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Anonymous users2024-02-061. Arrange the construction period reasonably, reduce the number of people working on statutory holidays, and reduce the payment of overtime pay;
2. Appropriate use of interns (according to the labor law, interns do not need to pay social security and five social insurances and one housing fund);
3. There is a plan to arrange cross-training to cultivate multi-functional employees; Eliminate redundancy and streamline staffing.
4. Reduce the turnover rate and save recruitment costs.
5. Do a salary survey and only maintain a "moderate" salary commitment when recruiting.
6. For non-important positions, retired counter-hired personnel can be recruited (according to the labor law, social security and five social insurances and one housing fund can not be paid);
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Anonymous users2024-02-05Summary. Hello.
There are two more important points to pay attention to in the adjustment of human resource costs.
The first is to pay attention to the dynamics of human resource costs, that is, to fully compare the human resource cost analysis with the past cost expenditure, the cost expenditure of the same industry, and the cost expenditure of the region, rather than looking at the cost expenditure of the enterprise in isolation.
The second is to pay attention to the systematization of human resource costs, which involve the major modules of human resource planning, salary system, performance system, recruitment system, employee relations and so on. The analysis of human resource cost should also be differentiated according to the various modules of human resources, and the correct positioning can only have practical value and significance without such analysis.
Of course, human resource cost analysis and diagnosis is a systematic and huge project, which cannot be explained clearly in a short article. However, you can follow the above direction, gradually explore, practice, and eventually get a more referenceful and practical human resource cost analysis results.
What to pay attention to when doing human resource costing.
Hello, there are two more important points to note in the adjustment of human resource costs. The first is to pay attention to the dynamics of human resource costs, that is, to fully compare the human resource cost analysis with the past cost expenditure, the cost expenditure of the same industry, and the cost expenditure of the region, rather than looking at the cost expenditure of the enterprise in isolation. The second is to pay attention to the systematization of human resource costs, which involve the company's human resource planning, salary system, performance system, recruitment system, employee relations and other major modules.
The analysis of human resource cost should also be differentiated according to the various modules of human resources, and the correct positioning can only have practical value and significance without such analysis. Of course, human resource cost analysis and diagnosis is a systematic and vast project, and it is not a short article that can explain clearly. However, you can follow the above direction, explore step by step, and practice, and eventually get more reference and practical results of human resource cost analysis.
If mine is helpful to you, I hope you can give me a thumbs up at your convenience, and I wish you a happy life!
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Anonymous users2024-02-04The principles of cost control in human resource selection mainly include the following points:
1.Reasonable budget: When formulating the selection cost budget, the expenses should be reasonably budgeted according to the actual situation of the enterprise and the recruitment needs, and appropriate adjustments should be made in the actual operation.
4.Flexibility: In practice, you should be flexible according to the actual situation, such as adjusting the recruitment plan and budget according to the recruitment demand and market supply and demand.
5.Performance appraisal: Conduct performance appraisal on the selection cost, find problems and deficiencies in time, improve and optimize, so as to improve the efficiency and quality of the selection cost.
To sum up, the principle of cost control of human resource selection is to control costs and improve efficiency on the basis of reasonable budget, fine management, optimized process, flexible adaptation and performance appraisal.
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OK. The first step is to collect relevant evidence that you have worked in the company, labor contracts, work documents, work photos, work records, etc., the more the better, the more beneficial it is for you, if you have not signed a labor contract, you can ask for compensation of double wages every month, if you have worked for one year, there is no more, and the law acknowledges that you have signed the contract. >>>More