The efficiency of labor resources has a direct impact on such qualitative characteristics of the enterprise, profit, cost, volume, etc. Therefore, when you analyze the state of the firm, or to assess the "potential" business partners, pay attention not only to thethe condition of staying fixed assets, material resources, but also to what the generalized indicators that demonstrate the rationality of using cadres.
analysis of the utilization of labor resources.Tasks:
1. Examine and evaluate the security of the company and its subsidiaries, and the staff in general, and by occupation, and by category.
2. Identify and examine the flow characteristics of personnel structure.
3. Identify potential reserves of manpower to then more fully and effectively use them.
Analysis of Manpower: What sources of information used?
information that is necessary for this analysis can be obtained from:
1. Plan for labor.
2. Labor Report (document statistical reporting).
3. Data of the personnel department and timecard.
Analysis of manpower: the basic directions
study begins with an assessment of security of the company workforce.For this purpose, the number of employees is analyzed for composition and structure.
One of the important directions in the analysis - is to assess the level of staff.At the same time it is characterized by the working wage categories, from engineers - experience and education.
movement in the company of personnel which is associated with both the hiring and dismissal of staff - it is an important object of the analysis, because the level of staffing stability is one of the factors that have a direct impact on the efficiency of production, in particular on productivity.
used for the analysis indicators such movement of labor as:
1. The total turnover.It is the ratio of hired and fired people in the analyzed period to the number (average) of employees.
2. Turnover reception.This ratio of the number of employees recruited to the number (average) of employees.
3. Turnover for the dismissal.This ratio is the number of employees laid off during the period, to the number (average) of employees.
4. Required turnover.This ratio of the number of employees laid off for reasons beyond the firm and unavoidable reasons, to the number (average) of employees.
5. Fluidity is the ratio of the number of those dismissed for absenteeism, on their own, and the like, to the number (average) of employees.
Meanwhile, and output and other economic performance indicators of the firm depends not only on how the number of employees, but also on the extent to which working time is used (for this, a special balance), as well as the productivity of labor.To analyze the latter category uses a number of indicators (private, generalizing and auxiliary): hourly, mean-average annual production of product per worker in volume and value terms, labor input per unit of output, the time required to perform a unit of production, and others.
Treatedanalysis of the qualitative composition of the staff of the enterprise on grounds such as gender, profession, experience, education and age of others.
analysis of the use of labor resources and also includes research expenditures earmarked for compensation of employees.In assessing the reasonableness of the wage fund, which is included in the cost of production is taken into account the extent to which the growth rate of wages correspond to productivity.
Next, the structure of the Fund and the factors of its change.Calculate the availability of cost overruns or relative payroll savings.The funds, which are used to pay salaries, should be evaluated on the basis of profit analysis and analysis of production and sales of products.
