Question 2: Explanation of the terms of human resources and labor cost Human Resources (HR) refers to the sum of the population of a country or a region who are of working age and below working age but have the ability to work. Human Resources (HR) refers to a country or region, in the working age, under the working age and more than the working age but with the ability to work and the sum of the population. It is also expressed as the population of a country or region after subtracting those who are incapable of working from the total population of the country or region. Human resource also refers to the education, ability, skill, experience, physical strength, etc. that people in an organization possess within a certain period of time that can be used by the enterprise and contribute to value creation. Narrowly speaking, it is the ability (resources) of the people required by the independent business groups of enterprises and institutions.
The cost of human resources is the sum of all direct and indirect costs paid for the use of laborers in the production, operation and provision of labor activities of the enterprise in a certain period of time.
Question 3: What is included in the cost of labor? The cost of labor in an enterprise is often regarded as wages or salary and welfare expenditures, in fact, it is not.
First of all, labor costs are not equal to wages. Labor cost is the enterprise in a certain period of time, in the production, operation and provision of labor activities, due to the use of workers and pay all the direct costs and indirect costs of the sum. If a company pays its employees $1,000 in wages, then the labor cost is never the direct $1,000, there are other indirect costs.
Secondly, labor costs are not equal to gross wages. Some people say, since wages are not equal to labor costs, then is not the total wages equal to labor costs? Of course not. According to the Ministry of Labor in 1997, document No. 261, the cost of manpower, including total wages, social insurance costs, welfare costs, education costs, housing costs and other labor costs.
Again, labor cost is not equal to the cost of use. From the classification of human resources, labor costs can be divided into acquisition costs, use costs, development costs, separation costs, visible "use costs" is only a part of the cost of manpower. Some people often take human cost control as a "zero-sum game" between labor and management, in fact, it is not. Manpower cost control can be expressed in the following three inequalities:
Managing manpower cost is not equal to reducing manpower cost
Managing manpower cost is not equal to reducing employee income
Higher employee income is not equal to high manpower cost
Manpower cost control
Simply put, manpower cost control does not mean that we need to reduce the absolute value of the manpower cost, because the absolute value is bound to increase with the absolute value of the labor cost, which is not equal to the absolute value of the labor cost. In simple terms, the control of labor costs is not to reduce the absolute value of labor costs, because the absolute value is bound to increase gradually with the progress of society. Therefore, the control of labor cost is to reduce the proportion of labor cost in the overall cost, to enhance the competitiveness of products or services; the control of labor cost is to reduce the proportion of labor cost in sales revenue, to enhance the ability to pay for employee costs; the control of labor cost is to reduce the proportion of labor cost in the value added by the enterprise, i.e., to reduce the rate of distribution of labor, and to enhance the ability to develop human resources.
Wage deduction does not work
The reason why the enterprise to deduct the wages of employees as the purpose of cost reduction, will certainly be the opposite, the enterprise will cause incalculable economic losses and negative impact. For example, an employee's salary was deducted for various reasons for part of the staff, the staff first heart does not accept the fact that this leads to the generation of emotional, when the emotional stimulation to a certain extent, it will be vented, then the object of the venting will have a poor attitude to service, damage to business facilities or equipment, reduce product productivity and product qualification rate, and so on. This leads to the staff and the enterprise value concept does not match, the core culture of the enterprise by the negative impact, the spirit of enterprise is not strong support. It can be seen that the control of costs is not in the wages and benefits of employees, but how to better manage the human capital management to achieve effective control in human resource management to achieve the development of manpower time and effective incentives.
Human cost survey
Toy manufacturing industry in order to reduce the cost of moving the factory to the field
How much pressure caused by rising labor costs? Qingdao He Yi Toys Co., Ltd. gave the answer, "forced to move our factory to Zaozhuang, where labor prices are relatively cheap, so they can save more than 200,000 yuan a month."
Manager Zhang Qiang told reporters that their factory a **** there are 200 front-line operation workers, in Jiaozhou, each worker's daily wage is 80 yuan, in Chengyang, each worker's daily wage is 100 yuan. If the factory is built in Jiaozhou, they need to pay the front-line workers 16,000 yuan per day, if built in Chengyang, then need to pay 20,000 yuan. Compared with five years ago, the workers' wages have fully doubled.
The toy manufacturing industry is an uncompromisingly labor-intensive industry, that is to say, if there is no more labor, everything is out of the question . But they can not layoffs, because the output is almost entirely dependent on labor, layoffs will mean a reduction in production. Zhang Qiang said, it is also so, labor costs accounted for more than 60% of all their costs.
In order not to reduce profitability, the company chose to "escape", they spent tens of thousands of dollars to move the factory to Zaozhuang.
"After moving to Zaozhuang, obviously much better, the front-line workers are paid 60 yuan a day, so we only need to pay 12,000 yuan a day, how much money can be saved every year , needless to say." Zhang Qiang said, in fact, they do not want to move the factory to Zaozhuang, after all, increased transportation costs, "There is no way, Qingdao labor prices are too high, even if some wage increases, still can not recruit people, production can not be guaranteed, in Zaozhuang, these problems are solved." As for the reason, Zhang Qiang analysis, this is because more factories in Qingdao, they need to be young or middle-aged women, which gives them a very narrow choice, "in Zaozhuang is different, middle-aged women labor ...... >>
Question 4: The difference between human resource costs and labor costs Labor costs (personnel costs) mainly include: total employee wages, social insurance costs, employee welfare costs, employee education expenses, labor protection costs, employee housing costs and other labor cost expenditures.
Human resource costs can be divided into five categories: acquisition costs, development costs, utilization costs, security costs and separation costs.
Because the specifics are too much, you directly in the Baidu encyclopedia inside the search "labor costs" and "human resources costs", there are detailed explanations.
Question 5: Why do we need to do a labor cost analysis In labor-intensive enterprises (such as processing and other light industrial enterprises), labor costs account for a large proportion of the
Some enterprises, the cost of manpower will even determine the survival of an enterprise
Conducting a labor cost analysis can be effective and reasonable savings in labor costs, tapping the human resources, and improve the net profitability of the enterprise.
Question 6: How to do human cost analysis I. The significance of human cost analysis
1, the composition of human cost. Labor cost is the sum of compensation and personnel management costs. From the point of view of the classification of human resources, labor costs can be divided into acquisition costs, utilization costs, development costs, separation costs.
Human cost composition table
2, the significance of human cost analysis. Through the labor cost statistics and analysis to further control labor costs. Simply put, the control of labor costs is not to reduce the absolute value of labor costs, because the absolute value is bound to increase gradually with the progress of society. Therefore, the control of labor cost is to reduce the proportion of labor cost in the overall cost and enhance the competitiveness of products or services. The control of labor costs is to reduce the proportion of labor costs in sales revenue and to enhance the ability to pay for employee costs. The control of labor costs is to reduce the proportion of labor costs in the value added of the enterprise, that is, to reduce the rate of labor distribution and enhance the development of human resources.
Second, the analysis of labor costs
1, the value of human resources efficiency. That is, the human resources output ratio. Formula = total output for the period / average number of people on board for the period. Generally can be refined into production staff human resources efficiency, sales staff human resources efficiency, management personnel human resources efficiency. Among them, production staff to production output value as a measure, sales staff to sales output value as a measure, management personnel to profit value as a measure.
2, the proportion of labor costs to total costs. That is, labor costs account for the proportion of total costs. Total costs include: production costs, manufacturing costs, selling costs, management costs, financial costs.
Formula: labor costs accounted for the proportion of total costs = labor costs / total costs * 100%.
If it is a sales-oriented enterprises, sales labor costs accounted for the proportion of total costs = total labor costs of sales staff / total costs * 100%.
3. Wage rate. Formula: wage rate = total wages / sales * 100%.
4, labor cost rate. Formula: labor cost rate = total labor cost / sales * 100%
5, per capita labor cost. Formula: per capita labor costs = total labor costs for the period / average number of people in the period.
Third, labor cost control
1, salary budget. Total labor cost budget = forecasted sales * salary rate; total labor cost budget for sales staff = forecasted sales * sales salary rate.
2. Labor cost budget. Total labor cost budget = forecast sales * labor cost rate; total sales staff labor cost budget = forecast sales * sales labor cost rate.
3, fixed staffing salary budget. Formula = weighted per capita salary amount for each position * number of positions in the following year.
4, fixed staffing labor cost budget. Formula = total salary budget + personnel costs budget (recruitment costs + training costs + separation costs).
5, salary adjustment and finalization. If the historical data budget & gt; fixed staffing budget, indicating that there is room for salary adjustment. Such as historical data budget Question 7: Customized enterprise manpower costs are too large to explain what it means In the process of establishing a modern enterprise system, to implement their own human resource management competitiveness, must completely break the original employment system, the establishment of a new human resource management mechanism, maximize the role of human resources, to create an "open, fair, just "This is the key to enhance the competitiveness of human resource management in oil enterprises.
Keywords: oil enterprises, human resources, competitiveness, human resources management problems in oil enterprises 1, did not really set up a "people-oriented" management concept
The lack of unity of human resources management in oil enterprises, long-term, respect for people and respect for talent concept of employing thin, the managers did not really set up a "people-oriented" management concept
The lack of unity of human resources management, respect for people and respect for talent concept. Managers have not really set up a "people-oriented" concept, still accustomed to the traditional personnel management, which is characterized by administrative management instead of human resources management, human resources did not obtain the status of resources, there is no scientific measurement of the value of human resources standards, the phenomenon of the situation is still very common than the law, can not really do meritocracy, personnel appropriate.
2, there is a serious problem of redundancy
"Redundancy" has become a serious impact on the production and development of oil companies, serious constraints on the operation of the organization's biggest obstacles.
3, human resources development and training is not in place
Many companies have no scientific "systematic plan" for staff training and lack of targeted training methods and content, discretionary, so it is difficult to achieve the desired training and development results. Enterprises do not have long-term talent training program, so even if the training and development work, but also often because of the lack of systematic planning, training content lack of relevance and foresight, the form of a single stereotypes, it is difficult to make the staff to obtain a complete knowledge of the structure and work skills. At the same time, the lack of sufficient investment in staff training and development also restricts the development of human resources.
4, not good at creating a corporate culture
Oil companies do not pay attention to the personnel management department to build corporate culture. The core content of corporate culture is mainly refers to the enterprise has a clear and unified ideas, consciousness, spirit, beliefs and values. The management philosophy and corporate core values embedded in the corporate culture form the corporate personality. For the enterprise's business behavior plays a vital role.
Question 8: How to conduct human cost analysis Human cost analysis is to find a way for enterprises to live, then how to find this live, is also a key issue. I often emphasize the concept of "landing", why emphasize it? Because you do not land, the enterprise can not operate, all day are talking about how important the cost of manpower, that is completely nonsense, the importance of human cost, we all understand. The important thing is, how to effectively guide the enterprise to find a suitable method for their own, need a thinking process, with this process, each manager will know how to customize their own business manpower cost control program.
First, how to do labor cost analysis
We do labor cost analysis, pay attention to a few very important data:
? Human resources efficiency: human resources efficiency is the degree of effective utilization of human resources. From the perspective of the enterprise is the degree to which the human resources owned by the enterprise make an effective contribution around the performance of the enterprise.
? Human resources development space: human resources development to be able to calculate the human cost of each person's development of how much space.
? Labor cost analysis
(a) The relationship between labor cost and labor cost rate
Figure 1-1 The relationship between labor cost and human resource efficiency
The vertical axis of this table is the proportion of human capital, which is the proportion of labor cost to the overall sales, and the horizontal axis refers to the time of the enterprise's operation. If the enterprise's own industry has not made very big adjustments, for example, ten years ago to do leather sneakers, ten years later still do leather sneakers, there is no big change in the industry, then the enterprise's human cost ratio over time absolutely must be reduced, ten points in 2006, nine points in 2007, eight points in 2008, there must be a decline, or else engage in what human resource development?
If a new employee does 50 pieces a day, an old employee can do 60 or 80 pieces a day, but the old employee's pass rate is only 80%, there is no value in human resource development. But if the new employee pass rate is only 80%, the old staff to do the product pass rate of 90%, 95%, of course, the enterprise should be careful to keep him, he is a valuable human resources employees.
Question 9: How to analyze the cost of manpower answers 1. acquisition costs, that is, the cost of selection. Recruitment costs, that is, the costs of recruitment activities, including recruitment advertising costs, travel costs, recruiter's salary and bonuses, recruitment activities schedule office costs, selection fees and other expenses; (2) placement costs, refers to the costs of the process of hiring and arranging to the relevant positions, such as travel costs, one-time talent allowance, special treatment expenses, temporary living expenses.
2. Development costs, that is, the cost of educating people. Mainly education and training costs, refers to the education and training in order to enable workers to obtain a position of work skills and necessary knowledge and other human resources development activities such as expenditure, such as on-the-job training, off-the-job training, on-the-job training and other costs arising from the three categories. Detailed to the specific content and include: the remuneration of training teachers, library materials, teaching materials, classroom fees, tuition, transportation costs, depreciation of teaching equipment used, the organization of management salaries, utilities, wages, bonuses and benefits during the training of workers, the same can be delayed due to the training of the work of the loss of the calculation.
3. Cost of use. Including 1) wages, bonuses, welfare costs (including medical, insurance, cafeteria and other welfare facilities expenses), etc.; 2) welfare, including telephone subsidies, housing subsidies, car subsidies, five insurance and one gold, as well as the text of the birthday fee, etc.. 3) Some cost analyses also include organizational activity expenses, which refer to expenses related to the maintenance and operation of laborers' labor or work organizations, such as office expenses, utility expenses, meeting expenses, and hospitality expenses. This can be disregarded up front. You can consider the cost of employment insurance. That is, the cost due to accidents or other accidents, for example, I just saw today, Jiangxi, a power plant accident, the death of each person compensation of 1.2 million yuan, not including funeral expenses, etc.. It is what is included inside this category.
4, retention costs. The cost of retention can also be placed on the cost of placement as well as welfare inside the expression. Can include: placement fees, to provide housing for Dr. or placement of Mrs. work and other costs. 5, the cost of leaving the talent to leave is also a cost waiting to be counted, including the contents of: severance pay, performance before and after the difference in the cost, the cost of empty posts. For simplicity, we can start by considering the cost of severance pay litigation costs, and due to labor disputes caused by the condemnation of the dispersal of the damage caused by the cost of litigation costs and so on.