In this article we will reveal one of the main concepts of personnel work. This is a full-time unit. Let's see what place it occupies in the staff list, which means specifically. We will describe in detail how it is introduced, reduced, and justified.
The unit is ...
Let's see what definition dictionaries give the term. So, the full-time unit is:
- The job unit, which is provided for by the staffing of the organization, enterprise, institution.
- The unit from the entire list of posts of the organization’s staff list. Corresponds to one workplace.
- One of the posts of the personnel (staff) schedule.
Differences from related concepts
Many people confuse the organization unit with related terms. Next, imagine the difference.
- Position and staff unit. Under the first concept is a certain set of work functions, and under the second is the quantitative component of the personnel schedule. Accordingly, in one position there can be several personnel units at once.
- Rate and staffing unit. The first concept is the monetary value, the wage frame of a certain employee. And 1 full-time unit is a living person, an employee. That is the difference between the terms.
- Workplace and full-time unit. The first concept is an organized place for the employee to work. The second is a worker, a person. At one workplace, several staff units can work at once. For example, shift workers, cashiers.
State
A staff unit is, accordingly, a component of the state (staff) or personnel of an organization. This is the name of the permanent staff. Together they form a group formed by professional or other characteristics with an indication of the positions, as well as salaries assigned to each (by position).
The state will also be entitled to name the entire population of employees of the organization. These are those who are engaged in labor activities, and those who are on the balance sheet of the institution, but temporarily do not work for a number of reasons (sick leave, leave, maternity leave, etc.).
And one more definition. Staffing - the entire set of labor resources that are at the disposal of the organization and are required to carry out specific functions, achieve common goals and develop the institution.
Under Russian law, the terms “personnel” and “staff” are equivalent to the terms “personnel” and “personnel”.
Staffing
A staffing unit is maintained in the staffing table. It means the regulatory documentation of the organization, which draws up the structure, number and staff of this company, enterprise, institution, indicating the size of the salary depending on the position of the employee. Such a schedule reflects the existing (or planned) division of labor between employees, prescribed in the job descriptions.
"Rostrud" defines this document as a local act of the institution, which records in a consolidated form the division of labor responsibilities and terms of payment for labor activity. The staffing is adopted by the employer within its competence (Russian Labor Code, Article 8). Hence, he has every right to independently amend this act.
The Labor Code of the Russian Federation does not require the preparation and approval of a staffing table. Moreover, it does not even contain a definition of this phenomenon.
This document is valuable for the efficient use of employee labor. With its help, you can compare units and departments by the number of employees and workers, the size of salaries, qualifications.This is the necessary data for the analysis of the volume of work performed, the workload of employees, clarification of job descriptions. Also, it is the staffing table that helps to understand the feasibility of the formed structure of the organization.
This document is issued only according to the unified T-3 form. It contains the following columns:
- Name of company.
- Document Number.
- Date of preparation.
- The validity period of this schedule.
- Headcount
Next is the schedule of a specific structural unit. Then the columns are filled:
- The name and code of this unit.
- Position, rank, category, class.
- The number of staff in the staffing.
- Salary or tariff rate.
- Columns, which indicate the existing surcharges, allowances and their size. The columns of "Total" are summarized.
The document is signed by the chief accountant and the head of the personnel department. Approved by order of the head of the entire organization.
The introduction of a new staffing unit
With an objective shortage of workers, the organization has one reasonable solution - to add another personnel unit. According to Art. 8 of the Labor Code of the Russian Federation is a completely competent decision. In the case of organizational, production and economic need, the staffing schedule may be replenished with a new post or an additional staffing unit. The frequency, frequency of such changes is determined by the employer.
The Russian legislation does not offer a finished sample for the introduction of a staffing unit. However, professionals are advised to carry out this procedure in three steps.
- Determination of the need to introduce units in the state.
- Making a new job description.
- Drawing up a report document in the name of the head.
We will analyze the voiced stages in more detail.
Entering a new personnel unit: step 1
Just note that in the introduction of a new staffing unit this is the most difficult stage. To obtain weighty arguments in the direction of replenishment of the staff, it is necessary to analyze the standards for fulfilling specific job responsibilities. And compare this data with the amount of work for the new staffing unit. Then - a comprehensive calculation based on the organizational and technical conditions for performing work in a specific organization.
More specifically, the personnel officer will do the following to justify the staffing unit.
- Collect all statistical information regarding the post. It will include a full-time unit: functions, types of work, operations, labor costs.
- In the calculations, the norms of production, time, intended for a particular type of work, are applied. If the organization does not have its normative documents of such a plan, then data approved by the Ministry of Labor of the Russian Federation are used.
After making calculations regarding the labor costs of workers already working in this position, it is concluded that the load (in working hours per month) on them exceeds the norm. Hence the expansion of staff is required.
Entering a new personnel unit: step 2
The next step in the introduction of the staff unit is the preparation of a new job description. Based on the calculation of labor already carried out, the standards of work that the planned employee will carry out are determined. Based on their (work) list, a draft job description is compiled.
Let us turn to Letter No. 4412–6 of the Rostrud. The document indicates that although the Labor Code of the Russian Federation does not contain any references to job descriptions, they still relate to important organization documentation. It must be indicated here:
- Employee qualifications.
- A complete list of his responsibilities.
- List of qualifications required for the position.
The employer decides how to fill out the job description and what changes to make.
Entering a new personnel unit: step 3
A new full-time unit, a new position is usually introduced in a certain structural unit of the organization.Hence the third step is the appeal of the head of this department with a memorandum to the management of the entire company. The essence of the document is the rationale for the introduction of a new position or staff expansion.
The content of the note must be literate and convincing, otherwise all previous steps will be passed in vain. The new full-time unit is the new salary costs. And they must be thoroughly substantiated.
The main argument here will be the calculation of labor costs. It is desirable to confirm them also with such information:
- Average indicators to increase the terms of reference for this type of work. If the trend is stable, then it would be advisable to provide a forecast of the process for 2-3 years in advance.
- Evaluation of upcoming costs: comparing the costs of increasing the salary of existing employees with the costs of introducing a new staffing unit.
- An analysis of how real workers can effectively cope with the additional responsibilities that have appeared in them.
- Goals, functions of the task, which cannot be fully fulfilled by the personnel in the same amount.
Staff reduction
The reduction of staff is one of the problem points in the work of the personnel officer due to the termination of employment contracts for this reason. But at the same time, it is a completely legal tool for optimizing the number of employees in an organization.
The reduction takes place in several stages:
- Issuing an appropriate order.
- Notification of the employee and offering him an alternative.
- Employment center and union notifications.
- Actually, the dismissal of workers.
We highlight the important points of this process.
Reduction of the order
The decision to reduce staff is made by the head. He also issues the corresponding order. Its form is not legally approved. However, the order to carry out reduction measures must contain:
- the date of these events;
- terms for notifying employees;
- information about the change in staffing.
Reduction process
Further events develop as follows:
- Notification of employees who fell under the reduction - no later than 2 months before dismissal. A document is handed to each of them against signature. It necessarily contains the rationale for the decision and the date of dismissal. It also lists the positions that the employee can move to, having the desire. According to the Labor Code of the Russian Federation, they should be offered until the day of dismissal.
- If an employee agrees to an alternative, then a transfer is executed. No - dismissal under Art. 81 (paragraph 2, part 1) of the Customs Code.
- Notification of trade union organization and employment service 2 months before dismissal. If a massive reduction is forecasted - in 3 months.
When an employer has a choice between several employees, it is important to remember the following:
- You cannot fire employees, among whom are pregnant women and mothers with children under 3 years old.
- The prerogative of an employee with higher qualifications and labor productivity.
- With equal performance, employees with 2 or more dependents remain; single workers in the family; workers who have been injured in the company, occupational disease; invalids of military operations.
Completion reduction
The final three steps:
- Issuing an order of dismissal in the form of T-3. Ground - an order to reduce staff.
- The corresponding entry in the employee’s work book under clause 2. Part 1 of Article 81 of the Labor Code.
- Accrual of due payments: severance pay, as well as average earnings for 2 months of finding a new job. Additional compensation to those workers who decided to quit without waiting for the end of the 2-month period.
Thus, the number of staff units is the number of employees employed in a particular position. It is also important for a human resources worker to know the basic aspects of entering and reducing these units.