Introduce the new method of enterprise staffing.

enterprise human resource manager (level 3) enterprise human resource manager (level 3) P. 1 Basic knowledge exercise of human resources: 1. Responsibilities of human resources management department, A. Directly managing organization members, B. Leading and controlling organization members, C. Assisting managers at all levels in the management and development of organization members, D. Selecting, hiring and training independent personnel. Deployment, selection, evaluation and development of independent personnel, P. 2 Basic knowledge exercise of human resources: Basic knowledge exercise of human resources 2. The starting point of human resources management is: (), The starting point of human resources management is: A Human resources planning B Personnel training C Labor quota D Job analysis P. 3 Basic knowledge exercise of human resources: Basic knowledge exercise of human resources 3, Human resource planning in a narrow sense is essentially (), and human resource planning in a narrow sense is essentially A, enterprise human resource development planning, B, enterprise human resource system reform planning, C, enterprise organizational change and development planning, D, supplementary planning of enterprise personnel needs, P. 4, basic knowledge exercise of human resources: 4, the goal that does not belong to human resource planning is A, for employees. . C, improve the awareness level of enterprises at all levels on the importance, necessity and sex of human resource management; D, optimize and adjust personnel and their structure, and P. 5, the source of information for job analysis? What is the information source of job analysis? Written information: existing job responsibilities, written information: existing job responsibilities, job advertisement report: job report: colleague's report; Colleague's report; Direct observation of P. 6 analysis problem: analysis problem: job analysis is job analysis? Job analysis is job analysis? P. 7 Section II. Enterprise labor capacity Management 1.2.1 Accounting Method of Enterprise Staffing Number (X) Basic Concept of Enterprise Staffing in 1.2.1.1 (Y) Role of Enterprise Staffing Management in 1.2.1.2 (Y) Role of Enterprise Staffing Management (Y) Basic Principles of Enterprise Staffing in 1.2.1.3 (Y) Basic Principles (Approved by 1.2.1.4) The basic method of the number of people (x) the basic method of checking the number of people employed (y) the new method of enterprise staffing in 1.2.1.5 (P. 8 1.2.1 the accounting method of enterprise staffing) the basic concept of enterprise staffing in 1.2.1.1 (x) the basic concept of enterprise staffing (y) the enterprise staffing, also known as labor capacity or staffing. Enterprise staffing, also known as labor capacity or staffing. Enterprise labor capacity is a pre-defined quota for enterprise staffing according to a certain quality requirement, in order to ensure the normal production and business activities of enterprises under certain production technology organization conditions and production technology organization conditions. Set the quality requirements, the pre-set limit for the staffing of enterprises. To prepare the establishment of state organs, enterprises, institutions, social organizations and other work units, and the establishment of various organizations, state organs, enterprises, institutions, social organizations and other work units, as well as the personnel quota, structure and position allocation. The establishment of the "Information System" and the allocation of personnel quota, structure and position. The establishment includes two parts: institutional establishment and personnel establishment. System and staffing two parts. Staffing: it is a unified regulation on the number, job assignment and staffing of various positions in an organization, as well as the number of personnel and the quantitative structure of various positions in an organization. Uniform provisions made by the structure. P. 9 The difference between labor capacity and labor quota 1. Conceptual connotation: labor capacity is a quantitative and qualitative boundary for the use of labor. This boundary, concept connotation: labor capacity is a quantitative and qualitative boundary for the use of labor. This kind of boundary, the concept connotation includes not only the definition of labor consumption, but also the limit of labor consumption. It includes not only the definition of "quality" of labor consumption, but also the limit of "quantity" of labor consumption. It is completely consistent with the connotation of labor quota, the connotation of labor quota and the provisions on living labor consumption. 2. Unit of measurement: The unit of measurement is usually used in labor capacity: the unit of measurement is Man Year, Man Month, Man Quarter Year, Man Month, Man Quarter, and there is no qualitative difference between the unit of labor time, working hours and working days used in labor quota, and there is no difference between the unit of labor time, working hours and working days used in quantity and labor quota. The difference in length is different. 3. From the perspective of the scope of implementation and application, from the perspective of the scope of implementation and application, from the perspective of the scope of implementation and application, 4. From the perspective of the formulation methods, the methods for formulating enterprise quotas mainly include: labor efficiency quota; From the method of setting equipment, the methods of setting enterprise quota mainly include: labor efficiency quota; Look at the post quota from the established method; Proportional staffing; According to the organization and staff; Post quota; Proportional staffing; According to the organizational structure, scope of responsibilities and business division of labor, P.1 The role of enterprise quota management in 1.2.1.2 (y) The role of enterprise quota management () The role of enterprise quota management The scientific standard of enterprise employment; Scientific standards for employing people in enterprises; The foundation of enterprise HRP; The basis of; The basis of enterprise personnel deployment; The basis of enterprise personnel deployment; It is conducive to improving the quality of the team. It is conducive to improving the quality of the team. P.11 Basic principles of enterprise staffing in 1.2.1.3 (y) Basic principles () Based on the production and operation objectives of enterprises; Based on the production and operation objectives of the enterprise; Efficient and economical; Streamlined, efficient and economical; The proportion of personnel should be coordinated; The proportion of personnel should be coordinated; People make the best use of their talents and have appropriate personnel; People make the best use of their talents and have appropriate personnel; To create a good environment for the implementation of the quota, the quota standard should be revised in time. The quota standard should be revised in time. P.12 Basic methods for verifying the number of employees in 1.2.1.4 (x) Basic methods for verifying the number of employees () Total number of planned tasks in a certain post system time = Basic methods for verifying the number of employees in a certain post: Basic methods for verifying the number of employees in common use: Personnel according to labor efficiency, personnel according to equipment, personnel according to posts, personnel according to proportion, organization, According to the organization, scope of responsibilities and business division of labor P. 13 a, According to the labor efficiency, the total number of planned tasks is 1-1, and the number of employees is = () personnel work efficiency × attendance. Personnel work efficiency = labor quota× quota completion rate () 1-2 labor quota is based on production quota = total number of planned tasks () 1-3 production quota× quota completion rate× attendance rate P. 14 Calculation question 1: Calculation question: A workshop did not produce a certain shift during the planning period. The output task of the product is 1 pieces. During the planning period of each worker, the output task of a certain product in a workshop without shifts is that the class output quota is 5 pieces. The average completion rate is expected to be 125%, the attendance rate is that the class output quota is 1 piece, the average completion rate is expected to be , and the attendance rate is 9%. . 1 personnel quota = ≈ 178 5 ×1.25 × .9 P. 15 Labor quota Calculate production task quantity (parts) according to working hour quota × personnel quota = () 1-4 working shift time × quota completion rate × attendance rate working shift production quota = () 1-5 working hour quota 8 unit product working hour quota = = 1.6 (working hour/ Pieces) 5 1 × 1 .6 Number of personnel = ≈ 178 8 × 1 .2 5 × .9 P. 16 There are many varieties, the tasks in the planned period are stipulated by the year, there are many varieties, and the tasks in the planned period are stipulated by the year. The production quota is calculated according to the schedule. Problem 2: A workshop type of work plans to produce 1 sets of A products, 5 sets of B products and 25 sets of C products in 27. A workshop type of work plans to produce 1 sets of A products, 5 sets of B products and 25 sets of C products in 27 and 1,5 sets of A products in 27. Its single man-hour quota is 2 hours, 3 hours and 4 hours respectively. During the planning period, the quota completion rate is 12%, the attendance rate is 9%, and the rejection rate is 8%. What is the quota of this type of work in the workshop? 9%, 8%, 12%, 9% attendance rate and 8% rejection rate, what is the number of employees in this type of work in this workshop? Number of employees = (total annual output of each product × man-hour quota of unit product) ∑ () 1-6 years system man-days × 8× quota completion rate × attendance rate = number of employees () 1-7 years date × 8 × quota completion rate × output rate (scheduled products) × turnover × 1- scrap rate (∑ total annual output of each product × ++(× 2)(5 × 3)(25 × 4) The number of employees = ≈ 14 (person) 251× 8× 1.2× .9× 1-.8) (P.17 Basic method for checking the number of employees in 1.2.1.4 (X) Basic method for checking the number of employees (II) It is mainly suitable for varieties with mechanical operation, the same type of equipment and multiple machine tools. Number of equipment to be started × Number of shifts for each equipment = () 1-8 Worker's watch-over quota × Attendance calculation problem 3 Calculation problem 4 automatic lathes are allowed to be started in a workshop to complete the production task, and each automatic lathe table is allowed to be started in a workshop to complete the production task, and each watch-over quota is two shifts, and the attendance rate is 96%. Then the number of personnel in this type of work is: the supervision quota is Taiwan, and the attendance rate is, then the number of personnel in this type of work is: the number of personnel = 4× 22× .96 ≈ 42 p.18. Third, the number of personnel is calculated according to the number of posts and the workload of posts. According to the number of posts and the workload of posts, the number of personnel is calculated. Adaptive occasion: adaptive occasion: two forms of continuous production enterprises: equipment post quota and two forms: equipment post quota and job quota. What should be considered in equipment post quota: (1) manipulating the number of posts; ) manipulating the number of jobs; (2) the load of the post; ) the load of the post; (3) the degree of danger and safety of each post and the walking distance; ) the degree of danger and safety of each post and the walking distance; (4) Production shifts, shifts and methods of shift replacement. ) production shifts, shifts and replacement methods. P * * * posts operated by more than 19 people with one machine, and * * * posts operated by more than one person with one machine, with the number of employees as examples. Example 4 A workshop has a set of air separation equipment with an oxygen production capacity of 5m3/h, and there are * * * posts with the same operation. Through the working air separation equipment, there are * * posts with the same operation, and there are 3 posts with an air separation equipment with an oxygen production capacity in a workshop. The production working time of post A is 26 work points, post B is work points, and it is realistic daily. The production working time of post A is 3 work points, and post C is 24 work points. According to the working conditions and labor intensity of this type of work, it is stipulated that the individual needs and rest time are 6 work points. The number of employees in the calculation position is: the number of employees in the work score calculation position is: the number of employees = * * * The sum of the production and working hours of each position in the same operation () 1-9 shift hours-personal needs and rest time. The number of employees = 26+3+24 ≈ 2 (people) 6× 8-6 p.2 The basic method of checking the number of employees in 1.2.1.4 (X) The basic method of checking the number of employees () IV. According to the organizational structure, Scope of responsibilities and business division of labor Staffing according to organizational structure, P.21 Basic method of checking and approving the number of employees in 1.2.1.5 (y) Basic method of checking and approving the number of employees (y) Process: classify managers according to their functions, process: 1. Classify managers according to their functions, and then calculate the staffing according to their workload. Sound factors to calculate the quota. 2. Use regression analysis to find out the relationship between managers and their workload influencing factors: use regression analysis to find out the relationship between managers and their workload influencing factors: use regression analysis to find out the relationship between managers and their workload influencing factors P = k × x 11× x 22× x 33 iii x l l l l p (1? 1) P is the number of certain managers; Number of managers of a certain type; The number of managers of a certain type X1～ XP is the value of each influencing factor of the workload of this type of managers; It is the value of each influencing factor of the workload of this kind of managers; L1～ LP is the degree index of each factor value; Is the degree index of each factor value; K is the coefficient p.22. 1. Using mathematical statistics to staff managers (y) Examples 5 Examples A company uses a computer to conduct statistics at the end of last year based on the statistics at the end of 26, and a company conducts regression analysis according to the statistics at the end of last year to find out the basic calculation formula of accountants: regression analysis, Get the basic calculation formula of accountants: p = .95× x 1.997× x .575 2× x 3 .37× x .85994p is the number of financial managers; Number of financial management personnel; It refers to the number of financial management personnel X1～ X4, and the influencing factors of the workload of financial personnel, respectively, the number of employees and the workload of equipment financial personnel, respectively, the number of employees, the number of units and the product output multiplied by a single product.