How many working hours does a person count in a year?

Required human resources: the most commonly used calculation formula

From: www.51labour.com16 hours ago | Read the original.

In the daily work of HR, we often need to calculate a lot of data, such as enrollment rate, turnover rate, attendance rate and so on. The calculation method of each data is not complicated, but what if there are dozens of similar data? Is it easy to confuse? It doesn't matter. I have sorted out about 50 commonly used calculation formulas for HR, which can be collected for later use, or printed and pasted around, and can be queried at any time.

General calculation formula for recruitment analysis

1. Recruitment rate: number of successful applicants ÷ all applicants × 100%.

2. Average monthly headcount: (headcount at the beginning of the month+headcount at the end of the month) ÷2

3. Monthly employee turnover rate: the total number of employees who leave the company in a month ÷ the average number of employees in a month × 100%.

4. Monthly employee recruitment rate: total number of new employees in the whole month ÷ average number of employees per month × 100%.

5. Monthly employee retention rate: number of employees retained at the end of the month ÷ number of employees at the beginning of the month × 100%.

6. Monthly employee turnover rate: the total number of employees leaving the company in a month ÷ the number of employees at the beginning of the month × 100%.

7. Monthly employee entry and exit ratio: the total number of employees who join the company in the whole month ÷ the total number of employees who leave the company in the whole month × 100%.

Second, the statistical analysis formula commonly used in attendance

1, personal attendance rate: attendance days ÷ specified monthly working days × 100%.

2. Overtime intensity ratio: overtime hours in the current month ÷ total working hours in the current month × 100%.

3. Attendance rate: the number of employees present on that day ÷ the total number of enterprises on that day × 100%.

4. Absence rate: the number of employees absent on that day ÷ the total number of enterprises on that day × 100%.

Three, commonly used wage calculation, labor cost analysis formula

1, monthly salary: monthly salary ÷2 1.75 days × attendance days of the month.

2. Monthly piece rate: piece rate × number of pieces manufactured in the current month.

3. Overtime pay at ordinary times: monthly salary ÷2 1.75 days ÷8 hours ×65438+ 0.5 times of ordinary overtime time.

4. Overtime pay for holidays: monthly pay ÷2 1.75 days ÷8 hours ×2 times overtime hours for holidays.

5. Overtime pay for legal holidays: the monthly salary is ÷2 1.75 days ÷8 hours × 3 times of overtime time for legal holidays.

6. Wage ratio of direct production personnel: total wages of direct production personnel ÷ total wages of enterprises × 100%.

7. Wage ratio of non-productive personnel: total wages of non-productive personnel ÷ total wages of enterprises × 100%.

8. Human resource expense rate: the total labor cost in a certain period ÷ the total sales revenue in the same period × 100%.

9. The proportion of labor cost to the total cost of the enterprise: the total labor cost in a certain period ÷ the total cost in the same period × 100%.

10, per capita labor cost: the total labor cost in a certain period ÷ the number of employees with the same caliber in the same period.

1 1. Profit rate of labor cost: total profit of enterprises in a certain period ÷ total labor cost of enterprises in the same period × 100%.

Four, training statistical analysis formula

Training attendance rate: actual training attendance ÷ planned training attendance × 100%.

Analysis of common formulas of human resources

1. Proportion of new employees = number of full-time employees/total number of on-the-job employees.

2. Vacancy rate = number of people who fill vacancies due to personnel turnover gap/total number of people on the job.

3. Turnover rate (active turnover rate/elimination rate) = number of turnover/total number of employees.

4. Resignation rate = number of resignees/total number of employees

5. Personnel cost rate = (per capita labor cost * total number of people)/total sales revenue in the same period.

6. Recruitment success rate = (number of applicants+number of applicants to be enrolled)/(planned increase+temporary increase)

7. Staffing control rate = number of employees per month.

8. Turnover Rate = (Employee's Entry Rate+Turnover Rate) /2

9. Turnover rate = turnover times/((number at the beginning+number at the end) /2)

10. Employee enrollment rate = check-in number/enrollment number.

1 1. Resignation rate = number of resignees/(initial number+number of employees) × 100%.

12. The calculation formula of employee's monthly salary is: daily salary = monthly fixed salary /2 1.75 days.

Payable salary of the current month = daily salary x effective working day of the current month x actual working day adjustment ratio of the current month.

Remarks:

Number of working days in the current month = natural days in the current month-number of rest days in the current month.

Effective working days of the current month = working days of the current month-leave with full pay

Adjustment and comparison of actual working days in the current month =2 1.75 days/working days in the current month:

As a production enterprise, we should also consider the labor productivity:

Labor productivity = sales revenue/total number of people

1. Proportion of new employees = number of full-time employees/total number of on-the-job employees.

2. Vacancy rate = number of people who fill vacancies due to personnel turnover gap/total number of people on the job.

3. Turnover rate (active turnover rate/elimination rate = turnover number/total number of employees)

4. Resignation rate = number of resignees/total number of employees

5. Personnel cost rate = (per capita labor cost * total number of people)/total sales revenue in the same period.

Cost-benefit assessment:

Total cost utility = number of employees/total recruitment cost

Recruitment cost utility = number of applicants/expenses during recruitment.

Selection cost utility = number of people selected/expenses in the selection period.

Personnel employment utility = number of regular employees/expenses during employment.

Ratio of recruitment revenue to cost = value created by all new employees for the organization/total recruitment cost.

Quantitative evaluation:

Employment rate = number of employees/number of applicants * 100%

Recruitment completion rate = number of employees/planned number of employees * 100%

Application proportion = number of applicants/planned recruitment * 100%

Salary calculation = monthly salary /2 1.75* actual working days (excluding Saturday and Sunday)

Overtime rate: total overtime time/total attendance time.

Proportion of direct personnel and indirect personnel: direct personnel/indirect personnel

Appendix:

The Ministry of Labor and Social Security issued [2008] No.3 Notice on the Monthly Average Working Hours and Wage Conversion of Employees throughout the year, and the labor and social security departments (bureaus) of all provinces, autonomous regions and municipalities directly under the Central Government: according to the provisions of the Measures for Holidays on National Festival and Memorial Day (the State Council Order No.5 13), all citizens' holidays have been increased from the original 10 days. Accordingly, the annual average monthly working days and salary conversion methods of employees are adjusted as follows:

A, the calculation of system working time

Annual working days: 365 days-104 days (rest days)-1 1 day (legal holidays) = 250 days.

Seasonal working days: 250 days ÷4 seasons = 62.5 days/season/

Monthly working days: 250 days ÷ 65438+February = 20.83 days/month.

Calculation of working hours: the working days of month, quarter and year multiplied by 8 hours per day.

Second, the conversion of daily wages and hourly wages.

According to Article 51 of the Labor Law, the employer shall pay wages according to law for statutory holidays, that is, 1 1 statutory holidays stipulated by the state are not excluded when converting daily wages and hourly wages. Accordingly, the conversion of daily wage and hourly wage is: daily wage: monthly wage income ÷ paid days per month.

Hourly wage: monthly wage income ÷ (paid days per month ×8 hours).

Paid days per month = (365 days-104 days) ÷ 65438+February = 2 1.75 days.

Three, March 2000 17, the Ministry of labor and social security issued the "Notice on the average monthly working hours and wages of employees throughout the year" (No.8 [2000] of the Ministry of Labor and Social Security) shall be abolished at the same time.

Ministry of Labor and Social Security (China)

Press release issued on 3 January 2008