How to specifically operate the company s fixed posts and staff.

According to the relevant regulations of the company, different positions are assigned to different personnel

Heyi believes that: 1. The main steps of post (post) design:

1) Organize a design team to understand the various factors that affect the existing position and the gap between the new demand and the current situation;

2) Identify the main areas that need to be filled and choose an appropriate job design approach. Among them, the job design methods mainly include: organizational analysis method, key mission method, process optimization method and benchmarking method;

3) Design a new job setting plan;

4) Communicate with relevant personnel, carry out new program pilots, and gradually promote the experience gained through the pilots.

2. Finalization method:

1) Labor efficiency method: a method to calculate the number of positions according to factors such as production tasks, employees' labor efficiency and attendance. That is, the method of calculating the number of employees according to the workload and labor quota (output quota and time quota); Among them, the number of fixed personnel in the case of output quota = the total number of production tasks in the planning period (employee labor quota * attendance rate); In the case of time quota, the number of fixed personnel = production task * time quota (working time * attendance).

2) Business data analysis method: business data includes sales revenue, profit, market share, labor cost, etc., according to the historical data and strategic goals of the enterprise, determine the number of positions in a certain period of time in the future.

3) The proportional method of the industry. It refers to the determination of the number of posts according to the proportion of the total number of employees of the enterprise or the total number of personnel of a certain category. This method is more suitable for various auxiliary and support positions.

Calculation formula: m=t*r where m=total number of personnel of a certain type; t = total number of service users; r = Capacity.

4) According to the organizational structure, scope of responsibilities and business division of labor: first determine the organizational structure and functional departments, clarify the division of labor and responsibilities of each business, according to the size and complexity of the business workload, combined with the work ability and technical level of management personnel and engineering and technical personnel to determine the number of positions.

5) Budget control method: through the labor cost budget to control the number of employees, the head of the department is responsible for the department's business objectives and position settings and the number of employees, within the approved budget, self-examination to determine the specific number of each position. The goal is to use fewer people to complete the same amount of business to reduce labor costs.

6) Business process analysis method: according to the workload of the post, determine the unit time workload of a single employee in each position; According to the convergence of business processes, combined with the analysis results of the previous steps, determine the proportion of personnel in each position; According to the overall business objectives of the enterprise, determine the total workload per unit time process, so as to determine the staffing of each position.

7) Interview method of management and experts (Delphi method): the following information is obtained through management interviews - the workload of subordinate employees, the fullness of the process, and the adjustment of staff preparation; **The flow of its subordinate employees after a certain period of time: promotion, rotation, resignation, and the number of employees in each department after a certain period of time is counted.

The following information is obtained through expert interviews - information on the structure of various types of professionals in the industry (management level, management width, etc.).

The quota is the fixed number, and the name is different.

Fixed-post fixed-establishment is the basic work of human resource management, fixed-post is the premise of fixed-staffing and salary-setting, and at the same time, the most complex is fixed-post. Considering that this is a statement of how to set up a post rather than how to set up a department, the following directly focuses on how to set up a post on the premise that the department has been set up. The basic idea of the crowd is:

One principle, three bases.

One principle: that is, the principle that can be absent from posts and indispensable responsibilities. The process of enterprise growth and expansion is also the evolution and development process of the organization, in this process, with the continuous changes in the scale of the enterprise, business scope, operating income, market position, and competitive environment, the work of the enterprise will become increasingly complex and heavy, which can explain why there are many positions that small and medium-sized enterprises do not have in some large enterprises, such as compensation and benefits managers, employee relations managers, etc. For small and medium-sized enterprises, especially non-listed companies, there is almost no need for these positions (functions), because they are small in scale, and the scope and difficulty of management are also small, and they can be managed by the human resources director, manager and specialist.

The principle of absent posts and indispensable responsibilities does not require the enterprise to be comprehensive in terms of responsibilities, but to predict in advance the elements that will have an impact on the operation and management of the enterprise, and then determine whether to set up a full-time position or be managed by a certain position in combination with the actual situation. For less important and less high-impact functions, the easiest way to move the function to a more relevant role is to control costs and improve efficiency.

Three basis: i.e., according to the maturity of the organization, the relevance of the work and the intensity of the work. The more mature the development of the organization, the higher the degree of specialization and division of labor of its employees, and the more detailed the position setting; On the contrary, the smaller the scale of the organization, the lower the degree of specialization of its employees, and there will be a large number of "one radish and several pits", which is completely in line with the development law of the enterprise.

For the setting of positions or the division and finalization of responsibilities, the most important thing to consider is the relevance and intensity of work. A simple and practical method is: according to the professional division of labor, the work correlation between each position should be as small as possible, otherwise the work responsibilities with high relevance can be directly merged into one position; The work intensity should not be too high, otherwise the employees will not be able to bear it, and the work intensity will be too low, which will not only increase the cost, but also lead to the situation of "many dragons do not cure the water".

But there are many factors that affect the intensity of work, the most important are the four factors of employee quality skills, work process, work content, and the degree of informatization, therefore, the evaluation of work intensity needs to be analyzed from multiple angles, and it is not possible to simply think that the busy or long overtime work shown by the employee is considered to be the work intensity and the establishment should be increased, which is very unscientific.

The fixed post is done on the organizational chart of the department

Positioning: It is to determine the position according to the scale of the company's current development and the short-term development goals. Take the Human Resources Department as an example:

The existing positions are 2, 1 manager, 1 personnel specialist, and the company will carry out performance appraisal work from next month, so it is necessary to increase the performance appraisal specialist position by 1. This is the fixed post.

Finalization: After the completion of the post, the establishment will be determined as 1 or 2 people according to the work tasks and scope of the department.

The number of jobs in a company is numerous, especially in large companies with complex production (or service) processes. Among these positions, the most important is the positions directly engaged in management, which are the core part of the survival and development of the enterprise.

There is a certain proportion of various positions in the enterprise, and the fixed posts and fixed arrangements should grasp these basic proportional relationships. The first is the proportional relationship between the direct and indirect business sectors; the second is the proportional relationship between various positions within the direct and indirect business departments; The third is the proportional relationship between management positions and all positions. Although the identification of various indirect positions is based on their own optimized workflows, it is also necessary to consider the proportional relationship between them and direct positions.

These proportional relationships are gradually formed by many enterprises in the long-term operation and management process, and are the accumulation of continuous optimization of everyone's work process. In some developed countries, the first departments often make statistics on the key indicators of various industries and publish them publicly, including statistics on the employment situation of enterprises.

Obviously, it's two steps! The first is to fix the post and determine the post. The second is to finalize the number of staff.

The specific steps must be the job analysis of the enterprise, determine which position is missing, and then talk about the workload measurement of the post to determine the number of people in the establishment. These jobs are generally for HR or IE engineers!

The implementation steps of the fixed post and fixed number.

1) Advertise the position. Revise the job description according to the requirements of the job classification, and announce the internal organization, establishment, specific positions and job conditions. (2) Open registration.

Personnel who meet the basic conditions for fixed posts shall apply for the positions to be held on their own according to the requirements of the conditions of each position. (3) Qualification review. Each unit shall review the qualifications of the open registration personnel according to the basic conditions of the fixed post personnel.

4) Assessment examinations. Each unit may adopt test methods such as debriefing, defense, and scenario simulation to conduct necessary examinations and assessments on the basic knowledge and ability necessary for the proposed personnel to perform their job duties. (5) Democratic evaluation.

Within a certain range, all units shall conduct public opinion polls on the personnel who are planning to take up posts and listen to the opinions of the masses. (6) Decide on appointment. Issue a letter of appointment, and sign a letter of responsibility and a labor contract.

After the strategic goal is clear, it does not mean that the fixed post and establishment can be carried out automatically. The specific design of the fixed post and the fixed arrangement also needs to straighten out the work process first. Earlier, we talked about the match between "people, posts, and things", of which "things" are the foundation.

But there can be many processes to do the same "thing". Different workflows inevitably bring about different job settings. Optimized processes can give the most effective job setup, while outdated processes can easily lead to job inefficiencies.

Therefore, one of the prerequisites involved in the establishment of posts and arrangements is "process optimization".

The first step is to take stock of the existing job responsibilities through job analysis and sort out the general functions and sub-responsibilities that each department needs to undertake.

The second step is to analyze the importance of functional value, determine the position setting according to the importance of functional value, and set up full-time positions for functional work that bears important value;

The third step is to determine the difficulty coefficient of each work and the standard of sub-responsibilities;

The fourth step is to determine the position and establishment.

Quota and post assignment is the premise of implementing the post responsibility system for special managers. Every grass-roots taxation organ that implements the post responsibility system must first of all conscientiously discuss and study in accordance with the requirements of the State Taxation Bureau on "having people in charge of each household and collecting taxes" and in light of the actual situation of the cadres in their own units, the number of objects under management, the size of the workload, the degree of complexity and difficulty in management, and the distance and proximity of the region, and make arrangements for the number of people and posts, so as to achieve a rational division of labor and maintain relative stability.

The former is the position in the design organization to undertake specific work, and the latter is the number of people who are designed to engage in a certain position. When a position is identified, the concept of quantity and quality of people automatically arises. The issue of the quality of personnel related to the fixed post is put forward separately and is called "quota".

The problem it solves is what quality of personnel are equipped with each job position of the enterprise, and how many personnel are equipped. The job determination process itself includes the determination of the workload, which also includes the determination of the basic number and quality requirements of the post.

The fixed position and quota are carried out on the basis of the diagnosis of the human resource structure of the enterprise, including whether the proportion of personnel in each department is reasonable? Is there a reasonable ratio of people at all levels? After the conclusion of these problems, look at whether it is excess manpower or lack of manpower, and fully consider the planning of enterprise development, determine the future human resource demand, redefine whether it is necessary to add or optimize which department, if there is a need to add or integrate the department, what positions should be added, these positions need to be composed of several people, who is more appropriate.

Fixed-post and fixed-establishment means that the enterprise designs the positions and number of positions in line with the operation of the enterprise according to its own development stage and future development trend, so as to facilitate the control of human resources.

Fixed-post and fixed-establishment is a basic work in the post management of enterprises. It involves the implementation of enterprise business goals, the matching of employee capabilities and numbers, thereby affecting the reduction of enterprise operating costs and the improvement of efficiency.

In the era of China's planned economy, the fixed post and fixed number were undertaken by the relevant state departments, and as the enterprise faced with increasingly fierce market competition, the fixed post and fixed number has become an important part of the enterprise's own operation and management.

Fixed: refers to the position required by the enterprise (organization); Finalization: It refers to the clarification of how many individuals suitable for the development of the enterprise (organization) are needed.

The basic basis of the fixed post is the development strategy or business objectives of the enterprise itself, and what kind of strategic goals the enterprise wants to complete in a specific period of time, which constitutes the center of all the work of the enterprise, including the fixed post and fixed number. If the strategic goals of the enterprise are not clear, or there is no such thing as none, all the work in the enterprise will lose its direction and basis, including the fixed position and arrangement. This seems to be a very simple truth, but in practice, similar situations will often be encountered:

If the business objectives of the enterprise are not clear, or clear but not scientific, in this situation, it is impossible to set up posts and arrangements. Reluctantly, it is also unconvincing.

The purpose of fixing posts and settling numbers is to achieve this"People, posts, things"A reasonable match between the three to achieve:"Make the best use of your talents"goals. The most important thing here is to figure out what the business is going to do in the first place"thing"。With a work goal, then you need the corresponding posts and people to do it.

Of course, the strategic goals of the enterprise, that is"thing"It must involve a series of internal and external factors, such as the economic environment, market competition, technological changes, customer needs and other aspects. Figuring out the strategic goals of the enterprise is a prerequisite for the development of the enterprise.