HR Data丨Recruitment Attendance Wage Social Security most complete formula

HR data 丨recruitment attendance wage social security most complete formula

A, recruitment analysis formula

Situation:Assuming that the company at the beginning of the month for 100 employees, this month's recruitment, came to apply for 30 people, the success of the admission of 5 people. This month, the departure of 3 employees.

1. Recruitment entry rate:

The number of people who applied for the job successfully ÷ all the people who applied for the job x 100%.

(30 applicants, admitted 5 people then 5 ÷ 30 x 100% = entry rate: 16.6%)

2, the average number of people per month:

(number of people at the beginning of the month + the number of people at the end of the month) ÷ 2

Employees at the beginning of the month 100, the end of the month 102 employees, then (100 + 102) ÷ 2, the average number of people in the month of 101 people

3 Monthly employee turnover rate:

Total number of employees leaving the company in a month ÷ average number of employees in a month x 100%

This month's departure of 3 people, the average number of people in a month of 101 people, then 3 ÷ 101 x 100% of employees leaving the company in a month of rate of: 2.9%

4, monthly employee turnover rate:

The total number of employees in the company in a month of the total number of employees entering the company ÷ average number of people in a month of x 100%

5 new employees this month, the average monthly number of 101 people, then 5 ÷ 101x100% of this month's new employee rate is: 4.9%

5, the monthly employee retention rate:

The number of employees retained at the end of the month ÷ the number of employees at the beginning of the month x 100%

102 employees at the end of the month, the beginning of the month, 100 employees, then: 102 ÷ 100 x 100% Employee retention rate for the month is:102%

6, monthly employee loss rate:

Total number of employees leaving the month ÷ number of employees at the beginning of the month x 100%

The month left 3 employees. 100 employees at the beginning of the month, then: 3 ÷ 100 x 100% staff loss rate for the month: 3%

7, the monthly staff in and out of the ratio:

The total number of employees in the whole month ÷ the total number of employees leaving the whole month x 100%

This month's entry of 5 employees, the month left the staff of 3, then: 5 ÷ 3x100% of the staff in and out of the month ratio of 166%

This month's staff in and out of the rate of 166% < /p>

Two, attendance statistics analysis formula

1, individual attendance:

Days of attendance ÷ prescribed monthly working days x 100%

such as: 20 days of attendance, the prescribed monthly working days of 23 days, then, 20 ÷ 23x100% individual attendance rate of: 86.9%

2, overtime intensity ratio:

Overtime hours in the month ÷ total hours worked in the month x 100%

6 hours of overtime work in the month, the total number of hours worked in the month is 184 hours (23 days * 8 hours), then, 8 ÷ 184x100% overtime intensity ratio: 3.2%

3, personnel attendance:

The day of the number of employees ÷ the day of the total number of businesses x 100%

The day of attendance of 98 employees, the day of the total number of 102 people, then: 98 ÷ 102 x 100% personnel attendance rate is: 96%

4, personnel absence rate:

The day of absence of the number of employees ÷ the day of the total number of employees of the enterprise x 100%

The day of absence of 4 people, the day of the total number of 102 people, then: 4 ÷ 102 x 00% of the personnel Absenteeism rate is:3.9%

Three, wages and labor costs analysis formula

1, monthly salary wages:

Monthly wages ÷ 21.75 days x the number of days of attendance in the month

2, monthly piecework wages:

Piecework unit price x the number of pieces done in the month

3, usually overtime:

Monthly wages ÷ 21.75 days ÷ 8 hours x 1.5 times x the number of overtime hours on weekdays

4. Holiday Overtime:

Monthly salary ÷ 21.75 days ÷ 8 hours x 2 times x the number of overtime hours on holidays

5. Legal Holiday Overtime:

Monthly salary ÷ 21.75 days ÷ 8 hours x 3 times x the number of overtime hours on legal holidays

6, Wage ratio of direct production personnel:

Total wages of direct production personnel ÷ total wages of the enterprise x 100%

7. Wage ratio of non-production personnel:

Total wages of non-production personnel ÷ total wages of the enterprise x 100%

8. Human resource expense ratio:

Total labor cost in a certain period ÷ total sales revenue in the same period x 100%

Total labor cost in a certain period ÷ total sales revenue in the same period x 100%

The total labor cost in the same period x 100%

9, the proportion of labor cost in the total cost of the enterprise:

Total labor cost in a certain period of time ÷ total cost in the same period of time x 100%

10, per capita labor cost:

Total amount of labor cost in a certain period of time ÷ number of employees of the same caliber in the same period of time

11, the profitability of labor cost:

Total profit in a certain period of time ÷ total profit of the enterprise in the same period of time x 100%

11, labor cost profit margin:

Total profit of the enterprise in a certain period of time ÷ Total labor cost of the enterprise in the same period of time*100%

4. Daily basic formula

1. Ratio of newly promoted employees=Number of employees who have been regularized/Total number of employees on board

2. Ratio of supplemental employees=Number of employees supplemented for the gap of leaving the job/Total number of employees on board

3. Separation rate (active separation rate/elimination rate)=Number of people leaving the job/Total number of people on board

3. Number of people/total number of people on board

4.Variation rate=Number of variations/total number of people on board

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

6.Recruitment achievement rate=(number of people reporting + number of people waiting to report to work)(number of people planned to add + number of people on temporary basis)

7.Staffing control rate=Monthly establishment of the number of people/total number of people on board

7. Number of people/number of people on board

8. Staff turnover rate = (staff entry rate + separation rate)/2

9. Separation rate = number of people leaving the company / ((number of people at the beginning of the period + number of people at the end of the period)/2)

10. Staff entry rate = the number of people reporting for work/number of people at the beginning of the period

11. Separation rate = the number of people leaving the company/number of people at the beginning of the period + number of people recruited)x100%

12. The formula for calculating the employee's salary entitlement for the month is:

13. Daily wage = Monthly fixed wage/21.75 days

14. Salary entitlement for the month = Daily wage x Effective working days for the month x Adjustment ratio of actual working days for the month

Remarks:

Day's working days for the month=Natural day's days of the month - Days of rest in the month days

Effective working days in the month=Number of working days in the month-full unpaid leave

Adjustment ratio of effective working days in the month=21.75 days/number of working days in the month

As a production enterprise, labor productivity is also counted:

Labor productivity=Sales Revenue/Total Number of Employees

1. Ratio of Newly Promoted Employees=Number of Employees Registered/Total Number of Employees in Service

1.Newly Promoted Employees=Number of Employees Registered/Total Number of Employees in Service

1. Number of employees/total number of people on board

2. Supplementary staff ratio = the number of people to supplement the gap for the departure/total number of people on board

3. Separation rate (active separation rate/elimination rate = the number of people who left the company/total number of people on board

4. Variation rate = the number of people who have changed their jobs/total number of people on board

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

V. Cost utility assessment formula

1. Total cost utility = the number of people hired / the total cost of recruitment

2. Recruitment cost utility = the number of people applying for recruitment / the cost of the recruitment period

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

4. Personnel recruitment utility = the number of people formally hired / the cost of the recruitment period

4. The cost of the period

5. Recruitment benefit-cost ratio = the value created for the organization by all new employees / the total cost of recruitment

VI. Quantitative assessment formula

1. Hiring ratio = the number of people hired / the number of applicants * 100%

2. Recruitment completion ratio = the number of people hired / the number of people planned to recruit * 100%

3. Number of people/planned number of recruits*100%

4. Salary calculation=monthly salary/21.75*actual working days (not counting Saturdays and Sundays)

5. Overtime rate:total overtime time/total attendance time

6. Ratio of direct and indirect personnel:direct personnel/indirect personnel

VII. Calculation formula of working hours in the system

Annual Working days:365days-104days(days off)-11days(legal holidays)=250days

Quarterly working days:250days÷4quarters=62.5days/quarter/

Monthly working days:250days÷12months=20.83days/month

Calculation of the number of hours of work:Multiply the working days of the month, quarter, year by 8 hours per day

< p>Eight, daily wages, hourly wage formula

In accordance with the provisions of Article 51 of the Labor Law, statutory holidays employers shall pay wages in accordance with the law, i.e., the conversion of daily wages, hourly wages do not exclude the 11 days of statutory holidays specified by the State. Accordingly, daily and hourly wages are converted as follows:

Daily wage=monthly wage income÷monthly payroll days

Hourly wage=monthly wage income÷(monthly payroll days x 8 hours).

Payroll days per month = (365 days - 104 days) ÷ 12 months = 21.75 days

Nine, social security formula

According to the latest pension calculation method, the pension of the employee's retirement consists of two parts: Pension = Basic Pension 10 Personal Account Pension

1.Individual Account Pension = Individual Account Reserve Amount ÷ Accrued Months (50 years old for 195, 55 years old for 170, 60 years old for 139, is no longer uniform 120)

2. Basic pension = (the province's average monthly salary of on-the-job workers in the previous year + the average indexed monthly salary of the average monthly contribution) ÷ 2 x the number of years of contribution x 1% = the province's average monthly salary of on-the-job workers in the previous year

(1 + the average index of the average monthly salary of the average monthly salary of on-the-job workers in the previous year)÷2 x the number of years of contribution x 1%

Per year of on-the-job workers in the previous year

(1 + the average index of my contributions) ÷ 2 x the number of years of contributions years x 1%

3. My indexed average monthly contribution salary = the province's previous year's average monthly salary of on-the-job workers x my average contribution index

4. Individual pension = base pension + individual account pension = base pension ten individual account savings ÷ 139

5. As you can see from the above formula, in the case of the same number of years of contributions, the base The level of pension depends on the individual's average contribution index, which is the average value of the ratio of one's actual contribution base to the average social wage over the years. The low limit is 0.6 and the high limit is 3.

So, in both calculations of the pension, the higher the contribution base and the longer the number of years of contribution, the higher the pension will be, regardless of the situation.

6. Average contribution index: your contribution base/local social wage, assuming that you choose the social wage of 100% of that grade for your base, the index is 1, you choose 60%, it is 0.6

(Note: the above formula may be adjusted with the policy, or the actual situation of each company varies, only for your reference)