This is the current situation that many companies are facing on the issue of posting and staffing.
Posting and staffing is one of the most basic human resource management work, in the enterprise organizational structure to determine the next question is the number of positions within the departments and the number of personnel in the post, only in the post setting to determine the job analysis can be carried out. Why such a basic work but suffered such a predicament, how to correctly understand the meaning of the fixed-post staffing, should follow what principles, consider what factors, the fixed-post staffing work of the basic steps and methods of which?
The fixing of posts and staff refers to the conditions of the enterprise organizational structure to determine the scientific method to determine the number of positions and the number of staff in the enterprise. In the enterprise generally includes fixed post, fixed editorial, fixed staff. In addition, there also exists the designation of double fixed management, which refers to labor quota management and staffing management. However, these concepts have a certain degree of ambiguity, in practice, according to the specific situation analysis to determine the specific point of fixed post, fixed staff.
Organizational structure is determined, how to achieve the efficient operation of business processes and departmental responsibilities can be said to be the primary issue, the professional division of labor is the basic method to achieve this goal. Therefore, from the point of view of division of labor, the fixed post is the departmental responsibilities and processes in the same or similar to a series of tasks fixed by a person or a group of people to complete. The essence of the fixed post is the division of labor, while the fixed staff is based on the division of labor in pursuit of improving efficiency and reducing costs. Thus, the post is a series of related work tasks collection.
The post is also in accordance with the principle of specialization will be a whole broken down into several parts, and then the nature of the same or similar tasks combined into one post. Each group of the same or similar tasks constitute a post, but the total amount of work constituting a group of different posts may be different, a group of tasks may require more than one person to complete, a group of tasks may not be able to meet the workload of a single person each working day, the more important is the need to rationally integrate the proportion of the relationship between the various tasks, which gives rise to the problem of staffing. Staffing is to match each position with the appropriate staff, and to maintain the coordination of work progress between the various positions.
See, fixed-post staffing is a relative concept. The staffing is inevitably designed according to the actual situation of the enterprise (including business processes, technical conditions, staff quality, etc.), and it is for this reason that there is no absolute model of staffing in the world, especially the staffing of managers, and thus the staffing has become a universal problem.
Basic steps and methods of staffing
Two different ways of enterprise staffing
One is the bottom-up level by level summary, a top-down level by level decomposition. According to general experience, the bottom-up approach tends to exaggerate staffing due to the lack of overall size constraints, and ultimately the top management of the company will still have to forcefully reduce the staffing. Therefore, the top-down approach from the beginning to determine the overall size of the enterprise, and decomposition, emphasizing the total size of the enterprise and the total size of the department of the post as a post staffing of the overall limitations, which will enable the departments to consciously determine the staffing of a reasonable level.
At the same time, there is a problem of the overall size of any enterprise staffing limit, the limit of which is the break-even point of the enterprise determined by the proportion of labor costs to the total sales of the enterprise.
Steps to determine staffing
1. Determine the total size of the front-line business personnel. Enterprise business personnel directly for customers to provide services or manufacturing products, and therefore can be based on the enterprise business scale or production and other quantitative factors more directly. Specific methods are as follows:
(1) According to the equipment staffing. For production enterprises, each piece of equipment there is a rated caretaker quota or operation of the machine, for example, textile enterprises to determine the number of textile workers is based on the level of caretaker quota of textile machines to determine the method of calculation is as follows: job quota = the number of units of equipment (units) / caretaker quota (units / people).
Other production enterprises, according to the design of the production line to determine the number of production staff, such as printing enterprises, a model of gravure machine rated staff quota of three people, that is, must be opened by three people, which is actually a caretaker quota.
(2) for service enterprises, production personnel and service objects between the existence of a relatively stable proportional relationship to catering enterprises, for example, the number of meals and service personnel there is a certain proportion, according to the proportion of the scale of service personnel can be calculated.
(3) according to labor efficiency staffing. According to the total design production and general labor efficiency per capita, the total number of production staff can be calculated, such as in a certain level of automation, coal mining enterprises, there are indicators of per capita coal production.
(4) according to the labor cost of staffing. There is another situation, can be in accordance with the cost of labor staffing, such as the above mentioned coal mining enterprises, can be used to calculate the total number of production personnel million tons of coal labor cost content.
Generally speaking, the staffing of production positions is the most convenient quantitative calculation, but also the easiest to reach agreement. Using the above method, you can directly calculate the staffing standards for different positions.
2. Determine the total size of management personnel. There is a certain proportionate relationship between the management personnel and production positions, this proportional relationship is generally different with different industries, in general, the more labor-intensive management personnel accounted for a lower proportion, while the more intensive capital and intelligence accounted for a higher proportion. Each industry has a suitable ratio range, enterprises can refer to the industry benchmark companies, the average level and their own situation to determine the ratio.
3. In accordance with the departmental job setup, the total number of management personnel is reasonably distributed among the functional departments. After the total number of managers to determine, in accordance with the organizational structure of the departmental settings, the total number of staff will be allocated to each department. A discussion draft can be put forward by the human resources department on behalf of the enterprise's staffing working group. Distribution principles are as follows: for the human resources department, can be determined in accordance with a certain percentage of the number of employees; for the financial sector, can be mainly considered the number of company's business to determine the financial workload; for the sales department, can be determined in accordance with the company's sales model to determine the management of the sales area to determine the way;
For the administrative departments, can be determined in accordance with a certain percentage of the number of employees; which, the R & D department is more special, with a certain degree of independence, mainly depends on the company's sales model. A certain degree of independence, mainly depends on the enterprise's R & D strategy and R & D investment. At the same time, the departments pay attention to maintain a reasonable staffing ratio.
4. Selection of staffing experts, the establishment of staffing committees, the use of the Delphi method to adjust the total staffing of the department. Staffing experts from the company's senior management, department managers, external industry experts.
The above calculation process and results are presented to the internal experts in a concise list, so that they can back to back according to their personal opinions on the appropriate adjustments, and specify the reasons for adjustment; Human Resources Department in the collection of opinions for the integrated processing, and then feedback to the experts, the second round of consultation. According to the degree of agreement, generally after two rounds of face-to-face symposiums can be organized, by the experts openly express their views, bargaining.
Finally, we can get the total number of staff in each department to reach an agreement. In the total number of authorized staff, should take into account the factor of attendance, for the staff of the normal vacation, sick leave leave to leave a reasonable space, attendance rate can be determined by reference to the enterprise's historical data.
5. By each department in accordance with the job setup will be the total staffing decomposition into job staffing. Layer by layer decomposition process for the functional departments within the post staffing outlined a clearer and clearer framework, in fact, after the departmental staffing determined that the difficulty of determining the post staffing greatly reduced. Specific methods are as follows:
(1) process analysis method: according to the total workload of the process contained in the post to determine the post staffing.
(2) duty analysis: according to the number of job duties to determine the job staffing.
In fact, these two methods are subjective analysis methods, but in the departmental staffing to determine the premise of the department head is fully capable of reasonable determination of job staffing based on the process and duties of the two factors. The reason why department heads are reluctant to go to the reasonable determination of staffing is that there is no limit to the total number of departmental staff, there is a game of increasing the departmental establishment of the psychology, and the second is that there is no self-restraint at the departmental level to compress the cost of the motivation, which will be discussed in the following section.
6. Finalization of staffing. In the decomposition of departmental staffing, may produce staffing approved number of problems is not reasonable, the need to re-approval of the total departmental staffing; there is also to decomposition to the post of the results of the overall analysis and finalization.
So far, the whole process of staffing is basically complete.
Notes on staffing
1. Continuous accumulation of staffing data to provide support for staffing. Industry data and the enterprise's historical data is the most powerful basis for staffing, but many enterprises lack systematic data accumulation, thus bringing certain obstacles to staffing. Human resources department should pay special attention to the collection and accumulation of relevant historical data and industry data, so as to provide support for the authorized staffing of enterprises.
2. Correctly recognize the significance of staffing, and strive for the attention and support of the top management. In the cost of becoming a business life and death line today, staffing appears more and more important, to recognize the importance of staffing from the height of the competitiveness of enterprises. Therefore, the attention and support of the top management of the enterprise is an essential element of the success of staffing.
3. The use of open and transparent decision-making process, so that all departments to fully express their views. Human resources departments often become the target of the enterprise staffing, departments will be seen as the human resources department to compress the staffing of the machete, one of the reasons is that the staffing process does not give the relevant departments the opportunity to express their views, so that passive acceptance of the results of the staffing. The human resources department should strengthen the openness and transparency of the staffing process, so that all departments actively participate in the staffing, fully express their views, and change the decision-making in the dark box for the open game.
4. Through the design of rules, so that the departments have self-restraint power. Relying on external constraints can only compress and inhibit the rate of expansion of staffing, but can not really maintain a reasonable level of staffing, this is because of the lack of self-restraint of the departments of the motivation. Smaller accounting units, or simulated independent accounting, formally make the departments become self-restraint entity is an effective way to form a benign staffing mechanism.
For example, for the sales department to implement the simulation of independent accounting, to pay its sales costs and appropriate percentage of sales commission, by its internal control of the number of staff, can effectively control its staffing. For such as human resources department is difficult to realize independent accounting department, should also be from the growth of staffing and wage growth rate of the constraints between the relationship between the start so that it has a reasonable determination of staffing incentives, that is, if under the premise of increasing staffing, the annual wage growth rate must be adjusted downward, or only and the previous year, unless the expansion of the scale of enterprises under the stage of the staffing of the natural growth.
5. Correctly recognize the role of quantitative standards and subjective experience. Staffing is absolutely impossible to completely quantitative, subjective experience plays an important role, so do not blindly believe in quantification, over-quantification may be harmful, the use of reasonable procedures such as the Delphi method to make subjective experience openly expressed, rather than affecting the objectivity, but is conducive to a reasonable determination of staffing, the key lies in the open.
6. Staffing is a continuous adjustment process. The environment is constantly changing, the enterprise staffing is bound to be constantly adjusted, so there is no once-and-for-all staffing standards, the human resources department should do a good job of staffing maintenance work, timely detection of problems, and timely adjustments according to the state of the enterprise.
Posting and staffing is a common problem in all kinds of organizations in the world, there is no fixed model, there is no uniform standard, only the applicable is the best. Therefore, this is an issue that is constantly being explored and talked about.