The number of employees is ... Definition, calculation methods

The headcount is the number of employees necessary for the normal functioning of the company to be established by the head, taking into account the current standards. Usually it is documented by an internal document, where all the structural units submitted to the organization are registered . They call such a document "Structure and staff size".

Documents: ensuring the company's activities in accordance with the norms

How correctly to issue this internal document of the organization? The current legislation does not establish any mandatory standards for registration, so you need to focus on internal standards adopted by the company, as well as on the Directorate's instructions for the record keeping approved by the Director General.

Approval of the number of staff - what is it? Typically, the procedure involves the formation of an order for the enterprise. The paper is signed by the chief executive officer - the general director or another employee holding a higher position in hierarchy. In some cases, approval is provided by an order of the person to whom the director has delegated the relevant authority. The hierarchical structure of the company is necessarily described in detail. Subdivisions are listed subject to subordination. Opposite each post indicate how many units in the enterprise are necessary for the full operation of the firm. The document is the basis for staffing. There is virtually no need for a document-sample of the staffing number for a clerical paperman who develops internal papers. The main thing is to correctly specify the posts and write the text competently. The main difficulty is the actual calculation of the number of employees, than accounting usually does.

Theoretical basis

A structural unit is a department that is identified by official documents in the structure of the company. He has specific functions, the task, the division (on his boss) is responsible in the framework of the profile tasks.

The structural unit has no legal personality. It should not be confused with the separate subdivisions of the organization. The headcount of the department largely depends on the direction of its work. Allocate:

• Service;
• production area;
• Laboratory rooms;
• sector;
• Administrative body;
• the Bureau.

The system of work and the number of workers

It's no secret that in any company, workers have a narrow range of tasks assigned to them. It is prescribed in the employment contract. Additional functionality to the employee can be given by concluding an agreement with him to an employment contract. Different workers in different positions can solve similar tasks. This allows them to be combined into a certain structural unit. But this should not always be done.

The staff numbers and the actual number of employees of the company come to the rescue. Analyze how much people work in the enterprise, then study the standards and decide whether to create a department or not. In fact, the standards are needed precisely for the standardization of the process of forming units at enterprises throughout our country. In addition, the standards by which the staff size is determined, allow the distribution of work between employees of the company and formulate job responsibilities for all personnel.

In figures by example

Suppose there is an enterprise. More than seven hundred employees work on the lists. Such a number of staff allows the formation of a bureau responsible for occupational safety and health. In this case, the number of employees is no more than five (but not less than three). This number includes also the person in charge - the head of the new structural unit.

But if six people are responsible for labor protection, then the neoformation is called a department. Some companies introduce internal standards - at least 4 employees must be responsible for labor protection.

Norms in private companies

What can be the maximum number of staff in a private enterprise? Norms are usually chosen by the head of the organization. The staff is structured into departments by division. It is imperative to ensure that small departments with no more than three employees occupy a dominant position. Otherwise, the responsibility is split between a large number of people, in fact, no one answers for the decisions made, and this leads to the demise of the firm.

If the number allows, it is necessary to create fairly large departments. The more people are subordinate to the department head, the higher the level of responsibility, the more thoroughly a person approaches work. But one can not help but admit that with increasing responsibility, people are demanding higher wages.

Documents as justification

Creating a new division at the enterprise, the staffing number for it is usually not chosen by chance. Help comes the experience of large, successful firms, regulatory documents, valid on the territory of our country, internal LNA.

The most important official papers are:

• Decision of the Ministry of Labor, adopted in 1995 under the number 56, which contains standards for accounting, fideljatelnosti.
• Issued by the same body in 2001, Resolution No. 10, declaring the number standards for bodies responsible for occupational safety and health.
• Orders of Gosstroi from 1999 under the numbers 65, 69. They specify the standards for the number of certain areas.
• Order of the Ministry of Fuel and Energy of 1998, under the number 252, declaring what should be the number of staff in the fuel and energy sector.

How to count correctly?

At the current time there are no universally recognized and approved by the laws algorithms for calculating the actual, the maximum number. Actual, as follows from the term itself, is determined by a simple calculation of the number of employees in the organization.

The staff ceiling is determined by the company's chief executive. Usually, the assessment takes into account the structure of the firm, as well as the functions of a particular department. In general, the head of the enterprise has the right to choose the professions, the number of employees for each production function. But there are separate organizations, institutions to which the norms established by the laws are applicable. State agencies and institutions are clamped in the narrowest possible limits.

Rules and restrictions

Particularly obvious are the limitations imposed on state institutions, if we study the staffing of executive bodies. As an example, you can take the central apparatus. There is a manager here who can approve the number of employees, but here the STO is established from above. That is, even if there is a desire to recruit more people, this is impossible, since there simply will not be enough salaries. The President and the Government approve the PHOT. To do this, take into account the posts in accordance with the centralized registry, and also focus on some other legal acts, from which follows, what should be the number of personnel in the department. Officially, the process describes the Government Decision issued in 2005, issued under number 452.

The head, calculating the limiting, actual strength, compiles the reporting. In order not to be mistaken, it makes sense to request information from the responsible authorities, that is, those to which the report on the number of employees should be submitted. But be careful: all such appeals must be written, registered under the incoming number of the department. Otherwise, there is a high probability that the question will remain unanswered and simply lost.

Distinguishing concepts

Analyzing the regulatory, legal documents that are valid at the moment, you can see that they use two terms:

• Average number of employees;
• Average number.

In the first option, those who work at the enterprise as in the main place are considered. The second presupposes accounting of all part-time employees, as well as persons with whom the GPA is concluded.

Features

The average number includes the average number, but apart from them, it also requires an accounting of the number of outsourced workers , as well as the number of people involved in the GPA, on average.

The average number includes those people who work in the firm on an ongoing basis. Take into account the workers at full rate, incomplete. They also consider those with whom indefinite, fixed-term contracts are concluded. It is necessary to take into account seasonal workers, temporary staff.

If the company has internal part-time workers, they are considered one unit for the payroll number. If some person concurrently came from another firm, he is not included in the list size . A separate account is maintained for those who are accepted by the rules of external compatibility.

Optional mandatory

There are such regulatory legal acts that were adopted by the authorities of the country and approved as advisory. Of course, there are similar documents regulating the staff number in the enterprise.

The most complete and restrictive recommendations apply to budget organizations. They oblige to apply to labor standards, from which it follows, how many people need at the enterprise for normal and efficient work.

Formula: this is useful

Calculate the number of employees, based on labor standards, can be as follows:

• (Annual expenses for the full amount of work in hours): (The norms of one employee in hours) x (Coefficient, taking into account holidays, absenteeism, sick leave).

Norms are usually estimated in 2000 hours for one calendar year.

Summing up

The headcount is a quantitative estimate of the employees of the enterprise. It is established by the head of the company taking into account the current standards and recommendations. Most of the legal documents are optional, but they are desirable. But in budget organizations it is important to comply with the norms and rules for determining the number of staff, introduced by the laws of the country.

The head of a private organization can be guided by the same standards that state enterprises run. At the same time, it is recommended to avoid, if possible, crushing the company into smaller units, otherwise the hierarchical structure is violated, the boundaries of responsibility are blurred. That the structure of the company was clear, effective, it is declared an internal document approved by the director.