Staffing is not a formality, but a convenient tool

The staffing table is a document in which there is information about the structure of the organization, its departments, posts (professions), number of staff units, salaries, allowances, payroll. The basis for its development is a unified form of T-3, approved by the State Statistics Committee of the Russian Federation. In no law is there a direct obligation of the employer to make up a staffing table, this, however, does not mean that it should not be. After all, this document is indirectly mentioned both in the Labor Code of the Russian Federation and in many other legal acts. And this in turn means that when checking, agreeing on tariffs, obtaining licenses, joining the SRO, the relevant officials will demand that the company's staff list be submitted.

In addition, it should be borne in mind that in the labor relations there are a number of procedures, the validity and correctness of which can be objectively confirmed only if this document is available. For example, with a reduction in staff, the staffing table is what can be used to clearly show that the post has been removed and that at the time of the procedure there were no vacancies in the company (if you compare it with the actual placement of staff). In his absence, it will be problematic to prove this. The staffing table is also a serious help in drafting labor contracts and changing them, it fixes a number of conditions that are essential for both parties. Moreover, this is done with respect to the depersonalized line of the document, and not a specific person, which avoids various misunderstandings, including accusations of discrimination.

Arguing that such a staffing table, we should dwell on the fact that it is a convenient and effective tool in the organization and management of the company. It visually, structurally displays the most part of the information connected with planning of expenses for the personnel. If you go deeper, you can even say that it brings together the planned workloads for the year, namely the labor costs of all categories of workers. The most diligent executives, when composing the staffing table, determine the required number of employees to within a tenth of a share, based on calculations that serve as justification. In addition, the schedule can serve as a source for various analytical activities, which can result in the optimization of staff, and, accordingly, improving the efficiency of the company.

In particular, it is possible to analyze the ratios of different categories of workers, compare them with the normative values. The analysis of vacancies will allow to reveal workplaces where in principle staff are not required. For example, if a unit that is not fully staffed successfully, successfully performed tasks without problems for a long period, then this information is for consideration. Also, long vacancies make it possible to identify the most acute places in the selection of personnel, perhaps the reason is the lack of specialists or the conditions of payment that do not correspond to the situation in the labor market.