The peace process of the enterprise is the process of laborers using labor tools to change the object of labor. In the three basic elements of enterprise production (labor force, labor materials, labor object), labor is the most important factor, correct statistics, analysis, forecasting labor productivity indicators, for the enterprise to organize production in an orderly manner, the full development and rational use of human resources is of great significance.
The main contents include:
A) the statistics of labor force quantity index.
A. Statistics on labor force indicators by job.
1. workers: basic production workers (directly engaged in product manufacturing workers), auxiliary production workers (engaged in a variety of auxiliary work)
2. apprentices: refers to the skilled workers under the guidance of the production labor to learn production techniques, enjoy the treatment of apprenticeship;
3. marketing personnel: refers to the personnel directly engaged in the sale of products;
4. management personnel: personnel engaged in administrative, production and economic management in the enterprise organization and production workshop;
5. engineering and technical personnel: personnel who are responsible for engineering and technical work and have engineering and technical ability and have college education or above;
Three major contents of KPI assessment:
Monthly work plan assessment form
Monthly work plan assessment form - only 7 days a month, the daily management work can be easily completed;
Employee comprehensive quality ability assessment form - to help supervisors authority;
Knowledge management error prevention reminder sheet - to avoid repeated mistakes of employees.
Knowledge management error prevention reminder sheet - to avoid repeated mistakes by employees.
The most effective technique to set up KPI management goals - SMART law;
The essence of KPI performance management - the living use of the 20/80 principle, to grasp the big and let go of the small;
Employee appraisal indicators How high should it be set? --Target value = benchmark value + barely value;
How to assess the assessment index is not easy to quantify the position? --Master the 5 key words QCDMS any position assessment is no longer a problem;
Employees hope that the lower the assessment indicators the better, the boss's desire is the opposite. How to make both sides reach **** understanding?
-The art of pleading;
Importing KPIs, companies are no longer afraid that the backbone will be poached by competitors - great wisdom, pretending to be a pig to eat a tiger;
The database built up in the KPI management can make the newcomers to get started very quickly;
How KPI can discover the blind spots in management, reduce costs and enhance the competitiveness of enterprises - IE rationalization proposals, mobilizing the whole staff to dig for treasures;
The reasons for the failure of enterprises to introduce KPI - the boss's determination and hegemony is not enough, the target value is not set correctly, not awarded to the heart, deducted to the heartache;
Performance assessment indicators and employee income should be linked to how - 40% of the salary is linked to the performance appraisal.
Employees push back on everything, and supervisors are at their wits' end.
Employees talk better than they sing, but work efficiency is low, while the team execution is generally insufficient.
Employees are demanding high salaries, but supervisors lack a fair and reasonable salary and assessment system
Employees do not care about their own business, hanging high, how can the company develop?
The boss expects the annual sales to exceed 80 million, the staff set 50 million, how to set the target?
The backbone of the business jumped ship or competitors to dig corners how to do?
6. service personnel: refers to the service staff production or indirect service to the production of personnel;
7. other personnel: personnel other than the above six categories.
B. The statistics of the number of employees indicator.
1. Number of employees at the end of the period. Refers to the last day of the reporting period, the number of real enterprises, is a point in time indicators. Such as the number of people at the end of the month, quarter, year.
2. Average number of people. Is the average daily number of laborers in the reporting period, is the average of the sequence of indicators. Calculation formula:
Monthly average number of people = the sum of the number of people per day in the reporting period ÷ the number of days in the month of the reporting period
Or:
Monthly average number of people = (the number of people at the beginning of the month + the number of people at the end of the month) ÷ 2
Quarterly average number of people = (the sum of the average number of people in the months of the quarter) ÷ 3
Annual average number of people = (the sum of the average number of people in the months of the year) ÷ 12
Or: = (sum of average number of persons in each quarter during the year) ÷ 4
Remarks: When the number of persons in the enterprise changes individually, the above method of calculation may be adopted: conversely, a weighted average should be adopted for calculation.
C. Statistics on the indicators of changes in the number of employees
1. Balance of the number of employees in the enterprise: the number of employees at the beginning of the period + increase in the number of people = decrease in the number of people + the number of people at the end of the period
2. Indicators of changes in the staff: indicators of changes in the staff (%) = (the number of employees in the reporting period ÷ the number of employees in the base period) × 100%
D. Statistics on the indicators of the quality of the staff
1. p>
1. Employee cultural quality statistics:
∑ (actual training time × number of participants)
Average literacy indicators = ----------------
The sum of the cumulative number of people who participated in the training (person-times)
E. Statistics on the utilization of labor time indicators
Labor time refers to the duration of the employee's productive labor. It is a measure of the amount of labor consumed and is usually expressed in units such as "work days" and "work hours" in statistics. In order to accurately calculate the labor time, the composition of labor time with graphic analysis:
Enterprise labor time analysis chart:
1. attendance rate. Attendance rate reflects the degree of actual attendance of employees in the specified working hours. Calculation formula for:
Attendance rate (%) = attendance work days (hours) ÷ system work days (hours) × 100%
2. Attendance work days (hours) utilization rate. Reflects the proportion of production-related activities in the time of attendance of employees. Calculation formula:
Out of work days (hours) utilization rate (%) = the system of actual work days (hours) ÷ number of work days (hours) × 100%
3. System work days (hours) utilization rate. Reflects the system of working time actually used for the degree of production. The formula is:
System working days (working hours) utilization rate (%) = the number of actual working days (working hours) in the system ÷ the number of system working days (working hours) × 100%
4. Overtime and overtime weight indicators and intensity indicators
(1) Overtime and overtime weight indicators (%) = the number of overtime and overtime hours ÷ the number of actual working hours × 100%
(2) (2) Intensity of overtime work (%) = Number of overtime hours ÷ Number of actual working hours in the system × 100%
2) Statistics of labor productivity indicators
Labor productivity is the production efficiency of the enterprise's workers in a certain period of time, and it is an economic indicator of the comparative relationship between the labor consumption and the production results, and it is an important indicator of measuring and evaluating the economic effect of the enterprise. There are two basic forms of labor productivity:
Labor productivity (positive indicator) = product output/labor consumption;
Labor productivity (negative indicator) = labor consumption/product output;
Labor productivity is the comparison between labor consumption and product output. Production can be expressed in terms of physical volume (or standard physical production), labor production (output of a fixed number of hours), the value of the volume (total production, value-added attendance), etc.: labor volume can be expressed in terms of the number of people time.
The formula is as follows:
1. Physical labor productivity of workers = product production in the reporting period ÷ the average number of industrial production workers (including apprentices) in the reporting period
2. Physical labor productivity = product production in the reporting period ÷ the average number of employees in the reporting period
3. Labor productivity (yuan/person) = total industrial output value of the reporting period (￥ million) ÷ the average number of employees in the reporting period
4. million yuan) ÷ average number of all employees in the reporting period (people)
Or: value added of industry in the reporting period ÷ average number of all employees in the reporting period
Third, the statistics of labor compensation indicators
Labor compensation is the material basis for the reproduction of labor. The total amount of labor remuneration paid directly to all employees of the enterprise within a certain period of time is called labor remuneration for employees. Including: total wages and other employees of the enterprise labor compensation two parts. The main one is the total wages of the employees.
A. Total wages. Total wages refers to the total amount of labor compensation paid directly to all employees of the enterprise in a certain period of time. It should mainly consist of six parts.
1. hourly wages. Refers to the hourly wage standard and working hours paid to the individual labor remuneration.
2. piecework wages. Refers to the work they do according to the piece rate paid for labor remuneration. Can be divided into: standard piecework wages and piecework excess wages.
3. Bonus. Refers to the excess remuneration paid to employees and labor remuneration for income and expenditure.
4. Allowances and subsidies. Refers to compensation or additional labor consumption and labor remuneration paid for other special reasons.
5. Overtime and overtime pay. Refers to the overtime and overtime pay paid in accordance with the regulations.
B. Average wage statistics. Average wage refers to all employees in a certain period of time with the average wage income per person. The formula is:
Average wage (yuan/person) = total wages (yuan) ÷ average number of employees (people)
Remarks: the average wage statistics, can be calculated according to the enterprise's different range of employees (all employees, managers, marketing staff, department heads, engineering to be classified statistics), but also according to the different time frames (monthly, quarterly, yearly) calculations. What method of statistics, depending on the enterprise's internal accounting and management requirements to determine.
--------------------------------------------------------------------------------
KPI (Key Performance Indicator)
KPI (Key Performance Indicator)
KPI (Key Performance Indicator)
Enterprise Key Performance Indicator (KPI: Key Performance Indicator) is through the organization's internal processes of the input side, the output side of the key parameters of the setting, sampling, calculation, analysis, measurement of process performance of a target-type quantitative management indicators, is the enterprise's strategic objectives into actionable tools for work objectives, is the basis of enterprise performance management. KPIs enable department heads to define the main responsibilities of their departments and, on this basis, define the performance measurement indicators for departmental personnel. Establishing a clear and practical KPI system is the key to good performance management.
There is an important SMART principle in determining KPIs. SMART is an acronym for the initial letters of five English words:
-S stands for Specific (Specific), which means that the performance appraisal should be focused on the specific work indicators, and should not be generalized;
-M stands for Measurable, which means that the performance indicators are quantitative or behavioral, and the verification of these performance indicators should be quantitative or behavioral, and the verification of these performance indicators should be quantitative or behavioral.
-M stands for Measurable, meaning that the performance indicators are quantitative or behavioral, and the data or information to validate these performance indicators are available;
-A stands for Attainable, meaning that the performance indicators can be achieved with effort, avoiding the establishment of overly high or low goals;
-R stands for Realistic, meaning that the performance indicators are real and can be proved and observed;
-R stands for Reality, meaning that the performance indicators are real, and can be proved and observed;
-R stands for Reality, meaning that the performance indicators are real and can be proved and observed. and observable;
-T stands for Time bound and focuses on a specific deadline for accomplishing the performance indicator.
The key points of establishing KPI indicators are process, planning and systematic. First, we define the strategic objectives of the enterprise, and use brainstorming and fishbone analysis in the enterprise meeting to find out the business priorities of the enterprise, that is, the focus of enterprise value assessment. Then, the brainstorming method is used to find out the key performance indicators (KPIs) of these key business areas, i.e., enterprise-level KPIs.
Next, the supervisors of each department need to establish departmental KPIs based on the enterprise-level KPIs, decompose the corresponding departmental KPIs, determine the relevant elemental targets, analyze the performance-driving factors (technology, organization, and human beings), determine the workflow for achieving the targets, and decompose the departmental-level workflow for achieving the targets. process, and decompose the KPIs at each departmental level in order to determine the evaluation index system.
Then, the head of each department and the departmental KPI staff together to further break down the KPIs, broken down into finer KPIs and performance measurement indicators for each position. These performance measures are the elements and basis for employee appraisal. The establishment of this KPI system and the evaluation process itself, is to unify all employees towards the strategic goals of the process, but also will certainly play a great role in promoting the performance management work of managers in various departments.
After the establishment of the indicator system, it is also necessary to set evaluation criteria. Generally speaking, the indicator refers to what aspects of the measurement or evaluation work, to solve the "evaluation of what" problem; and the standard refers to the indicators should be achieved in what level, to solve the "evaluated how to do, how much" problem.
Finally, the key performance indicators must be audited. For example, review such questions as: multiple evaluators to evaluate the same performance indicators, the results can be achieved consistently? Does the sum of these metrics explain more than 80% of the evaluee's work objectives? Is tracking and monitoring these KPIs actionable? And so on. The main purpose of the audit is to ensure that these KPIs reflect the performance of the appraisee comprehensively and objectively, and that they are easy to operationalize.
Each position affects a process, or a point in a business process. In setting targets and conducting performance appraisals, consideration should be given to whether the incumbent of the position can control the results of the indicator, if the incumbent can not control, the indicator can not be used as a measure of the incumbent's performance. For example, a cross-departmental target should not be used as an appraisal target for junior staff, but as an appraisal target for department heads or higher-level supervisors.
Performance management is the process by which both sides of management reach a **** knowledge of goals and how to achieve them, as well as a management method that enhances the success of employees in reaching their goals. Managers give subordinates to set work goals based on the department's KPIs, the department's KPIs from the parent department's KPIs, the parent department's KPIs from the enterprise level KPIs. only in this way can ensure that each position is in accordance with the direction of the enterprise requirements to work hard.
Making good use of KPI appraisal of the enterprise will help integrate the enterprise organizational structure, improve the efficiency of the enterprise, and streamline unnecessary institutions, unnecessary processes and unnecessary systems.
Functions of KPI
-With the decomposition of the company's strategic objectives, it enables senior leaders to have a clear understanding of the business operations that are most critical to creating company value;
-It can effectively respond to the extent of changes in key performance drivers, enabling managers to diagnose problems in operations and take measures in a timely manner;
-Distinguishing between the two main indicators, qualitative and quantitative.
-Response to key, focused business behaviors, allowing managers to focus on the aspects of business that have the greatest driving force for performance;
-Determined by senior leadership and agreed upon by appraisers, providing an objective basis for performance management and communication between upper and lower levels.