Personnel quota management refers to the management system that the state arranges and controls the expenditure of cultural, educational and health institutions by formulating staffing and financial income and expenditure quotas, which is the basis of financial management.

Classification of quota management:

Personnel quota management includes personnel quota management and quota management.

1. Personnel management. It is a management system to control the personnel quota by determining the staffing of cultural, educational and health institutions.

There are three main bases for determining the staffing of cultural, educational and health institutions:

Scope and scale of business activities of public institutions.

(two) the quota ratio of public institutions stipulated by the state. For example, the establishment ratio of school staff is the ratio of the number of staff to the number of students (or the number of staff to be equipped in each student class), and the establishment of school staff is determined according to the product of the establishment ratio of staff and the number of students (class size).

(3) Institutional level. For example, when determining the staffing of cultural centers at all levels, firstly, cultural centers are divided into three levels: A, B and C according to the level and population of their administrative regions; Then, the state stipulates different levels of total staffing for different levels of cultural centers. The lower the level, the less the total staffing. Personnel quota management is of great significance to control cultural, educational and health expenditures. It not only provides a basis for the financial allocation of personnel funds to these units, but also effectively controls the scale of operating expenses.

2. Quota management. It is a management system that determines the amount of funds provided to cultural, educational, scientific and health institutions and controls the scale of their expenditures by setting income quotas and expenditure quotas. Divided into income quota management and expenditure quota management.

(1) Revenue line management. Mainly includes the following three items:

1. Compensatory income quota. Refers to the income quota obtained by cultural, educational and health institutions to compensate the manpower, material resources and financial resources consumed in their business activities.

② Productive income quota. Refers to the quota of income from providing physical products in cultural and educational undertakings.

③ Agency income quota. Refers to the income quota obtained by cultural and educational institutions for handling business for other units or individuals.

(2) Expenditure limit management. Includes five projects in two categories:

The first category, according to the purpose of expenditure, expenditure quota can be divided into two categories: personnel quota and public quota. Personnel expenditure quota refers to various quotas formulated in personnel expenditure. For example, what is the average annual standard salary of each staff member; Public expenditure quota refers to the quota of public expenditure. For example, what is the average annual official fee per staff member?

The second category, according to the scope of the quota, the expenditure quota can be divided into three items; Single quota, comprehensive quota and expanded comprehensive quota. Individual quota is the quota of each specific expenditure item. Such as office expenses quota, post and telecommunications expenses quota, utilities quota, etc. ; Comprehensive quota is a summary of several individual quotas. For example, the official fee quota is a comprehensive quota, which consists of individual quotas such as office expenses and post and telecommunications expenses; The expansion of comprehensive quota is the summary of several comprehensive quotas. For example, the quota of public funds is to expand the comprehensive quota, which consists of official expenses, equipment purchase expenses, repair expenses, business expenses and other comprehensive quotas. In the management of art, education and health expenditure, quota, like quota, is also an important basis for the state to arrange and control art, education and health expenditure. For units that rely entirely on financial allocations, the financial department may determine the amount of funds to be supplied to them according to their staffing and funding quota; For units that need financial allocation to make up the balance of payments, the financial department shall determine the amount of allocation according to its staffing and the comparative relationship between income quota and expenditure quota.

What is the function of enterprise quota management? 5 points

Labor capacity management is an important basic work of safety production management in coal mining enterprises, an important means to prevent over-intensity, over-capacity and over-quota production, and a prerequisite to ensure safe and scientific development. Coal industry management departments at all levels and coal mining enterprises should firmly establish the development concept of "people-oriented, safety first", fully understand the importance and urgency of strengthening the management of labor capacity, strictly limit the maximum number of underground workers according to the new standards, re-approve the labor capacity standards of various mines, and ensure the earnest implementation of the labor capacity standards.

Second, the preparation principle

(a) adhere to the principle of ensuring safety in production. Labor capacity management and labor capacity standard compilation must conform to the requirements of the Safety Production Law, Labor Law, Coal Mine Safety Regulations and other laws, regulations and rules, conform to the objective reality of coal mines, reduce staff and increase efficiency, ensure safety, be practical, have a reasonable and relatively stable production and labor organization structure, and ensure the needs of safety production.

(two) adhere to the principle of strict management according to the approved quota. Labor ability management and labor ability standard compilation is to compile the quota of all work items with quota standards. All teams, jobs and posts that can calculate and assess the workload should have scientific and reasonable labor quotas, which should be included in labor ability management.

(C) adhere to the "people-oriented" principle. Labor capacity management and labor capacity establishment must put human life safety in the first place, based on efforts to improve the quality of labor force, optimize the allocation of labor force, tap the internal potential of various types of work, improve the utilization rate of working hours, reasonably reduce the working hours of workers and reduce the labor intensity of workers.

(4) Optimize mine design and labor organization principles. Coal mining enterprises should improve the mining technology, production technology and technical equipment, simplify the production system, and strive to rationally distribute mining areas; Concentrate production, improve the degree of mechanization and reduce the number of people; It is necessary to reasonably arrange underground working procedures, rationally arrange mining areas (teams) and classes (groups), and reduce work links; It is forbidden to cross two shifts, and it is forbidden for other personnel to change shifts at the mining operation site, except the team leader and key positions and special types of workers. On the premise of ensuring safe production, further optimize the allocation of human resources, fully mobilize the enthusiasm of workers, and reasonably save labor productivity.

(five) according to the approved production capacity of the maximum number of people on duty. Coal mining enterprises must reasonably arrange the annual balanced production plan and labor capacity in strict accordance with the approved production capacity, and must not exceed the maximum number of people on duty in the mine, set the maximum number of people on duty in the mine in strict accordance with the standards, and arrange the daily maintenance of equipment in various systems and links such as underground mining, excavation, transportation, drainage, communication and supply according to regulations, and implement the "three-shift eight-hour working system" and the "four-shift six-hour working system" when conditions permit.

According to the comprehensive degree of staffing standards, what are the staffing standards of enterprises? Who can explain the meaning of the first half of the sentence to me!

The format and requirements of the staffing standards for labor ability managers in enterprises [learning objectives] Through learning, we can master the concept, classification, content and principles of staffing standards, as well as the basic methods of compiling and revising staffing standards. [Knowledge Requirements] 1. The concept of quota standard is approved and issued by the competent authority of labor quota standardization, which makes unified provisions on labor ability within a certain range. In the past, under the traditional planned management system, the state strictly controlled the employment of state-owned enterprises, and the labor capacity standards were uniformly formulated by various administrative departments as the basis for the preparation of labor plans and the approval of employee wage funds. Throughout the past history of labor management in China, various staffing standards formulated and issued by various industrial departments and labor administrative departments have really played a positive role in saving the use of labor, improving the labor productivity of all employees and promoting the development of the national economy. With the deepening of China's economic system reform and the gradual establishment of the socialist market economic system, enterprises began to move towards the market, decoupled from the past administrative departments, and eliminated economic entities that were independent, responsible for their own profits and losses and had independent legal personality. In this case, in order to meet the challenges of the market and improve competitiveness, enterprises must attach importance to and strengthen basic management including labor ability while opening up the market. As mentioned above, standardization activities with the formulation and implementation of labor quota standards (including quota standards) as the main content are of great significance to improving the economic benefits of enterprises. As an important part of the labor quota standard system, the labor ability standard is the working standard serving the labor quota, that is, the standard based on the consumption and occupation of people and the country (living labor). It has a series of characteristics, such as scientific, technical, advanced, feasible, legal and unified labor quota standards. (1) Classification of enterprise staffing standards According to the classification method of management system, enterprise labor capacity standards can be divided into: 1 and national labor capacity standards. The standards of labor ability are approved and promulgated by the national standardization department and unified throughout the country. 2. Industry labor ability standards. National standards are approved and promulgated by the competent authorities, and the standards of labor ability are unified within a certain industry scope. 3. Local labor ability standards. Approved and promulgated by the competent departments of standardization of provinces, autonomous regions and municipalities directly under the Central Government, and the standards of labor ability shall be unified within the local scope. 4, enterprise labor capacity standard. Approved by the enterprise, the enterprise unified labor capacity standard. (2) Classification standard of labor ability 1. According to the comprehensive degree of staffing standards, it can be divided into: (1) single staffing standards, also known as detailed staffing standards. It is based on the standards of a certain type of post, equipment, product or process. (2) Comprehensive staffing standards, also known as rough staffing standards. It is a standard for a certain type of personnel or even all employees of an enterprise. 2. According to the specific forms of staffing standards, it can be divided into: (1) efficient staffing standards. According to the production task, each worker's work efficiency, attendance rate and other factors to determine the staffing standards. (2) Equipment staffing standards. According to the equipment performance, production organization and technical requirements. Work scope, workload and other factors to determine the staffing standards. (3) Post staffing standards. According to the nature and characteristics of the work, the work flow and the total amount of tasks, as well as the workload of workers and other factors to determine the staffing standards. (4) Proportional staffing standards. According to the proportion with the total number of employees or a certain type of personnel, the establishment standard of another type of personnel is determined. (5) Division of responsibilities and staffing standards. According to factors such as production scale, technical complexity, management mode and employee's business ability requirements, the staffing standards are determined according to the organization, responsibility scope and business division. The above five staffing standards are generally based on the number of employees in the unit. Years, people. Month) or "personal comprehensive work efficiency" to meet the needs of different situations. Iii. Contents of enterprise staffing standards The basic contents of labor capacity standards for enterprises at different levels are basically the same, but the quality requirements and quantity limits of combatants are stipulated from different angles. However, there are still some differences in careful identification. For example, according to the production scale, processing method, technological process, equipment type and performance, work content, scope of responsibility and other production technology and labor organization conditions, the enterprise quota standard clearly stipulates the number and proportion of all kinds of personnel, and puts forward specific employment standards for each working procedure, each equipment or each job. The industry quota standard not only includes the above contents, but also involves the institutional setup, management level and shift organization of different types of enterprises. ......

How to set up posts and personnel in enterprises

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, posts are a set of related tasks.

Principles of staffing in enterprises

1, based on the production and operation objectives of the enterprise; Fu 2, aiming at simplification, high efficiency and economy;

3, the ratio of all kinds of personnel should be coordinated;

4, people do their best and have appropriate personnel;

5, create a good environment for the implementation of quota standards;

6. Staffing standards should be revised in time.

At the third level of human resources, what is the working shift time in the staffing formula of equipment posts: multi-person one machine * * *? Thank you ... 40 points

The working shift time in the quota formula refers to the working time of a person operating this machine, and there are several shifts in a day.

One machine for many people means that many people * * * operate the same machine, that is, the post is the work content of * * *. For example, a machine rotates three people, so each person's working time is about 8 hours.

60*8 refers to 8 hours of working time, and the hours are divided into 60.

The labor efficiency quota of 25 1 is the labor efficiency obtained by dividing the workload by the working hours, and then according to the national legal working hours, that is, 25 1 day, how many employees are needed for this position.

What are the positions in the management department?

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.

The essence of job creation lies in the division of labor. Therefore, after determining the organizational structure, it is a basic principle for enterprises to set posts below the department level, that is, to merge the responsibilities of departments and the same or similar tasks in business processes into one post. It can be seen that the post setting is mainly based on professional experience decision-making methods.

What is job classification?

4. Energy level principle "energy level" is a concept borrowed from atomic physics, which refers to the energy levels of electrons in atoms when they are in various steady States. The concept of "energy level" in position classification refers to the functional level of each position in the organizational system. A position with great functions has a high level and energy level in the organization; On the other hand, positions with small functions have low levels in the organization and low energy levels. When classifying posts, we should analyze and evaluate the energy levels of different posts according to the principle of energy levels, so that they can be in their proper places. The main step of job classification is 1. Modular classification of work, that is, according to the nature and characteristics of work, it is divided into several categories. 2. Vertical classification of posts, that is, according to the complexity and difficulty of each post, as well as the required level of knowledge, skills and experience, it is divided into certain grades. 3. According to the results of job classification, the job description of each position, that is, the job description, is formulated as the basis of various human resources work. Steps and methods of horizontal job classification: 1. Divide all the work of enterprises and institutions into several categories according to the nature of the work, that is, the work door. 2. According to the similarities and differences of the nature of the work, continue to subdivide the positions in each work door, and classify the positions with the same business into the same position group, that is, subdivide the large categories into medium categories. 3. Divide the positions in the same job group according to the nature of work again, that is, subdivide the middle level under the big category into several small categories to form job departments with the same business nature. Method of horizontal job classification: 1. According to the nature and characteristics of the post undertaker, the posts are classified horizontally. 2, according to the position and role of the post in the enterprise production process. Steps and methods of vertical classification of work: 1 Rank the work according to the predetermined standards and divide the work level. 2, unified posting, etc. The method of vertical grading of production posts: 1, and select post evaluation elements. 2, the establishment of post elements index evaluation standard table. 3. Score each post according to the factor evaluation standard, and divide the post grades according to the results. 4. According to the post level of each post, it is uniformly classified into the corresponding post. The method of vertical classification of management positions: 1. Streamline the organization of enterprises and strengthen the management of quota, posts and personnel. 2. Scientific horizontal classification of management positions. 3. There are more evaluation elements and more jobs than direct production jobs. 4. After the management positions are classified, the management positions should be listed uniformly. The role of job classification ① Job classification makes the job application more targeted ② Job classification is the basis and basis for achieving equal pay for equal work and establishing a fair and reasonable wage system, which helps to mobilize the work enthusiasm of staff ③ Job classification is the basis for assessment, promotion, punishment, training and management of all kinds of staff ④ Job classification is the basis and basis for implementing post responsibility system. An important means to prevent institutional expansion, overstaffing and bureaucracy ⑤ Job classification is conducive to the establishment and promotion of retirement system ⑤ Job classification is conducive to strengthening the legal construction of human resource management ⑧ Job classification is conducive to improving the correctness and practicability of human resource statistics. The significance of job classification ① Job classification is the basis of scientific human resource management ② Job classification is the guarantee of effective management of employees ③ Job classification creates conditions for simplified, fair and accurate human resource business. Editor: Yueyang

What are the basic methods of enterprise staffing? Please be as detailed as possible.

Number of employees in a post = total time of planned tasks in a post system/work (labor) efficiency of a person.

1, according to labor efficiency:

Number of personnel = total production tasks during the planned period/(worker labor efficiency × attendance rate)

2. According to the equipment capacity:

Number of personnel = (number of equipment to be started x shift of each equipment)/(worker's duty quota x attendance rate)

3, according to the post quota:

(1) Equipment post quota

Number of shifts = * * * sum of production and working hours of each post with the same operation/(working shift time-personal rest and relaxation time)

(2) Work quota. Mainly according to the task, post area, workload, and consider the possibility of * * * operation and other factors to determine the number of people.

4, according to the proportion of personnel

Number of people in a certain category = total number of employees or total number of people in a certain category × quota standard (percentage)

5, according to the organization, scope of responsibilities and business division. It is suitable for the staffing of enterprise managers and engineering and technical personnel.

How to do a good job in the staffing of enterprises

It is a headache for many human resources managers that almost all departments are shouting that they are short of personnel, but it is difficult for them to come up with an absolutely convincing plan from the top of the company to the human resources department, so it finally evolved into round after round of bargaining, and the scale of department personnel continued to expand, and the result was still shouting-this is the status quo that many enterprises are facing on the issue of posts and personnel.

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 the * * * of a series of related tasks.

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 people dining and the service staff, and the service can be calculated according to this proportion. ......