Question 2: What are the quotas and quotas of enterprises? It refers to the management activities of an enterprise under the guidance of the established development strategy, through organizational structure design and functional decomposition, on the basis of setting posts, to determine the establishment of the enterprise, and then to determine the specific staff to perform post work.
Enterprises can do it in every department, everyone has something to do, posts are not duplicated, and work is not missed through quota allocation.
Question 3: How to write the staffing plan? The first plan is to create posts and make clear what kind of posts enterprises (organizations) need.
The second is to determine the number of individuals suitable for enterprise development.
Three, the number of personnel, clear who is suitable for the development of enterprises (organizations)?
Posts and personnel quota is a general term for posts and personnel quota. The former is the post that undertakes specific work in the design organization, and the latter is the number of people who design and engage in a certain post. However, in practical work, the two are inseparable. When a post is determined, the concepts of quantity and quality will automatically come into being. Some enterprises also raise the issue of personnel quality related to the establishment of posts separately, which is called "quota". "Fixed number" and "fixed number of posts" are collectively called "three fixes".
I can send you a document as a reference, hoping to help you!
Question 4: Staffing and staffing are mainly based on providing scientific basis for the following work: 1. Prepare enterprise human resources plan and allocate human resources. 2. Fully tap the potential of human resources and save the use of human resources. 3. Continuously improve labor organization and increase labor productivity. To do this, the number of people must be: 1. Focus on achieving the production and business objectives of enterprises, and improve the work morale and professional satisfaction of employees. 2. Aim at simplification, efficiency and coordination. 3. Adapt to the new division of labor and cooperation. 4. Reasonably arrange the proportional relationship of all kinds of personnel. According to the above analysis, it is not comprehensive and scientific to simply think that job analysis is the basis of modern human resource management. China enterprises in the network era should say that job analysis and its derivative results are the basis and premise of modern human resource management. For a considerable period of time, its role will not be weakened or diluted, but the integration of "stylized and humanized" human resource management strategies needs to be strengthened.
Question 5: What does quota mean? The number of people allowed to exist in a unit (generally a public institution).
Question 6: The principle of staffing and staffing is 1. With the production and operation objectives of the enterprise as the center, the personnel allocation and quota are scientifically and reasonably carried out. 2. The proportion of all kinds of personnel in the enterprise should be coordinated. 3. When deploying personnel, experts should take the lead and take the road of specialization. 4. Adhere to science and ensure normal rest time for employees.
Question 7: How to do a good job in enterprise staffing is a headache for many human resources managers. Almost all departments are shouting about the shortage of personnel, but it is difficult to come up with an absolutely convincing plan from the top management to the human resources department. So in the end, it evolved into a round of bargaining, and the staff size of the department continued to expand, and the result was still constant shouting-this is the status quo faced by many enterprises in staffing issues.
Fixing posts and personnel is the most basic human resource management work. After the organizational structure of the enterprise is determined, the next problem is the post setting of each department and the number of post personnel. Job analysis can only be carried out after the position setting is determined. Why did such a basic work encounter such a dilemma? How to correctly understand the meaning of posts and personnel, what principles should be followed, what factors should be considered, and what are the basic steps and methods of posts and personnel?
Fixed posts and personnel quota refers to the process of determining the post setting and the number of personnel in each post through scientific methods under the condition that the organizational structure of the enterprise is determined. In an enterprise, it generally includes posts, personnel and personnel. In addition, there is also the title of dual management, which refers to labor quota management and quota management. However, these concepts are vague to some extent, and the specific positioning of posts and personnel should be determined according to the specific situation in actual work.
After the organizational structure is determined, how to realize the efficient operation of business processes and the effective achievement of departmental responsibilities is the primary problem, and specialized division of labor is the basic method to achieve this goal. Therefore, from the perspective of division of labor, fixing posts is to fix a series of tasks with the same or similar responsibilities and processes in the department by one person or a group of people. The essence of job creation is division of labor, and quota seeks to improve efficiency and reduce costs on the basis of division of labor. Therefore, the post is where a series of related tasks are located.
Post-fixing is to break a whole into several parts according to the principle of specialization, and then merge tasks with the same or similar nature into one post. Each group of the same or similar tasks constitutes a post, but the total amount of a group of jobs that constitute different posts may be different. Some task groups may need more than one person to complete, while others may not be able to meet the workload of one person every working day. More importantly, it is necessary to rationally coordinate the proportional relationship between various tasks. At this time, the staffing problem appeared. Staffing is to provide corresponding personnel for each post and keep the coordination of work progress between each post.
It can be seen that the concept of fixed posts and personnel is a relative concept. The post and personnel quota must be designed according to the actual situation of the enterprise (including business process, technical conditions, staff quality, etc.). ). It is precisely for this reason that there is no absolute mode of posts and personnel quota in the world, especially the problem of posts and personnel quota for managers, so posts and personnel quota has become a universal problem.
Basic steps and methods of staffing
Two different ways of enterprise personnel allocation
One is the gradual summary from bottom to top, and the other is the gradual decomposition from top to bottom. According to the general experience, the bottom-up approach often exaggerates the staffing due to the lack of overall scale restrictions, and ultimately requires the company's top management to strongly compress the staffing. Therefore, the top-down method determines the overall size of the enterprise from the beginning, and decomposes it one by one, emphasizing the overall restrictions of the total size of the enterprise and the total size of the department on the staffing of the post, so that all departments can consciously determine the staffing at a reasonable level.
At the same time, any enterprise has a problem of limiting the overall size of personnel, and its limitation is the proportion of labor costs determined by the breakeven point of the enterprise to the total sales of the enterprise.
Steps to determine the number of people
1. Determine the total size of front-line business personnel. Business personnel directly provide services or manufacture products for customers, so they can be directly obtained according to quantitative factors such as the business scale or output of the enterprise. The specific method is as follows:
(1) Staffing by equipment. For production enterprises, each equipment has a rated nursing quota or operating post. For example, the number of textile workers in textile enterprises is determined according to the nursing quota of textile machines, and the calculation method is as follows: post quota = number of equipment (sets)/nursing quota (sets/person).
Other production enterprises can determine the number of production personnel according to the positions determined during the design of production lines. For example, the rated personnel quota of a certain type of gravure press in a printing enterprise is 3, that is, it must be turned on by 3 people, which is actually one of the storage quotas.
(2) For service enterprises, there is a relatively stable proportional relationship between production personnel and service objects. Take catering enterprises as an example, there is a certain proportion between the number of diners and the service staff. According to this ratio, services can be calculated ... >>
Question 8: What do you mean? Staffing is completed in the department organization chart:
Post-fixing: it is to determine the post according to the company's current development scale and short-term development goals. Take the human resources department as an example: there are two positions, 1 manager and 1 personnel specialist. The company will conduct performance appraisal from next month, and needs to add 1 performance appraisal specialist. This is job creation.
Quotation: after the quota is completed, the quota is determined to be 1 or 2 according to the work tasks and scope of the department.
I hope I can help you.
Question 9: What is the summary of enterprise's staffing by post? It refers to the quantitative standard of all kinds of personnel that an enterprise should be equipped with in a certain period of time and under certain technical and organizational conditions according to the established product direction and production scale of the enterprise. Reasonable staffing can provide a reliable basis for enterprises to formulate labor plans and allocate labor; It can promote enterprises to improve their work, overcome the phenomenon of overstaffing, lax work and lax discipline, and improve efficiency.
Personnel quota requirements 1. The principle of personnel quota should be advanced and reasonable.
That is, we should not only consider the realistic technical organization conditions, but also fully tap the labor potential, apply advanced technology as much as possible, and improve the labor organization and production organization form; It not only ensures to meet the production needs, but also avoids the waste of personnel, tries to streamline the organization and reduce unnecessary personnel, and completes more tasks by improving production efficiency and work efficiency.
2. The number of personnel should be able to correctly handle the proportional relationship between all kinds of personnel.
It is necessary to reasonably arrange the proportional relationship between direct production personnel and indirect production personnel, improve the proportion of direct production personnel and reduce the proportion of indirect production personnel; It is necessary to correctly handle the proportional relationship between basic workers and auxiliary workers, rationally arrange and properly equip them, and correctly stipulate the proportion of personnel according to the needs and actual possibilities of enterprise development; In addition, with the development of science and technology and the improvement of enterprise management requirements, the proportion of engineering and technical personnel and management personnel in enterprises has gradually increased.
The role and task of quota work
Quota work is also a basic management work of enterprises. Its main function is to use organizational measures to ensure the reasonable staffing of enterprises, so as to achieve the purpose of saving manpower, avoiding waste and improving labor productivity. Specifically, it is the basis for enterprises to make labor plans; It is the basis for allocating labor force and checking the use of labor force; It is a necessary guarantee for improving labor organization and observing labor discipline.
The scope of enterprise personnel should include all departments and posts, that is, all personnel engaged in production, technology, management and service. However, it does not include other personnel who have nothing to do with production and operation and workers' lives, or those who need temporary production work. Apprentices who cannot independently set posts are not included in the quota scope. Staffing includes determining the total number of enterprises, the number of departments, the number of posts, the number of people who have mastered various skills and the proportional relationship between them. Enterprise employees are generally divided into two categories:
1, is engaged in production and technical work, they are direct production personnel;
2. Personnel engaged in management and service are indirect production personnel. In order to maintain normal production and business activities, enterprises need all kinds of talents to engage in various professional activities. Objectively, there is a certain proportional relationship among all kinds of personnel, including the proportion of basic production workers and auxiliary production workers, and the proportion of direct production workers and indirect production workers.
The traditional view is that the proportion of indirect production personnel should not be too large. Our country once stipulated the proportion of 17% indirect production personnel for state-owned enterprises, but few enterprises can do it. The main reasons are: poor management, resulting in the unreasonable phenomenon of tight first line, loose second line and swollen third line; Various proportions are related to the production characteristics of enterprises, and it is difficult for enterprises to determine this proportional relationship, which depends entirely on actual needs. With the development of science and technology and the improvement of production automation level, the proportion of auxiliary production workers and indirect production workers is on the rise.
In short, we should proceed from reality and obey the objective needs of enterprise production and business activities, not only to realize a reasonable division of labor to give full play to the expertise of workers, but also to avoid the underutilization of human resources caused by too fine division of labor. In terms of institutional setup, it is required to streamline institutions and reduce management levels, so that everyone has his own responsibilities, put an end to mutual shirking and improve work efficiency.
Compilation method of personnel quota
The staffing requirements shall be advanced and reasonable, and conform to the principles of high efficiency, full load and full utilization of working hours. If it is a new enterprise, we should do this work well from the beginning. In modern society, even dismissing an redundant employee is not a welcome thing, and it will also affect employees' mood and put enterprises in a dilemma. Therefore, it is very important to choose a scientific staffing method.
The basic principle of quota calculation is to determine the number of people according to the production workload. As the standard of workload calculation, labor quota plays an important role in quota calculation. Therefore, as long as there is work quota, it is necessary to consider using labor quota data for staffing. The following methods are based on labor quota.
1, time quota
Because different types of work and different processing objects cannot be directly compared, and working hours quota is the most common labor consumption standard. Once different types of work ... >>
Question 10: How to operate staffing, staffing, staffing is completed on the department organization chart:
Post-fixing: it is to determine the post according to the company's current development scale and short-term development goals. Take the human resources department as an example: there are two positions, 1 manager and 1 personnel specialist. The company will conduct performance appraisal from next month, and needs to add 1 performance appraisal specialist. This is job creation.
Quotation: after the quota is completed, the quota is determined to be 1 or 2 according to the work tasks and scope of the department.
I hope I can help you.