Staff yawa: lissafi dabara. Staff yawa - shi ke ...

Browsing shafukan ga aiki, za mu iya ganin cewa wannan kamfanin daga lokaci zuwa lokaci talla an sanya a kan wannan matsayi. Me ya sa wannan magana? Wannan shi ne saboda matsala na zamani kungiyar na aiki, a matsayin yawa a cikin sha'anin. Yana zai kasance babban rashin faɗi cewa ya yi "yawa" yana da wani mummunan tasiri a kan yi kasuwanci. Bugu da ƙari, yawa - shi ke daya daga cikin dalilan saboda wanda ba shi yiwuwa a samar da wata m da kyau-da hadewa tawagar, wadda muhimmanci lowers da kamfanoni ruhu na kamfanin. Abin da ya sa wannan mummunan abu da kuma yadda za a magance shi?

Jigon "na yau da kullum aikin" sandarka

Staff yawa - wannan yunkuri na ma'aikata (aiki), wanda shi ne saboda rashin biyan bukata da su ofishin ma'aikatan (wurin aiki) ko rashin biyan bukata da kamfanin ta musamman m. Wannan kudi, wanda ya nuna yadda sau da yawa wani ma'aikaci hasarar da kuma samun wani aiki. Yawa rates ake kira "index talking kofofin", kamar yadda suka bayyana shi yadda dogon ma'aikaci riko da ofishin.

Ya kamata a lura cewa wannan sabon abu - wani irin "ƙungiya annoba" domin mafi yawan yau gida kamfanoni. Staff yawa - shi ne ma da hukuma son rai sallama daga wani ma'aikaci daga daya daga cikin kamfanin bi ta wurin shan up aikin yi a wani shiri dangane da m yanke shawara. Ƙarancin shawara dalilai na zaman jama'a yadda ya dace zai iya sa m "na yau da kullum aiki." High yawa rates kuma iya sigina mai barazana ga mutuncin da kwanciyar hankali na kamfanin.

Nau'in na ma'aikatan ƙungiyoyi

Dauke da fitar da bincike na ma'aikaci yawa za a iya lura da ta biyar main iri:

1. Intraorganizational - nasaba da ma'aikata canje-canje a cikin kamfanin.
2. External - da aiki motsi faruwa tsakanin kungiyoyin, mutum sassa na tattalin arziki.
3. Jiki - An alaka da son rai tashi na ma'aikaci daga cikin kungiyar domin dalilai daban-daban.
4. M (boye) - ya auku a lokacin wani ma'aikaci da aka ba jiki bar kamfanin, amma a gaskiya daina shiga a cikin kungiya da ayyukan.
5. Halitta "yawa" (har zuwa 5% a kowace shekara) - shi ne mai halitta aiwatar a cikin mutum albarkatun siyasa, da inganta harkokin sabuntawa na aiki m.

Shan la'akari na karshe batu, ya kamata a lura da cewa low matakin na ma'aikatan yawa yana da amfani sakamako a kan kamfanin a matsayin tawagar ya kawo a cikin sabo ra'ayoyi da kuma makamashi. Duk da haka, da m canji na shugaban kungiyar ko management ma'aikata za su iya kai ga stagnation da kuma rage aikin yi. Plus, wani lokacin ya kan kai ga abin da ake kira "ripple sakamako" a lokacin da ya bi ta hanyar m ma'aikatan da kuma sauran ma'aikata bar kamfanin. Wani m lokacin - da sallama daga "sabo" ma'aikata, idan kudaden da ake kashewa a kan horo, bai biya kashe.

A dalilai na korau motsi na ma'aikata

Staff yawa - shi ne mai "cuta" na mutane da yawa kamfanonin. Kamar yadda shi ne da sani, ba mu yi aiki da su da cututtuka da kuma haddasawa da ya sa wannan sabon abu. Mene ne kafofin of "na yau da kullum aikin"?

1. Poor ingancin daukar ma'aikata ne sau da yawa Firayim dalilin da farkon sallama. A marmarin shugaban kamfanin maza maza don rufe sarari, da bin wata] aukar dillancin don samun ya fee, da matsananciyar yunkurin da mai nema a sami wani aiki ne wuri mafi kyau sakamakon a 99% na lokuta na farkon, ko marigayi sallama.
2. A kasa aiwatar da karbuwa ko rashin gare sa ma'aikaci so a daina ko a lokacin jarraba, a farko makonni na aiki.
3. M yanayin aiki da kuma haifar da asarar aiki. Man babban ɓangare na hasken rana hours shi ciyarwa a wuraren aiki. Kuma a kan yadda yawa shi zai zama dadi, shi ya dogara da shawarar da a kori wani kara tsaya a cikin kungiyar.
4. Personnel yawa kuma ya dogara da mataki na ma'aikatan gamsuwa tare da su shugabanci. Personal rashin jituwa, fushi management ayyuka sau da yawa zama dalilin sallama.
5. Rashin yiwuwar aiki. Wani ma'aikaci da kishi da kuma aiki don wani lokaci a cikin kamfanin ya fara tunani game da motsi sama da aiki tsani ko la'ada ƙaruwa. A rashin isasshen dalili da kuma damar ci gaba da kuma kai-gaban wani ma'aikaci ya bar kamfanin. Ya kamata ya yi la'akari da cewa da ijara matakin ne ba ko da yaushe dole motivator ga ingancin aiki. Yana kuma iya zama da fitarwa, shahararsa da kuma sauran wadanda ba abu da kuma m dalilai.
6. Man an hõre wani tunanin da tasiri, saboda haka daga lokaci zuwa lokaci akwai yanayi a lokacin da mutum daya ya fita bayan da takwaransa, dangi, ko aboki.
7. Kuma, ba shakka, da gazawarsa na ma'aikaci, da ya rashin iyawa don su yi aiki a lokacin da aka ƙayyade frame, da rashin aiki a wata tawagar zai iya sa wani ma'aikaci Sabani a kan wani ɓangare na kai, bi da wani sallama iya bi.

Abin da taimaka wa kula da ma'aikatan?

Analysis na yawa kuma taimaka wajen gano dalilai da dama da suke da tasiri kai tsaye a kan "churn" na aiki:

• shekaru iyaka (da suka zama mafi m ne kula ga sauran aiki na mutane a karkashin yana da shekaru 25 years).
• wani babban isa fasaha matakin (mafi girma da fasaha matakin na ma'aikacin, da m sau da yawa ya canjãwa jobs).
• da ainihin wurin zama ma'aikaci (kusanta mutane suna rayuwa a game da wurin aiki, runtse hadarin barin kamfanin).
• goguwar aiki (high matakin na ma'aikatan yawa da aka lura a cikin rukuni na ma'aikata wanda tsawon na sabis a cikin kungiyar na akalla shekaru uku).

Yadda za a kawar da Sanadin ma'aikatan yawa?

Akwai wasu hanyoyi don rage mummunan tasiri da motsi na aiki da babban dalilai.

1. M albashi. Wajibi ne a sake duba kudi na biyan bashin da lafiya iznin, amfanin da hutu da masana a cikin wannan filin. Underpayment ko overpayment leads to ba dole ba m hasarori.
2. A gabatarwar da wani adalci biya tsarin. Wajibi ne a mayalwaci kimanta da wuya daga cikin aikin da kowane ma'aikaci domin gane da zai yiwu, sãɓã wa jũnamai a cikin rates. bonus tsarin ne kuma cikin bukatar nazari da bita.
3. Karfafawa na albashi. M biyan hakkina iya kai ga mafi girma yawa.
4. Inganta yanayin aiki: m, dadi ofishin furniture, falo, kuma cin abinci.
5. Gaza bada hašin kai ba dole ba aiki. All umarni, cewa suna da za'ayi ma'aikata na kamfanin dole ne da gaske zama dole. Duk da haka, ba lallai ba ne ya jagoranci mutane a kan wani "juicer" - wannan kaiwa zuwa wani m? Ãr na aiki m.
6. Samar da wani m image na kamfanin. Ma'aikata sun fi son kamfanonin da suna mai kyau wanda zai yi sha'awar a 'yan takara don aikin yi a ban sha'awa aiki, m aiki yanayin, aiki al'amurra, da yiwuwar kai-inshora da kuma bonus tsarin.

Staff yawa - da dabara domin kirga

Don samun wannan darajar, kana bukatar yawan ma'aikata da suka yi aiki akalla shekara guda, raba da adadin ma'aikata iske sabon jobs a bara, da kuma sakamakon ta tara da 100%.

Formula yawa iya hada wani tabbatar da dalilin da coefficient rabin lokaci tsawon lokaci na aiki. Wannan ba ka damar sanin yadda lokaci ya wuce kafin rabin ma'aikata da wani musamman kungiyar, wanda a lokaci guda ya fara aiki a kamfanin, bar ta. Lissafi na yawa da ake bukata domin sanin abin da matakin na kudi jawo wa kansu saboda layoffs musamman sababbin. Kula da ma'aikata na kungiyar iya shan wahala da tsanani tattalin arziki da asarar ga m.

A lissafi coefficient yawa

Wannan Fihirisar za a iya ƙaddara a kan tushen da:

• layoffs factor (za ka iya lissafta yawan resignations ma'aikata a shekara guda).
• yawa kudi (yawan separations a ba lokaci raba da talakawan yawan ma'aikata don a lokaci guda lokacin da ta tara da 100%).
• barga ma'aikata index - a kan tushen da wannan dabara, ba za ka iya sanin ko yawan ma'aikata aiki a cikin kamfanin domin wani shekara ko fiye.

Popular mai yadu used index of layoffs a matsayin sabon abu ko da yaushe sa a wasu hasara ga kamfanin. Wannan nuna alama da kuma ma'aikatan yawa lissafi taimaka ƙayyade da kamfanin ta halin kaka jawo wa kansu a cikin sallama na ma'aikata.

A dabara domin kirga da coefficient

yawa rabo lissafi aka yi bisa ga wadannan dabara:

• Ktek = (Hszh Hdps +) 100 *: S, inda
  
  - Ktek - shi ne, a gaskiya, da ma'aikatan yawa kudi.
  - Hszh - jimlar yawan son rai redundancy ga wani takamaiman lokaci.
  - Hdps - shi ne yawan watsi absenteeism, tofin ko take hakkin aiki da horo ga wani takamaiman lokaci.
  - S - talakawan yawan ma'aikata ga wani takamaiman lokaci (sau da yawa wani raba nuna alama, tun da shi nuna irin tsauri canje-canje a cikin tawagar abun da ke ciki).

A lissafi na da talakawan yawan

Don samun wannan nuna alama ya zama wata-wata (1st ranar) bikin jerin-yawan ma'aikata, wanda da dama a kan wannan rana. A karshen rahoto lokaci za a iya ƙaddara talakawan yawan da dabara:

• S = ((S1 + S2): 2 + (S2 + S3): 2+ ... + (SN + S1n): 2)): n, inda
  
  - S - talakawan yawan;
  - S1, ..., SN - jerin lamba a kan 1st rana kowane watan har da rahoto.
  - S1n - albashi da lambar a kan 1st ranar watan wadannan da rahoton daya.

Hawa da sauka yawa kudi a cikin kewayon 3% zuwa 5% ne dauke al'ada. A karkacewa a cikin karami gefen za a iya lasafta a matsayin stagnation a cikin tawagar, da kuma wuce haddi - kamar yadda wani karu a cikin kwanciyar hankali da kuma ba daidai ba tsarin kula da mutum hanya management.

Mene ne kudin da "na yau da kullum aikin"?

Kowane kamfanin da aka fuskanci irin wannan matsalar a matsayin ma'aikatan yawa. A dabara domin kirga kudin motsi na ma'aikatan da aka yi sama da wadannan Manuniya:

• da juz'i na samarwa, wanda za a rasa a taron na sallama da ma'aikaci.
• ƙarin diyya na ma'aikata wanda dan lokaci cika da aikinsu fire wani ma'aikaci.
• gwani ma'aikatan aiki mafi saukin;
• kudin da sharar gida da kuma ya da samu a lokacin da ci gaban aikin da sabon ma'aikaci.
• halin kaka hade da daukar ma'aikata da kuma zabin da 'yan takara na matsayi.
• kashe kudi da nufin horo ko sake-horo na ma'aikata.
• administrative halin kaka hade tare da kau da raba daga albashi.
• raguwa a matakin yawan aiki a cikin tsawon horar da sabon ma'aikata.

Hanyar rage ma'aikata yawa

Rage ma'aikatan yawa da aka samu ta hanyar da wadannan management ayyuka:

• tabbatas da Sanadin sallama daga kowane daga cikin ma'aikatan, da kuma na ilimin kididdiga records daga wadannan dalilai.
• gudanar da janar statistics game layoffs.
• gabatarwar da shirye-shirye na kwance, kuma a tsaye motsi na ma'aikata.
• Development of hanyoyin domin zabin da kuma karbuwa daga ma'aikata da kuma yin amfani da jagoranci.
• inganta kamfanin ta kama a cikin aiki kasuwa;
• halittar ta wucin gadi aiki kungiyoyin yi aiki a kan ayyukan.
• hanawa daga Frames.
• hannu na HR-manajoji da kuma tuntuba yi aiki tare da ma'aikatan.

Hanyar domin ma'aikaci riƙewa

Domin ci gaba da muhimmanci ma'aikatan, suka yi a matakai daban-daban na aiki tsani, kamfanoni sun koma ga hanyoyi daban-daban da kuma hanyoyin. Saboda haka, misali, za a iya kafa da dama amfanin kunshe-kunshe ga talakawa da ma'aikata da kuma manajoji. Alal misali, ma'aikata iya biya a cikin saba jama'a kai a kudi na kamfanin, inshorar kiwon lafiya, free abinci da kuma refresher darussa. Kunshin manajan ihisani iya kunshi irin wannan abubuwa a matsayin m aiki jadawali, samar da rance da kuma rance a kan m sharuddan, da albashin na domin gudanar da shirin, musamman promotional tayi.