How to evaluate the rationality of manpower recruitment application in production department

Regarding enterprise recruitment, as a human resources department, we should not only cooperate with various departments to recruit suitable talents, but also consider the labor cost of enterprises, so recruitment should be systematic and start from the source. The recruitment department should be required to explain in detail and fill in the recruitment application form, and then judge the rationality of recruitment from the following aspects:

1. According to the production output in previous years and the number of employees in the production department, the per capita labor productivity of the production department is obtained. On this basis, the per capita labor productivity of this year is determined in combination with the growth point of the company's labor productivity this year, and then the number of employees in the production department is determined in combination with the annual tasks. If the number of tasks does not increase this year, it will be compiled according to this.

2. Ask the production personnel to submit the recruitment application form and explain the reasons for the recruitment. If we must increase production, we should increase the number of people according to the per capita labor productivity this year.

3. If it is to supplement the loss of staff, it is necessary to indicate on the recruitment application form how many people have been assigned to this department and how many people are currently on the job. In the case of insufficient staffing, the recruitment demand is reasonable.

4. If someone has a problem with his competence, he should indicate his performance in the last three months in the application form, indicating that he is not competent for the job. As an alternative, the recruitment demand is reasonable.

5. If it is required to increase the number of personnel without increasing production and changing personnel, it should be regarded as unreasonable.

In the work, for the convenience, fairness and justice of management, the on-the-job rate of productivity can be used as the evaluation index to evaluate the person in charge of the production department. If the on-the-job rate of personnel is redundant, a certain performance score shall be deducted according to the per capita labor productivity of the production department. The cost of overstaffing is the responsibility of the department rather than the enterprise.