MindMap Gallery human resource planing
The third level of human resource planning, grading examination, human resource planning in a broad sense → general term: the unification of strategic planning and tactical planning, in a narrow sense → forecasting the enterprise’s human resource requirements and supply → reasonable allocation.
Edited at 2023-07-28 13:08:15El cáncer de pulmón es un tumor maligno que se origina en la mucosa bronquial o las glándulas de los pulmones. Es uno de los tumores malignos con mayor morbilidad y mortalidad y mayor amenaza para la salud y la vida humana.
La diabetes es una enfermedad crónica con hiperglucemia como signo principal. Es causada principalmente por una disminución en la secreción de insulina causada por una disfunción de las células de los islotes pancreáticos, o porque el cuerpo es insensible a la acción de la insulina (es decir, resistencia a la insulina), o ambas cosas. la glucosa en la sangre es ineficaz para ser utilizada y almacenada.
El sistema digestivo es uno de los nueve sistemas principales del cuerpo humano y es el principal responsable de la ingesta, digestión, absorción y excreción de los alimentos. Consta de dos partes principales: el tracto digestivo y las glándulas digestivas.
El cáncer de pulmón es un tumor maligno que se origina en la mucosa bronquial o las glándulas de los pulmones. Es uno de los tumores malignos con mayor morbilidad y mortalidad y mayor amenaza para la salud y la vida humana.
La diabetes es una enfermedad crónica con hiperglucemia como signo principal. Es causada principalmente por una disminución en la secreción de insulina causada por una disfunción de las células de los islotes pancreáticos, o porque el cuerpo es insensible a la acción de la insulina (es decir, resistencia a la insulina), o ambas cosas. la glucosa en la sangre es ineficaz para ser utilizada y almacenada.
El sistema digestivo es uno de los nueve sistemas principales del cuerpo humano y es el principal responsable de la ingesta, digestión, absorción y excreción de los alimentos. Consta de dos partes principales: el tracto digestivo y las glándulas digestivas.
human resource planing
Enterprise labor quota management
labor quota level
content
formulate
Fast, accurate and complete (the primary link) is the basic prerequisite for doing a good job in quota management
execute thouroughly
The size of the labor quota
Whether the enterprise's production and operation management is organized according to the enterprise's labor quota
Are effective measures taken to achieve daily settlement and monthly settlement and implement new quotas?
Statistical Analysis
Whether it can meet the needs of enterprise production organization and labor organization
revision
The last link → back to the first link
development trend
bucky
(System for enterprise work efficiency analysis and control) Late 1960s
Work efficiency = worker efficiency * operating rate
Worker efficiency = fixed working hours/worker actual working hours
Operating rate = actual working hours consumed by workers/actual available working hours
It is "a further extension and development of the scientific management system" by Taylor at the end of the 19th century.
development trend
Gradually realize scientificization, standardization and modernization
Gradually shift from traditional single management to systematic management of all employees, comprehensive and whole process centered on improving efficiency.
From decentralized management of labor quotas and quotas to integrated management of labor quotas and personnel
concept
The degree of numerical tightness and tightness of labor quotas stipulated by a certain production technology, industry or enterprise.
type
Process quota level
Job quota level
Part or product
Workshop quota level
Enterprise quota level
Industry or department quota levels
Scope of inspection of labor quota
core
The level of labor quotas not only guides production but also restricts distribution, so it has become the core of enterprise labor quota management.
Measurement method
Actual working hours
Reflects employees’ actual fulfillment of quotas
Constrained by quota levels, accuracy is poor
Actual working hours
Direct and reliable, understanding the true potential of production,
Disadvantages: Heavy workload, focus on typical and key types of work
Standard working hours
The time quota standards promulgated or approved by relevant national departments shall be used as the basis.
Disadvantages are consistent with actual measurements
Comparison between current quotas
Comparing with enterprises with the same conditions or the company's advanced quota level in history is easy to use and is conducive to competition and evaluation in the industry.
standard deviation
Comprehensive evaluation of the quota level balance status of a certain department
Revision of labor quotas
content
Keep the current situation stable for a period of time and adopt regular revision methods
regularly revised
The length is determined based on the completion status, production potential and quota quality.
step
Preparation Phase
Mental preparation
organizational preparation
revision stage
Review the Balancing and Summary Phase
Revision method
Simple amendment method
Labor quota statistics and analysis
work tasks
Concept and meaning
Statistical range
Actual working hours consumed by total product, actual working hours consumed per unit product
Production units and processes
Workshop or team, type of work, process
Product actual time consumption statistical method
Based on various original records
Production worker time record sheet
Product work time record sheet
Based on on-site measurements
realistic working day
Time measurement
instant observation method
Calculation method of labor quota completion level indicator
Output quota
Output quota completion index = actual qualified quantity completed per unit time/product quota*100%
Working hours quota
Working hours quota completion index = Working hours quota per unit product/Actual working hours consumed per unit product*100%
Statistical scope and requirements for product ration and working hours quota
analyze
grouping method
Analyze the impact of abnormal working conditions and insufficient utilization of working hours on labor quotas
Capacity
concept
Labor quota, staffing
predetermined limits
Administrative establishment
Enterprise establishment
military establishment
The difference between quota and quota
Concept: Capacity is a quantitative and qualitative limit on the use of labor
Unit of measurement: person/year, person/quarter, person/month
Implementation and application scope
Formulate methods
labor efficiency
equipment
post
Directly linked to labor quotas
Proportion
Organization structure, scope of responsibilities and business division of labor and staffing
basic method of formulating
Capacity management role
It is the scientific standard for enterprise employment
The basis for developing workforce planning
The main basis for the deployment of various types of employees
Conducive to improving the quality of the team
in principle
Ensure the achievement of enterprise production and operation goals as the basis
Aiming at streamlining, efficiency and saving
Product design should be scientific
Promote part-time jobs
Clear division of labor and responsibilities
The proportional relationship must be coordinated
Make sure everyone makes the best use of their talents and ensures that people are in harmony with each other
Good internal and external environment
Timely revision
Writing format and requirements
concept
This labor quota standardization subjective agency approves and publishes unified regulations on labor quotas within a certain range.
Grading
nation
industry
place
enterprise
Classification
Comprehensive degree
Individual quota standards
Comprehensive capacity standards
Specific forms
Efficiency quota standards
Equipment occupancy standards
Job quota standards
Proportional occupancy standards
Standards for division of responsibilities
in principle
The staffing standard level must be scientific, advanced and reasonable
The basis must be scientific
The method should be advanced
Calculation must be unified
The form should be simplified
Content needs to be coordinated
Basis for writing
Standardized work guidelines
overall arrangement
Overview
Cover, Table of Contents, Foreword, Home Page
standard text
standard name
scope
Reference Standard
Replenish
Figure notes, appendices, footnotes, striped notes, table notes
labor efficiency
Number of employees: total production tasks during the planning period/worker labor efficiency*attendance rate (output quota)
Number of employees: production task volume (pieces) * working hour quota/working shift time * fixed rate of production * attendance rate (working hour quota)
Number of employees: Annual total output of each product * unit product working hours quota / annual system working days * 8 * quota completion rate * attendance rate (specified by year)
Review and expenditure control of human resources expense budget
Cost structure
Labor cost
Salary items
Insurance benefit items
other projects
Human resources management expenses
Recruitment fees
Before recruitment
Recruiting
After recruitment
training fees
Before training
in training
After training
Labor dispute handling fees
Review basic budget requirements
rationality
accuracy
Comparability
Basic budget procedures
budget method
Pay attention to changes in internal and external environments and make dynamic adjustments
baseline
Early warning line (online)
Control offline
Compare similar companies
Pay attention to the consumer price index
Compare results and analyze cost usage trends
Budget
Revenue-Profit=Cost
Revenue-Cost=Profit
Human resource planning enterprise personnel salary level
expenditure control
effect
It is an important means for enterprises to achieve labor cost targets while ensuring the interests of employees.
An important way to reduce recruitment/training/labor disputes
Preventing abuse of administrative fees
in principle
timeliness
Economical
Adaptability
Combining rights, responsibilities and benefits
program
Establish control standards
Expenditure Control Implementation
handling of differences
program
Preparation Phase
Preliminary understanding
Investigation plan
Purpose of investigation
Identify objects and units
Determine the purpose of the investigation
Survey form and instructions for filling out
time/place method
Do a good job in employee ideological work
Decompose it into several work units and links
Learn and master investigation content
investigation stage
Interview/Questionnaire
Observation/Group discussion
Summary analysis stage
In-depth and detailed analysis/make a comprehensive summary and summary in the form of text icons
Knowledge requirements job analysis
Overview
Concept: The process of systematically studying the nature and tasks, responsibilities and authorities, job relationships, labor conditions and environment of various positions, as well as the qualifications for this position, and formulating job descriptions and other personnel specifications for the position.
effect
Lay the foundation for recruiting/selecting and appointing qualified employees
Provide basis for employee evaluation/promotion
Necessary conditions for improving work design/optimizing the labor environment
An important basis for supply and demand forecasting
Basis for job evaluation
Conducive to employee tailoring
source
Written information
data research method
Incumbent's report
Interview research
work diary method
Colleague's report
direct observation
Customer and User Department
Job specifications
content
Job labor rules
Position/Organization/Time Planning/Behavior/Collaboration
Quota standard
Job training specifications
Position employee specifications
structural pattern
Management position knowledge and ability
Knowledge/ability/experience requirements
Management position training specifications
Instructional/reference training materials
Specifications for technical and business capabilities of production positions
Things you should know/should know/working hours
Production position operating specifications
Other types
statement of work
Category: Position/Department/Company
content
basic information
Job Responsibilities
Supervision and job relationship
Job content and requirements
Work permission
working conditions and environment
operating hours
Qualifications→Work experience/education requirements
Physical condition → physique/stamina
Psychological quality requirements
Professional knowledge and skills requirements
Performance Evaluation
Drawing of enterprise organization chart
human resource planing
concept
Broad → General term, unification of strategic planning and tactical planning
Narrow sense → Forecast the enterprise’s human resource requirements and supply → Reasonable allocation
Term → Long term: 5 years, short term: less than 1 year, medium term: between 2 years
content
Strategic Planning
Critical planning related to the overall situation (core)
organizational planning
Overall frame design
institutional planning
Important guarantee for goal achievement
Personnel planning
Overall planning of enterprise personnel
Human resources status analysis
Enterprise quota
Personnel demand and supply forecasting
Balancing personnel supply and demand
cost planning
Overall planning of enterprise labor costs and human resources management fees
Budget, accounting, review, settlement, human resources expense control
Business organization
concept
socioeconomic system
Management system→high-level organization
Functional system→Relevant systems of each functional department and business department
Setting principles
mission target
F
Reasonable division of labor and clear collaboration
Unified leadership power checks and balances
Only accept orders from superiors,
The use of rights is subject to supervision
Correspondence between rights and responsibilities
Clear responsibilities
Streamlined and effective span
Reduce procedures, rules and regulations
Stability combined with adaptability
type
straight line system
The simplest form of centralization
functional system
bull command
line function system
A combination of centralization and decentralization
Business unit system
Centralized decision-making and decentralized operations
Implementation principles after organizational structure design
Unified management
Daily management of 15-30 people
3-7 people who often decide
Normally 10 people
Clarify responsibilities and authorities
Decide on positions first and then on staff
Allocate responsibilities appropriately
Competency requirements: Draw organizational chart
basic drawing
Organization Chart
relationship between departments
organizational job chart
Indicate job details
organizational function chart
Job Responsibilities
organizational function chart
Mark staff, agents, superiors, etc.