio of employees and workers. At the same time, we remain within 100 staff positions and k - 8%.

Table 6<*>

%	Tn (person.h.)	k
		1%	2%	3%	4%	5%	6%
80% employees 20% workers	Trab	1,20	2,40	3,60	4,80	6,00	7,20
	Service	7,68	15,36	23,04	30,72	38,40	46,08
	General	8,88	17,76	26,64	35,52	44,40	53,28
70% employees 30% workers	Trab	1,80	3,60	5,40	7,20	9,00	10,80
	Service	6,72	13,44	20,18	26,88	33,60	40,32
	General	8,52	17,04	25,56	34,08	42,60	51,12
60% employees 40% workers	Trab	2,40	4,80	7,20	9,60	12,00	14,40
	Service	5,76	11,52	17,28	23,04	28,80	34,56
	General	8,14	16,28	24,42	32,56	40,70	48,84
50% employees 50% workers	Trab	2,98	5,96	8,94	11,92	14,90	17,88
	Service	4,80	9,60	14,40	19,20	24,00	28,80
	General	7,78	15,56	23,34	31,12	38,90	46,68

<*>The calculations were carried out with an accuracy of 0.01.

Now let's move on to the second job - preparation of documents for the dismissal of employees and determine its annual labor intensity. As part of this work, the following operations are performed:

1. filling out the form of the order (instruction) to terminate the employment contract (forms No. T-8 and T-8a) on the basis of the resolution of the head of the organization on the employee's application for dismissal;
2. filling out a personal card;
3. making an entry in the work book;
4. extradition work book on receipt dismissed;
5. a record of the issuance of a work book in the book of accounting for the movement of work books;
6. withdrawal of a personal file from a file cabinet, an entry in a personal file on dismissal and in a dismissed journal (if such is maintained);
7. compilation of documents for transfer to the archive;
8. moving a personal card to a file cabinet;
9. preparation of a report on dismissal from work.

The time limit - 0.39 hours per 1 dismissed employee - is calculated only for these operations.

The company is still the same - with a staff of 100 people, of which 20% are workers and 80% are employees.

Table 7<*>

% (number of dismissed per month)	Т0 (12 ), (people h)	k
		6%	7%	8%	9%	10%	11%
1	T0 =12	4,98	5,01	5,05	5,10	5,15	5,19
2	T0 = ​​24	9,92	10,02	10,11	10,20	10,30	10,38
3	T0 = ​​36	14,88	15,03	15,15	15,30	15,45	15,57
4	T0 = ​​48	19,84	20,04	20,22	20,40	20,60	20,76
5	T0 = ​​60	24,80	25,05	25,25	25,50	25,75	25,95
6	T0 = ​​72	29,76	30,06	30,33	30,60	30,90	31,14

<*>The calculations were carried out with an accuracy of 0.01.

Another key job performed by the HR department is holiday registration . It includes the following operations:

1. drawing up a vacation order;
2. entry in a personal card on the basis of an order;
3. calculation of the duration of additional leave;
4. an entry in the vacation register (if one is maintained).

The Collection allots 0.11 hours per worker for this work. Let us determine the annual labor intensity of this work.

Table 8<*>

T (people h)	k%
	6%	7%	8%	9%	10%	11%
	11,66	11,77	11,88	11,99	12,1	12,21

<*>The calculations were carried out with an accuracy of 0.01.

And the last of the selected operations - registration of documents for employees retiring due to old age. The time standard of 3.3 man-hours is calculated by the Collection for the following operations:

1. selection of work books based on the list of workers of retirement age;
2. clarification of the total length of service (including preferential) according to the personal card and work book;
3. registration of the employee's application;
4. registration of a pension layout;
5. retiring counseling;
6. submission of documents to authorities social security;
7. registration of documents in the social security authorities;
8. entries in the book of accounting for persons retiring (if one is maintained).

0.5 hour is allotted for paperwork in social security authorities per 1 employee retiring.

Some of these operations are not carried out, but they are more than offset by the increased time spent on consultations with employees and contacts with pension authorities.

When calculating the labor intensity of this work, we will proceed from the fact that 0.r% is the number of employees retiring during the month (as a percentage); 0,r - the number of employees retiring during the month; 0,r x 12 - the number of employees retiring per year.

Table 9<*>

0.r%	3.3 pers. h 0.5 h (person h)	k
		6%	7%	8%	9%	10%	11%
0,1	T	4,83	4,88	4,92	4,97	5,02	5,06
0,2	T	9,67	9,76	9,85	9,94	10,03	10,12
0,3	T	14,50	14,64	14,77	14,91	15,05	15,18
0,4	T	19,33	19,52	19,70	19,88	20,06	20,25
0,5	T	24,17	24,40	24,62	24,85	25,08	25,31
0,6	T	29,00	29,20	29,55	29,82	30,01	30,37

<*>The calculations were carried out with an accuracy of 0.01.

Tables 4 - 9 are basic. This means that if we calculate the standards for 100 people of the state, then to calculate the same standards for 2000 people, we multiply each of the indicators by 20 and after summing them up we get total time necessary for the employee of the personnel department to complete all the work. If the company employs M people, then each of the standards, calculated for 100 people, should be multiplied by M / 100, and the resulting figures should be summed up.

Now about the rules for using tables.

For 100 employees - the annual labor intensity of only 4 jobs is:

11.88 man-hours - registration of holidays (table 8);

19.7 people h - registration of a pension (Table 9 (r = 0.4);

15.15 man-hours - dismissal (Table 7 (= 3%);

26.64 man-hours - hiring (Table 5 (= 3%).

In total, based on 100 employees, the annual labor intensity of these works will be 73.37 man-hours.

And now let's take one of the key factors that directly affect the workload of HR employees - staff turnover .

We define staff turnover as follows.

Let g be the number of people dismissed per year, we must accept the same number of people per year; we consider the percentage ratio of workers and employees unchanged. If, for example, we take a company with a staff of 100 people, of which 20% are workers and 80% are employees, then with k \u003d 8% and with a monthly dismissal of 1 person and hiring 1 employee, the personnel department employee will need to spend 14.01 hours. If there are a people of such persons, then it will take 14.01 ґ a hours. With a useful working time fund of one employee in hours equal to 1910 hours, the number of employees is determined by the formulas:

Since - the number of people calculated per 100 staff positions, then a is also the percentage of people fired and hired.

We believe that the hiring of workers and employees is carried out in their percentage, that is, 2.4 workers and 9.6 employees will be fired and hired per year, provided that the monthly dismissal and hiring is 1 person. If more workers are laid off, then it is necessary to make an appropriate recalculation.

In the case when the company has 20% employees and 80% workers, the formulas for determining the number of employees in the personnel department change and take the following form:

As in a company with a staff of 500 people (of which 80% employees and 20% workers) - the so-called "intellectual company", the annual labor intensity (T) and the number of employees of the personnel department (L) change depending on the turnover of personnel (% - the number of employees , hired and fired in a year), figure 1 will help us understand.

Let's see how the number of personnel officers in a company with a staff of 500 people (20% employees and 80% workers) will be calculated. If the formula is used to determine the number of HR employees in an organization of 100 people:

The figures are the best illustration of how staff turnover, which sometimes depends more on pay policy, motivation and other factors than on the human resources department itself, affects the size of the personnel officers themselves.

We hope that these figures will convince your management that if only two jobs - hiring and dismissal - require 1 HR worker in a company of 500 people with a turnover of 27% per month (see Fig. 1), then in order to perform about four dozen more jobs, you have long needed helpers.

In ancient times, while people had not yet joined culture and science, they made fire by rubbing hard wood. Enlightened people, on the other hand, drew a purer fire from the sky, collecting the rays of the sun with the help of mirrors and lenses.

Similarly, the ways of determining the number of employees of the organization differ. It's time for your leadership to be based on calculations, and not on intuition and often unreasonable savings on one of the key services of the organization.

"Human Resources Department budget institution", 2011, N 11

In the previous issue of the magazine, we considered the topic of organizing the workplace of a personnel officer. But first, the employer must determine how many such places need to be created in the personnel service. Especially it concerns large organizations in which a whole staff of employees is needed to conduct personnel work. In this article, we, as promised, will talk about how the quantitative composition of personnel employees of budgetary institutions is determined depending on the categories and what documents to be guided by.

Qualified employees of the personnel department know that rationing labor relations in budgetary institutions has its own specific features and differs significantly from the norms for employees of organizations of other types. In addition to special legislation regulating the activities of budgetary institutions, among the regulations common to all employees in Russia there are also special ones that determine working conditions in organizations with this organizational and legal form of management.

For example, the Labor Code of the Russian Federation contains a number of rules that specifically regulate the relationship of employees with employers-organizations funded from the federal, "subject" and municipal budgets<1>. Among the rules governing the legal status of organizations with different levels budget financing, there are also general ones for everyone, and special ones, applied depending on the level of funding.

<1>See, for example, Art. Art. 6, 34, 45, 119 and 133 of the Labor Code of the Russian Federation. The total number of such norms is 23 articles.

However, in terms of labor rationing (see part 1 of article 160 and article 211 of the Labor Code of the Russian Federation), general laws and by-laws applicable to legal entities regardless of their organizational and legal forms and forms of ownership. In addition, the accepted competent authorities authorities special by-laws on labor rationing, if they do not contradict the law (Article 161 of the Labor Code of the Russian Federation).

Due to the fact that neither Ch. 22 "Rationing of labor", nor Ch. 34 "Labor protection requirements" of the Labor Code of the Russian Federation do not contain clauses on special regulation of labor rationing for employees of budgetary institutions, they are subject to the general and special rules indicated above. In this article, we will consider this issue in more detail, give several examples and focus on individual norms and recommendations that are especially significant for the work of personnel officers.

Labor rationing: basic concepts

From Art. Art. 159 and 160 of the Labor Code of the Russian Federation (fundamental for the regulation of legal relations between employees and employers in the field of labor rationing), the following is clear. Employees are guaranteed state assistance in the systemic organization of labor rationing and the establishment of labor standards in accordance with the achieved level of technology, technology, organization of production and labor, namely, production standards, time standards, headcount standards, etc. Labor standards may be revised as they are improved or implemented new technology, technology and carrying out organizational or other measures that ensure the growth of labor productivity, as well as in the case of using physically and morally obsolete equipment.

Guided by the general concept set out in Art. 160 of the Labor Code of the Russian Federation, the ministries and departments of the Russian Federation are developing by-laws that detail the general legal approaches to establishing labor standards in their subordinate budgetary organizations, taking into account the characteristics of a particular sector of the economy. For the personnel department of budgetary institutions, there is no special regulatory act containing a methodology for determining the staffing level. Therefore, heads of budgetary institutions should be guided by the Recommendations for determining the number of employees budget organizations based on labor standards<2>. According to these Recommendations, certain calculation normative instruments are used to establish the staffing level of employees of budgetary institutions. Using these tools, the norms of time, output, load, manageability, maintenance, number and typical staff are calculated.

<2>Published by the Federal State Unitary Enterprise "Research Institute of Labor and Social Insurance" federal agency on health care and social development (M., 2006). The document has not been officially published. It is located on the site http://www.opengost.ru and in reference and legal search engines.

The norm of time is the amount of working time spent to perform a unit of work by an employee or a group of employees of appropriate qualifications in certain organizational and technical conditions.

The production rate (load) is the established amount of work that an employee or a group of employees of appropriate qualifications is required to perform per unit of working time in certain organizational and technical conditions.

Norm of manageability - the number of employees who are subordinate to one manager.

The service time rate is the amount of time spent on servicing a unit of work.

The headcount standard is the established number of employees of a certain professional and qualification composition, necessary for the implementation of specific production, managerial functions or scope of work. A variety of population standards are typical staffs established on the basis of service time and load standards.

Any normative materials for labor, used to calculate the staffing level, are approved in in due course, if they are typical, or directly by the head of the organization, if they are local. "In due course" - means according to the rules contained in Art. Art. 161 and 162 of the Labor Code of the Russian Federation. So, in Art. 161 says that for homogeneous work, standard (intersectoral, sectoral, professional and other) labor standards can be established. They are developed and approved in the manner established by the federal executive body authorized by the Government of the Russian Federation.<3>. The Government of the Russian Federation determined this procedure by empowering the federal executive bodies responsible for the management, regulation and coordination of activities in the industry (sub-sector) of the economy to develop and establish the standard standards and labor standards necessary for regulating labor productivity. These bodies approve the norms in accordance with the rules for the preparation of normative legal acts of the federal executive authorities. Model professional, sectoral and other labor standards are approved by the federal executive body in agreement with the Ministry of Health and Social Development. Model intersectoral labor standards are approved by the Ministry of Health and Social Development itself. The revision of standard labor standards in cases provided for by the legislation of the Russian Federation is carried out in the manner established for their development and approval.

<3>Decree of the Government of the Russian Federation of November 11, 2002 N 804 "On the Rules for the Development and Approval of Model Labor Standards".

In Art. 162 of the Labor Code of the Russian Federation states that local regulations providing for the introduction, replacement and revision of labor standards are adopted by the employer, taking into account the opinion of the representative body of employees. Employees must be notified of the introduction of new labor standards no later than two months in advance. The same rule, by analogy, is applied when replacing and revising existing labor standards.

Having become acquainted with the basic terminology and other fundamental rules, we will consider in in general terms the process of determining the staffing level of personnel officers of budgetary institutions.

The process of establishing the staffing level of personnel officers

The Recommendations explain that budgetary institutions should apply by analogy the norms of the following guidelines (unless their provisions contain a clause on the exclusion of "state employees" from their scope): Norms for the number of employees of personnel training departments (bureaus, sectors) at enterprises<4>, Intersectoral consolidated time standards for recruitment and accounting of personnel (hereinafter - Aggregate standards)<5>, Standards for the maximum number of employees of personnel services and accounting departments of federal executive bodies<6>(hereinafter referred to as Number Standards).

<4>Approved by the Decree of the State Committee for Labor of the USSR, the Secretariat of the All-Union Central Council of Trade Unions of 06.07.1989 N 223 / 13-15.
<5>Approved by the Decree of the USSR Ministry of Labor of November 14, 1991 N 78.
<6>Approved by the Decree of the Ministry of Labor of Russia of 05.06.2002 N 39.

It follows from these standards that they are intended to determine and justify the number of employees of the specified structural units, the optimal selection, placement and use of personnel, the correct distribution of work between performers, as well as the establishment of job responsibilities.

As a rule, all officially adopted population standards contain three sections: a general part, a section on labor organization and a normative part. In addition, they necessarily provide an example of calculating the standard number of employees, in particular, the personnel service. Let us also draw the attention of readers to the fact that in the methods for calculating the number of personnel officers it is noted: in cases where the number of employees served is less than 100 people, and the supervised number of subordinate organizations with an independent balance sheet is less than five, local and industry standards for the number of employees of the personnel service can be applied .

Consider the actions of the organization's management to determine the quantitative composition of the personnel department.

The organizational component of the rationing of the work of personnel officers

The activities of employees of the personnel department are regulated by special and general legislation of the Russian Federation, their job descriptions, regulations on structural divisions budget institutions. Therefore, first of all, it is necessary, guided by the Qualification Directory for the positions of managers, specialists and other employees<7>(hereinafter referred to as the Qualification Handbook of Employees), develop or bring into line with its provisions the job descriptions of personnel officers and the regulation on the personnel department available in the organization. Please note that it is advisable to issue job descriptions for personnel officers as a separate local act regulating the rights and obligations of certain categories of employees of the personnel department. If the instruction is part of the employment contract, then each change to it will require compliance with the rules of Art. 72 of the Labor Code of the Russian Federation.

<7>Approved by the Decree of the Ministry of Labor of Russia of August 21, 1998 N 37.

Employees potentially involved in HR work in large budgetary institutions may include:

• Deputy Director for Human Resources;
• head of the personnel department;
• head of personnel training department;
• personnel manager;
• head of the pass office;
• HR Specialist;
• training engineer;
• psychologist;
• sociologist;
• physiologist;
• personnel inspector;
• duty bureau of passes;
• timekeeper.

When creating or bringing these local acts in line with the Qualification Handbook of Employees, these documents need to be creatively reworked, leaving only those labor obligations that the HR department must fulfill based on the mandatory requirements of the law. The following functions of the personnel department are mandatory according to the headcount standards:

• organization and coordination of work on the selection and placement of personnel;
• implementation of personal records of personnel, maintenance of personal files of employees;
• accounting, maintenance, storage and issuance of work books;
• preparation for approval and maintenance of the staff list;
• formation of a personnel reserve for replacement leadership positions structural divisions;
• advising employees on issues related to the personnel service;
• organization of verification of information provided by a citizen when applying for a job (in cases specified by law);
• organization and holding of meetings and seminars with employees of the personnel service;
• preparation of employment contracts, orders for hiring and dismissal, promotion of employees;
• performance appraisal of employees;
• participation in competitions for filling vacancies;
• preparation required documents and assignment of qualification categories to employees;
• organization of work on training and retraining of personnel, advanced training;
• coordination of work on the selection and placement of personnel of subordinate institutions and organizations;
• ensuring control over compliance with the legislation of the Russian Federation concerning personnel policy;
• consideration of letters, complaints and applications of citizens on issues related to the competence of the personnel service;
• preparation of materials and presentation for awarding distinguished employees.

Both the position on the personnel department and the job descriptions of personnel officers should reflect their duties, the competence of the personnel department, and they must be approved by the head of the institution.

The next stage is the preparation of a procedure for rationing the number of employees of this structural unit.

Regulatory component

Firstly, he has the right to use the size standard, defined as standard staff, established on the basis of service time norms, workload. To do this, apply by analogy Number standards. They have Example calculation of the standard number of employees of the personnel service and a table of the standard for the maximum number of such employees, which indicates how the quantitative composition of the personnel department depends on the number of employees of a budgetary institution.

Secondly, it is possible to determine in detail the minimum number of categories of personnel workers necessary to carry out the expected scope of work. To do this, you need to use the Standards for the number of employees of personnel training departments (bureaus, sectors) at enterprises (when establishing such a standard, they proceed from how much work will be performed by training engineers in a particular budgetary organization) and Aggregated standards.

As a starting point, you need to take the entire scope of work that is defined in the legislation for employees in training, namely:

• planning for continuous training of personnel;
• organization of continuous professional and economic training of workers;
• organization of individual training of workers;
• organization of continuous training for managers, specialists and employees;
• participation in the organization of training to improve the general educational level of employees (together with the personnel department);
• control over the conduct of the educational process;
• organization and registration of the practical training of pupils and students;
• organization of socially useful, productive work of schoolchildren and work on career guidance for young people;
• organization of practical training for young specialists during their internship;
• participation in the organization and holding of reviews (competitions) of professional skills;
• participation in the analysis of learning outcomes;
• preparation of cost estimates for all types of training;
• preparation of reports on professional and economic training of personnel.

Further, from this list, those positions are highlighted that will actually be performed in a specific budgetary institution that does not have, for example, contractual relations to conduct internships for pupils and students. Based on the result, a provision on personnel training is created, and then on its basis, job descriptions for personnel training are developed.

Then, using the methodology for determining the number of employees for training personnel contained in the Standards for the number of employees of personnel training departments (bureaus, sectors) at enterprises, and taking into account the number of annually trained personnel of a budgetary institution, the number of full or part-time positions in staffing for this category of workers. With a small amount of such work, for example, only for 0.25 rates, it makes sense (by virtue of Articles 60.2, 150 and 151 of the Labor Code of the Russian Federation) to authorize a personnel specialist to perform them, having received his consent.

For self-calculation of categories and staff units of personnel department employees, you will need to use the Aggregated standards. They are designed to determine the cost of working time for work on recruiting and recording personnel, personnel and military records and are recommended for setting tasks, as well as justifying the number of people employed in these works. In particular, this manual contains standards for operational time in man-hours per accepted unit of measurement of the volume of work, which includes the following types of work:

• registration of documents when hiring workers and employees;
• paperwork for the dismissal of workers and employees;
• registration and accounting of work books;
• registration of documents on the accounting of the movement of personnel;
• drafting statistical reporting personnel records;
• preparation of certificates, participation in the development of plans and other work performed by employees in the recruitment and accounting of personnel;
• payroll work;
• work in the pass office;
• work in the military accounting table;
• work related to APCS-cadres;
• others.

Using the methods given in this document, it is possible to determine the number of staff units required for work on recruiting and accounting for personnel (performed by a personnel inspector), for time records (timekeeper), in a pass office (duty pass office), in a military registration table (inspector).

For clarity, let's consider an example of calculating the norm of time and determining the annual labor intensity of normalized work and the number of employees using the formulas from the Aggregate Standards. The methodology consists of two stages.

I stage. We determine the norms of time for the performance of a unit of normalized work according to the formula:

To
Hvr = Top (1 + ---),
100

where Hvr - norms of time for the performance of a specific standardized type of work, man-hour;

Top - the standard of operational time for the performance of this work, established according to the collection, man-hours;

K is a coefficient that takes into account the time spent on organizational and technical maintenance of the workplace, rest (including physical education breaks) and personal needs, as well as preparatory and final work, as a percentage of operational time. According to the results of the analysis of maps of photographs and self-photos of the working time of employees, K is taken equal to 8%.

To calculate the norm of time to complete, for example, the operation "documentation when hiring one employee", we substitute data from the corresponding tables of the Aggregate Standards into the formula (the tables were developed by the Central Bureau of Labor Standards of the All-Union Center for Labor Productivity and therefore have the status of scientifically substantiated). Hvr \u003d 0.74 x (1 + 8 / 100) \u003d 0.74 x 1.08 \u003d 0.8 (person-hour).

Further, it would be necessary to take data from the Aggregated Standards in turn for all the operations that the personnel officer performs in accordance with job description and regulations on the personnel department. For example, we will calculate the time limit for the execution of the operation "registration and accounting of work books", subject to the issuance of one work book, making one entry and making one copy with ten entries: Hvr \u003d (0.11 + 0.07 + 0.62) x (1 + 8 / 100) = 0.9 (person-hour).

II stage. When all the operations performed by the personnel officer are calculated in this way, you can find out the annual labor intensity of normalized work. It is determined taking into account the volume of each type of work performed by the formula:

N
Tn = SUM Nvr. i x Vi,
i=1

where Tn is the annual labor intensity of standardized work, man-hour;

Nvr. i - the norm of time for the performance of a specific type of standardized work (a set of operations), man-hours;

Vi - the volume of a particular type of standardized work (a set of operations, operations) performed per year, man-hours;

i \u003d 1, 2 ... n - types of standardized work (a set of operations, operations).

Then, according to a similar formula, the annual labor intensity of work (Tn) that is not provided for in the tables of the Aggregated standards is established. But before that, labor economists or rate-setters, that is, specialists in the organization of labor<8>Those who own, in particular, methods for determining labor productivity, accounting and analyzing labor indicators, must determine the time standards for performing these operations.

<8>Specialists in the organization of labor are required to have a higher professional (economic) education and undergo specialization, having mastered, for example, knowledge of social development team, methods for determining the number of employees, the basics of production technology, the possibilities of using computer science for the implementation of calculations and accounting for indicators on labor and the rules for its operation (see the Qualification Handbook of Employees).

And only then the total annual labor intensity of the work performed by the personnel department is determined by the formula:

That \u003d Tn + Tn.

Based on it, taking from the Aggregated Standards information about the useful working time fund of one employee per year or calculating it yourself, you can isolate from the general To or calculate a special Too, indicating the annual labor intensity of certain types of work, determine the estimated number of personnel officers in their areas of activity .

Here is a calculation of the number of inspectors by personnel of a conditional organization:

H \u003d To / Fp,

where To is the total labor intensity of the work of inspectors per year, man-hours (5500 - from Table 1 of the Consolidated Standards);

Фп - useful working time fund of one employee per year (adopted 1910 hours).

Then H \u003d (5500 + 70) / 1910 \u003d 2.9 people, where 70 (man-hours) is the annual labor intensity of work not provided for by the Aggregated standards. We get that in a conditional organization, a staff of HR inspectors in the amount of three people is required to perform work on recruiting and accounting for personnel.

Calculating the number of timekeepers is easier. It is determined by dividing the average number of employees by the service rate established according to time standards. To do this, apply the formula:

H \u003d Chos / Nobs,

where Chos - average headcount workers, people;

Nobs - the rate of service, determined from the relevant collections of standards or obtained by calculation, pers..

So, the rationing of labor is a rather difficult task, since it is necessary to take the appropriate methods containing rather complicated mathematical formulas as the basis for calculations. If standard staff is not used, it is necessary to involve specialists in labor rationing in this work.

N.A.Brilliantova

Professor,

deputy head

department of labor law

and social security rights of ATiSO,

Scientific Secretary

doctoral dissertation council

at ATiSO

V.V. Arkhipov

practicing lawyer

Terentiev Bogdan

• 30.07.2018 /
• 0 comments

They were developed by the Central Bureau of Labor Standards of the Ministry of Labor of Russia with the participation of enterprises and organizations of sectoral ministries and departments. Intersectoral standards had a limited validity period - until 1997, were advisory in nature and were used as the basis for developing labor rationing systems in organizations. Note! The official period of validity of the Intersectoral standards for work on recruitment and accounting of personnel has expired

How to calculate the workload of the HR department

They show, for example, how many employees in a certain period of time an employee of the personnel department should check for presence at the workplace. It is expedient to form a normalized task for employees of personnel services on the basis of an analysis of the content of the work (functions) performed by them, the degree of their repetition and other factors. The establishment of normalized tasks will allow rationally distributing functions between performers in accordance with their position and qualifications, assessing the effectiveness of work and interest individual workers in the performance of a larger amount of work (functions), the combination of professions and positions, subject to labor motivation.

The period of performance of a normalized task is determined by the complexity and laboriousness, the degree of repetition of functions (works).

What is the number of employees for one personnel officer

Neither qualifications and number of specialists are recorded, nor a real assessment necessary costs working time. It's no secret that the number of HR employees in many companies is determined at the personal discretion of its "first person". The correctness of this approach will be left without comment.
So how many HR people should be in a company with, say, 200 employees? I'm sorry, but I have to disappoint you. We cannot name a specific number. You will have to look for the right answer yourself, but ... with our help. And you will have to start with yourself, that is, with the rationing of your work.
MAIN TYPES OF LABOR STANDARDS So, improving the organization of labor of employees of personnel services is directly related to solving the problems of its regulation (rationing) in time.

Number of employees per 1 personnel officer

The second way - we proceed from the number of personnel This method is used most often, since it is quite logical that with an increase in the number of staff, the load on the personnel department increases. But information on the number of employees is clearly not enough, it is necessary to determine the list of functions assigned to personnel officers. Often their tasks include: But even without these additional functions, one personnel officer is usually hired for every 150-200 people of staff.

This is a very approximate calculation, since the fluidity and the actual volume of processed documents are not taken into account. In addition, the specifics of the organization's activities can both reduce the workload and increase it. Enterprises with harmful working conditions, where medical examinations and additional benefits are required, are, of course, more difficult in terms of personnel records.

Personnel officer

What load should a personnel officer have and when to require additional payment

Intersectoral enlarged standards of working hours for work on copying and prompt reproduction of documents (1990); Enlarged norms of time for work performed in archives that store documents on the personnel of institutions, organizations and enterprises (1992); Standards for the number of employees of personnel training departments (bureaus, sectors) at enterprises (1990); Intersectoral standards for the number of employees of the labor protection service at the enterprise (2001); Norms of time for work on documentation support management structures federal executive authorities (2002); Selection recommendations suitable job workers, specialists and technical performers (2000); Recommendations for determining the staffing level of budgetary organizations based on labor standards (2006).
Hvr \u003d Top (1 + K / 100), where Hvr is the norm of time to perform a specific type of work (function), man-hour; Top - normative value time for the performance of normalized work (functions), established according to Intersectoral standards, man-hour; K - coefficient taking into account the costs of organizational and technical maintenance of the workplace, rest and personal needs, as well as preparatory and final time. According to the results of photographs and self-photographs of working time, it is assumed to be 8%. For example, the norm of time to complete the operation "Paperwork when hiring one worker" will be: Hvr \u003d 0.46 (1 + 8: 100) \u003d 0.50 man-hours.

The norm of time for the procedure "Execution and accounting of work books", subject to the issuance of one work book, making one entry and making one copy with ten entries in the book, will be: Hvr \u003d (0.11 + 0.07 + 0.62) (1 + 8: 100) = 0.864 man-hours

Attention

Decree of the Ministry of Labor and Social Affairs of the USSR of November 14, 1991 Number of employees per 1 personnel officer However, such calculations are very time consuming and will require considerable effort. In the case when efficiency is important, it is possible to make calculations for a quarter or for a month, but then the accuracy of the calculations will be very approximate.

And now let's together, using the standards established by the decree of the USSR Ministry of Labor, calculate the required number of personnel service specialists, taking for billing period one month. What should be the number of employees keeping personnel records? Attention It must be said that with the introduction of the Labor Code, approaches to legal regulation labor standards have undergone significant changes. Rationing has been handed over to the organizations themselves.
Despite this, experts consider them acceptable for all organizations, regardless of the form of ownership and type of activity. Firstly, because personnel records management largely repeats the technology of documentary support for management, and secondly, because special norms for documentary staffing simply no;

• Decree of the USSR Ministry of Labor of November 14, 1991

Forum Surprisingly large reference base for HR records management HR Forum. HR records management» HR records management Welcome to the forum of professional HR professionals and beginners in HR, dear colleagues! There are already more than 250,000 messages on our forum, more than 26,000 topics, and most importantly, we always have an excellent team and a spirit of mutual assistance. Request to newcomers, please USE SEARCH IN THE FORUM! Most of the questions have already been answered.

It should be noted that certain provisions of these documents are outdated, some of them have become invalid because they had a limited validity period. However, they still remain relevant to this day. Let's see how, based on these standard norms, we can calculate necessary number personnel inspectors.

CALCULATION OF THE NUMBER OF HR INSPECTORS ON THE BASIS OF TYPICAL STANDARDS In the traditional version of the work of the personnel service, the inspector during the year performs all operations for accounting and staffing. Below are fragments of time standards for paperwork when hiring workers and employees (table 1) and dismissal (table 2), contained in the Intersectoral aggregated time standards for recruitment and accounting of personnel, approved. Decree of the Ministry of Labor of the USSR of November 14, 1991 No. 78 (hereinafter referred to as Intersectoral Standards).

Since the regulations governing the labor rationing system have not yet been developed, the provisions of these standards can be applied at the present time as a methodological aid in the calculation and development of time standards for certain types work performed by employees of the personnel service. Using this document it should be borne in mind that to some extent it is outdated and does not take into account the changes that have taken place in labor legislation, which are reflected in functional duties personnel department employees. Therefore, the standards provided for in it may not cover the entire range of operations performed when hiring and dismissing employees.

Table 1 Time standards for paperwork when hiring workers and employees Content of work when hiring employees: 1.
Annual labor intensity of work not provided for by the collection of standards, man-hours (70 man-hours). Then: H \u003d (5500 + 70): 1910 \u003d 2.9 people. We accept H \u003d 3 people. Thus, the number of inspectors will be three people.

Practice shows that personnel officers spend a lot of time on documentary services. For standardization of typical work, the Norms of time for work on documentary support of management structures of federal executive bodies, approved. Decree of the Ministry of Labor of Russia dated March 26, 2002 No. 23. In personnel services (with the traditional management structure labor resources enterprise) the number of timekeepers can be employed, which is determined by dividing the average number of employees of the enterprise by the service rate established according to time standards.

Let us give an example of calculating their number.

The very first attempt to find a standard for the number of personnel officers refers us to the 1991 document "Intersectoral time standards for staffing and accounting work." These standards have never been reissued, and although they still serve as a guideline for calculating the load, they are clearly outdated. Tools such as a PC at each workplace, 1C and more software, in 1991 simply could not be taken into account. How to be? There are two real ways to solve the problem.

The first way is the rationing of labor

This is a very laborious process, but the result will be quite accurate and expressed in the language of numbers. And leaders understand the language of numbers well. So, ?

1. We highlight the main workflows. It is important not to take into account the task as a whole, but to break it down into its components. For example, hiring consists of copying documents, entering information into the system, drawing up an employment contract, familiarizing the employee with local acts and so on.
2. We determine the time costs for each process. We note the time required to obtain the desired result of the work. The time to complete each operation is measured by the rationer or the person who is entrusted with the rationing.
3. We find the approximate number of described processes per month or year. The average number of admissions, transfers, dismissals, sick leaves, and so on.
4. We multiply the number of operations by the time of their execution.

   For example, the total time it takes to complete sick leave, - 15 minutes, the average number of sick days per year is 50 pieces. Total: 15 x 50 = 750 minutes, or 12.5 hours. We do this in every area of ​​work.

5. We add time for unplanned labor costs - consulting employees, compiling lists, etc. In this case, you need to proceed from the realities of a particular organization.
6. The resulting total time in hours is divided by 8 and we get the number of days required to complete the work.

For clarity, you can familiarize yourself with a sample of the approximate calculation of the time for hiring a new employee.

Applying this method, you need to take into account breaks when working on a computer, meetings, business trips, vacations and illnesses of employees of the personnel department.

Advantages

A compelling picture that clearly shows the number of tasks performed by the HR department, as well as their labor intensity.

Flaws

The inability to accurately plan the amount of future work, which may cause errors. It is reasonable to add to the result obtained additional time for unforeseen functions and force majeure.

The second way - we proceed from the number of personnel

This method is used most often, since it is quite logical that with an increase in the number of staff, the load on the personnel department increases. But information on the number of employees is clearly not enough, it is necessary to determine the list of functions assigned to personnel officers. Often their tasks include:

• registration of VHI policies and related documents.

But even without these additional functions, one personnel officer is usually hired for every 150-200 staff members. This is a very approximate calculation, since the fluidity and the actual volume of processed documents are not taken into account. In addition, the specifics of the organization's activities can both reduce the workload and increase it. Enterprises with medical examinations and additional benefits are, of course, more complex in terms of personnel records.

How to calculate employee turnover

If you decide to build on the number of staff, and this method seems simpler and more convenient to you, you should still calculate the turnover over the past period and formulate the main tasks.

Fluidity is found by a simple formula:

Kt \u003d (Number of dismissed) x 100 / (Average. Number)

Example:

During the year, the company fired 23 people, the average number is 150 people, the calculation of turnover:

Flow coefficient = 23 x 100 / 150 = 15.33.

The rate of turnover depends on the scope of the organization, material stability, seasonality and management policy. In general, a ratio of 10-20 percent is considered normal. The higher the turnover, the greater the burden on personnel workers, and if it is significantly higher than the average, this is a reason to increase the number of personnel departments.

So, to use this method, we take into account:

1. Number.
2. Fluidity.
3. Additional functions.

With low turnover and a small amount of workload in the form of added tasks, having one HR worker per 150 people seems to be sufficient.

Advantages

Insignificant labor costs and the ability to have a temporary reserve of man-hours for unforeseen situations.

Flaws

Low accuracy and the need to regularly prove the correctness of the calculation, since the visibility of the results is low.

Express your opinion about the article or ask the experts a question to get an answer