The staff list is a document in which there isinformation about the structure of the organization, its divisions, positions (professions), the number of posts, salaries, allowances, payroll. The basis for its development is a unified form of T-3, approved by the State Statistics Committee of the Russian Federation. No law specifies the direct obligation of the employer to draw up the staffing table, this, however, does not mean that it should not be. After all, indirectly, this document is mentioned both in the Labor Code of the Russian Federation and in many other legal acts. And this in turn means that when checking, negotiating tariffs, obtaining licenses, joining SROs, the relevant officials will be required to submit staffing for the enterprise.
In addition, it should be borne in mind that in laborrelations there are a number of procedures, the validity and correctness of which can be objectively confirmed only if this document is available. For example, when reducing the staffing level, this is what can clearly show that the position has been removed and that at the time of the procedure the company did not have vacancies (if we compare it with the actual placement of staff). In his absence, it will be problematic to prove it. The staffing table is also a serious help in drawing up employment contracts and their change, it fixes a number of conditions that are essential for both parties. Moreover, this is done on a relatively impersonal line of the document, and not on a specific person, thus avoiding various misunderstandings, including accusations of discrimination.
Arguing that such a staffing, shoulddwell on the fact that it is a convenient and effective tool in organizing and managing a company. It visually, structured displays most of the information related to the planning of staff costs. If you go deeper, you can even say that it brings together the planned scope of work for the year, namely the labor costs of all categories of workers. The most zealous managers, drawing up the staffing table, determine the necessary number of personnel with an accuracy of tenths, based on the calculations that serve as justification. In addition, the schedule can serve as a source for various analytical actions, which may result in the optimization of staff, and, accordingly, an increase in the efficiency of the company.
In particular, it is possible to analyze the ratiosdifferent categories of workers, compare them with the standard values. Analysis of vacancies will allow to identify jobs where, in principle, no staff is required. For example, if a unit that was not fully staffed, successfully completed tasks for a long period without any problems, then this is information for consideration. Also, long-term vacancies make it possible to determine the most critical places in terms of recruitment, perhaps the reason is a shortage of specialists or conditions of payment that do not correspond to the situation in the labor market.
