eg:: Corporate gender ratio, total number of corporate employees

eg: the total number of employees of the enterprise

eg: average age of company employees

Target: workers

The core part of the social security system is a means to ensure that workers and their immediate family members can obtain material assistance and maintain basic living when they encounter various risks.

content:

Target: poor people

It aims to ensure the minimum living standards of those who have lost their source of livelihood, those who are unfortunate and those who are poor. It is a low-level social security.

Target: All people

The purpose is to enhance the welfare of the masses and improve the material and cultural life of residents. It is the highest goal to be achieved by social security.

Target audience: military personnel and their families

The purpose is to provide preferential treatment and pension to military personnel and their families. It is a special form of social security and plays a great role in stabilizing military morale, maintaining national security and social stability.

1||| Enterprise employee retirement pension insurance statistics

2||| Enterprise employee medical insurance statistics

3||| Enterprise employee unemployment insurance statistics

4||| Enterprise employee work-related injuries insurance statistics

5||| Enterprise employee maternity insurance statistics

1||| collective welfare statistics

2||| Individual welfare statistics (individual welfare)

（1） Accounting Scope of Retirement and Pensions

（2） Number of corporate retirees

（3） Analysis of the relationship between retirees and working personnel

（1） Three analysis indicators of the extent to which retirement pensions provide retirees with life security

（2） Retirement pension coefficient

（3） Retirement pension retention ratio

（4） Analysis of the degree of life security provided by retirement pensions

（1） The meaning of enterprise work-related injury insurance

（2） The number of people included in the enterprise's work-related injury insurance

（3） The number of people actually enjoying work-related injury insurance benefits in this period

（4） Work injury insurance coverage

1||| Indicator of work-related injury insurance expenses incurred per person injured at work

2||| Living cost protection factor

3||| wage replacement coefficient

When employees of an enterprise need diagnosis, examination and treatment due to illness or non-work injury, etc. One of the social insurances provided by the state and society with necessary medical services and material assistance

1||| The incidence of illness and injury among enterprise personnel

2||| Analysis of the relationship between corporate medical insurance premium payment and wages

3||| Analysis of the relationship between corporate medical insurance costs and employees’ living standards

Maternity insurance covers fertility treatment, midwifery and child care for women of childbearing age. A means of social insurance through which the state and enterprises provide necessary medical services and material assistance.

1||| Total maternity insurance premium payment indicator

2||| Per capita maternity insurance premium expenditure indicator

3||| Maternity insurance premiums compared with wages

4||| Comparison of maternity insurance costs and living expenses income

Unemployment insurance is a social insurance method provided by the state or society to provide basic living security for enterprise employees who temporarily lose their jobs due to involuntary reasons and are unable to rely on salary income to maintain their lives.

Calculation of the number of unemployed people

Unemployment Insurance Premium Analysis

（1） Total practical amount of social insurance funds

（2） Total amount owed to social insurance funds

（3） Total accumulated arrears of social insurance funds for the current period

（4） Analysis of the reasons why enterprises and individuals owe social insurance funds

real reason

（1） Enterprises are indicators of insurance fund payment levels

（2） Analysis of changes in corporate social insurance fund contributions

Distribution according to need, distribution according to work

1. Subsidies for collective welfare undertakings

2. Collective welfare facility fee

3． Employee entertainment and sports promotion expenses;

4. Living difficulties subsidy for employees;

5. Employee family planning subsidy

6. Business employees are subsidized for traveling expenses when visiting relatives.

7． Other welfare expenses, such as employee winter heating subsidies, etc.

Dynamic indicators of corporate welfare fee income

Dynamic indicators of corporate welfare expenditures

1·Dynamic indicator = change rate (reporting period/base period)*100% 2. Absolute amount of increase or decrease = reporting period amount – base period amount

The ratio of corporate welfare fees to employee income

Comparison of corporate welfare expenditures and per capita disposable income

Comparison of corporate welfare fees and per capita consumption expenditure of urban residents

Comparison of corporate welfare fees and urban minimum living expenses

Also known as enterprise labor resources, it refers to the mental and physical laborers owned by the enterprise (metal and physical labors) who can engage in production activities.

human Resources

human capital

Enterprise human resource statistics studies the quantitative characteristics of human resources from the aspects of development, allocation, utilization and protection. Its purpose is to ultimately achieve an understanding of the quality of enterprise human resources through quantitative research.

Enterprise human resources statistics is an important tool for enterprises to collect, interpret and analyze human resources data.

Development is the premise, configuration is the foundation, and utilization and protection are the guarantees.

Statistical content is divided into 9 categories Social regulations include 4 categories Timely technical performance report 5 categories

1) Human resources scale, structure and quality statistics

2) Labor time allocation and utilization statistics

3) Labor efficiency and labor effectiveness statistics

4) Labor quota statistics

5) Labor compensation statistics

6) Labor cost statistics

7) Labor skills development and appraisal statistics

8) Labor relations statistics

9) Workers’ social security statistics

Subject initiative

reproductivity

overall

overall unit

objectivity

Massiveness

homogeneity

Difference

The difference between passengers and passengers

There are two categories of signs Performance remains unchanged Quantity fraction

1. Logo concept:

2. Logo performance:

3. Logo classification

Indicators are divided into three categories Calculate the basis sum The property is number prime Average performance overall

1. Explain the concept of overall quantitative characteristics

2. Indicator classification

3. The biggest feature is: quantitative, any indicator can be expressed directly in quantity.

A "dynamic relative number" indicating social and economic phenomena

It refers to dividing the whole into several components (called groups) according to a certain "variable sign". Make the properties of the overall units in each group the same, and the properties of the overall units in different groups are different

1) Completeness

2) Mutual exclusivity

1) Distinguish the quality or type of phenomena

2) Study the overall internal structure

3) Analyze the dependencies between phenomena

District quality research internal storage

1) According to the grouping "number of signs"

2) "The nature of the mark is different" according to the grouping

1) Upper limit and lower limit:

2) Open group and closed group:

3) Group distance:

4) Full range:

5) Group median:

1. Total unit index (is the basis)

2. Relative index (Ratio of the total number of different signs)

3. Average index (ratio of total number of signs to total number of overall units)

1) Index concept:

2) Simple overall:

3) Complex population:

4) Dynamic individual index:

6) Dynamic total index:

5) Static individual index:

7) Static total index:

1) Concept:

2) There are two types of ideas for compiling the total index:

1. The concept of index system

2. The role of the index system

3. Purpose of Index

1. Two statistical principles

2. Two major statistical scopes

1. When enterprises conduct human resource scale statistics, they need to pay attention to an underlying statistical principle: Wage payment is the core, working relationship is the supplement, and whether the enterprise can freely use labor resources is the key.

Judging from the practical operation of enterprise statistical accounting, the main requirements that enterprises follow when calculating the scale of human resources are: "Nothing is too heavy, nothing is missing"

2. It is not a labor resource that the enterprise can completely freely control and cannot be included in the statistics of the enterprise's human resources scale.

3. Those who have a business relationship with the enterprise but do not have a salary payment relationship cannot be included in the statistics.

Mainly refers to the statistics of a specific point in time, such as a certain month, a certain quarter, a certain year The total size of enterprise human resources at a point in time.

Time-point indicators are aggregate indicators that reflect the status of social and economic phenomena at a certain moment or point in time. There is no additivity. The size of the indicator value has nothing to do with the length of the registration time interval. The indicator value is counted intermittently. Such as the population of a certain area, the inventory of goods of a commercial enterprise and other indicators.

1. Also known as the average size, it mainly refers to the statistics of the average human resource size of an enterprise during a certain period, such as a certain month, a certain quarter or a certain year.

2. Commonly used statistical indicators for four periods

1. It refers to the changes in the number of human resources in an enterprise within a certain period. It is a statistical analysis of changes in the scale of human resources based on comparative static analysis.

2. Classification:

1. Staff increase statistics

2. Attrition statistics

3. Statistics on net increase in personnel

4. Personnel turnover statistics

5. Personnel change balance statistics

net change in increase or decrease

eg: Number of companies in 2016 and number of companies in 2017

1. The "gender structure of corporate human resources"

2. The "age structure" of corporate human resources

3. The "academic structure" of corporate human resources

4. The "ethnic structure of corporate human resources"

1) The “career” structure of corporate human resources

2) The “hierarchical” structure of corporate human resources

3) The “position” structure of enterprise human resources

4) The “construction period” structure of enterprise human resources

Various dimensional indicators of individual and overall worker quality, such as workers' physical strength, intelligence, health status, oral expression ability, written expression ability, independent working ability, teamwork ability, education level, labor enthusiasm, group quality, etc., all constitute the enterprise's human resource quality. index system

school-level labor union

1) Academic structure

2) Hierarchical structure

3) Labor enthusiasm

4) Ability to work independently

5) Teamwork skills

These three characteristics are core indicators that reflect workers and are also important statistical indicators.

1) Concept: It mainly reflects the activeness of workers or groups of workers in participating in enterprise work.

2) Content:

Generally, workers’ abilities can be evaluated through a simple weighting method based on the scores of each ability dimension.

It measures the teamwork ability of workers to coordinate and cooperate with each other to complete the work. It can objectively measure and reflect the degree of coordination and cooperation of individuals in team work.

Two methods: questionnaire interview method and public goods experimental method

It refers to measuring the specific measurement value of each human resource quality indicator based on the enterprise's human resource quality indicator system, and assigning appropriate weight relationships to each indicator system, and then obtaining a comprehensive evaluation index of the enterprise's human resource quality through simple summing. Comprehensive and quantitative indicators objectively evaluate the "quality and quality" of corporate human resources

It can provide a scientific comparison and evaluation basis for the quality of human resources for different companies in the same industry, different institutions or departments of the same company, and provide a basis for decision-making for the reasonable and optimal allocation of human resources.

(1) Quantification

(2) Comprehensive

(3) Ambiguity

(4) Dynamic

4. Corresponding principles:

The magic cave in the book, the magic excellence of the book style

1) Select the “object and scope” of comprehensive evaluation

2) Select the "indicator system" of the company's human resources quality

3) Select the “weight relationship” of the indicator system

4) Assess and evaluate the “resource quality” of the company’s human resources

1) Simple weighting method

2) Analytical hierarchy process

1. Constraints on the level of productivity development

2. Constraints on production relations

3.Social living habits

4.Traditional customs

5. Moral beliefs

Preaching Li Guansheng

1. Working time

2. Non-working time

1. Can understand whether the allocation of labor time in Chinese enterprises is reasonable

2. Observe whether the enterprise’s labor time utilization and effect are up to standard

3. Discover and summarize waste phenomena in the allocation and utilization of labor time, and find out the reasons.

4. Discover and summarize experience and make better use of time, thereby improving labor efficiency and promoting social development.

Issue reasonable bids

1. The longer the non-working time, the higher the level of social productivity.

2. The longer the time of free control, the higher the level of social development.

3. Analyze the allocation and utilization of time that must be paid, and propose social measures to reduce the time that must be paid for non-labor time

4. Analyze the allocation and utilization of free time, and encourage employees to work hard to learn scientific, cultural knowledge and professional skills.

5. Reasonably allocate the time that must be paid and the time that can be freely used to promote people's freedom and all-round development.

Promote height reduction

1. Study the allocation and utilization of labor time of enterprise workers, propose various measures to reduce time consumption, and promote enterprises to allocate and utilize working time more rationally.

2. Study the allocation and utilization of various non-working time of workers, reflect the quality of workers’ social life, and promote the comprehensive and free development of workers.

1. Provide basic information for enterprises to prepare various plans, check implementation, and strengthen cost accounting.

2. Provide reference materials for enterprises to rationally set up relevant organizational departments and continuously improve labor productivity.

3. Provide workload basis for enterprises to reasonably allocate labor results.

4. Provide a basis for reflecting the degree of social development by studying changes in non-labor time.

5. Study the time allocation and utilization of some special groups to provide information for social development needs in different periods.

3 for 2

1. Calendar time:

2. Institutional labor/working hours

3. System public holidays

9. All actual working hours:

In order to accurately calculate labor time, it is necessary to understand the calculation unit of labor time, the composition of labor time, and the accounting method.

The unit of working time generally has two indicators: working day and working hour. The working time of a full shift is calculated as working day, and the working time of no shift is calculated as working hour.

Working days can be converted into working hours according to the length of the system working day, but working hours cannot be converted into working days.

1) Questionnaire survey

2) Realistic Labor Day

3) Working hours sampling

Ask about writing sample

(1) Basic analysis indicators of labor time utilization

(2) Overtime analysis indicators of labor time utilization

Monthly system working time loss level

Average monthly labor time loss per capita

Economic losses caused by lost labor time

Analysis of labor cost overruns caused by lost labor time

Saving people and damaging this scripture

1. Potential of institutional man-hour utilization

2. Potential for effective man-hour utilization

3. Potential for work-hour efficiency

4. Attendance potential

5. Potential for attendance time utilization

6. Potential for absenteeism and downtime

Only the company is short of people everywhere (Three working hours and three attendances)

People have leisure time

Must pay time

free time

1) Sleep time

2) Meal time

3) Personal hygiene time

4) Personal healthcare time

1) Time to purchase goods

2) Cooking time

3) Sewing and washing time

4) Take care of family members time

5) Time for cleaning and repairing the house

1) Social welfare activity time

2) Social interaction time

1) Spare time study time

2) Rest and cultural activity time

3) Physical exercise time

4) Time for visits, tours, travel and other activities

5) Time to educate children

6) Time to participate in religious activities

7) Other free time

1. There is no "non-productive time" in the "time composition" between management and engineering technical personnel.

2. Production workers have "stoppages being exploited" in the "time structure"

3. Production workers have "non-productive time" in their "time composition"

1. Correlation analysis method

2. Comparative analysis method

1) Attendance rate

2) Attendance time utilization rate

3) System working time utilization rate

4) Work overtime and increase intensity

5) Extent of working overtime

(2) Static statistical indicators and analysis of labor time utilization

6) Position labor time utilization rate (special analysis index)

7) Non-position labor time utilization rate (special analysis index)

8) Job load rate (special analysis index)

1) Time loss and loss rate caused by business mismatch

2) Working time loss rate caused by insufficient utilization of labor time

1) It is the ability of enterprise workers to produce products per unit time, or the amount of labor consumed by workers to produce unit labor results through labor.

2) It can be understood as the ratio of the quantity of products produced by workers in a certain period to the corresponding living labor consumption

How many products are produced in a month How much physical and mental energy is consumed to produce a product?

3) It can be understood as the ratio of labor consumption and corresponding labor results in a certain period of time

1) Positive indicator: expressed by the labor results created per unit labor time

2) Inverse indicator: expressed by the labor time consumed per unit of labor results

1. The improvement of the labor efficiency of various enterprises is the basis for improving and improving the material and cultural life of workers, which is conducive to increasing the total industrial output value and improving the labor productivity of the entire society.

2. Improving labor efficiency can not only improve working conditions, reduce labor intensity, and improve product quality, but also increase corporate benefits and promote social and economic development;

3. The growth of industrial production cannot be achieved simply by increasing the number of laborers, but mainly by improving labor efficiency;

4. Through statistical analysis of enterprise labor efficiency, enterprises can recruit labor and determine the speed of economic development based on different labor efficiency levels;

5. Reflect the effect of technical training in each enterprise by comparing changes in labor efficiency before and after training;

6. Provide services for research and improvement of enterprise labor efficiency through statistical analysis of enterprise labor efficiency

7. Labor efficiency index is one of the most important indicators for assessing and evaluating enterprise operating performance;

8. Labor efficiency indicators are also the basis for determining labor remuneration and formulating labor quotas.

1) Calculate the labor efficiency level of each enterprise

2) Calculate the growth rate of labor efficiency

3) Make a horizontal comparison of the labor efficiency levels and changes of each enterprise to find out the gaps and constraints.

4) Study the various factors that determine changes in labor efficiency and their degree of influence, and show their development and change trends

5) Research and analyze the impact of changes in labor efficiency on total social output and labor force changes, and promote the best ways to improve labor efficiency

The best way to develop horizontally and quickly

It refers to the ability of workers to obtain actual benefits within unit labor consumption. Or the amount of labor consumed by the unit of actual income generated by labor.

The ratio of "input" to "output" in an enterprise's labor activities is called labor efficiency.

How much money a worker can earn by producing a product; How many workers’ labor is needed to earn 1,000 yuan?

1) Positive indicator: expressed by the actual income generated by unit labor consumption

2) Inverse indicator: expressed by the amount of labor consumed per unit of actual income

A. The labor efficiency of a single enterprise and the overall labor efficiency of society

B. Internal labor benefits and external labor benefits

C. Direct labor benefits and indirect labor benefits

Direct internal and external benefits of a single enterprise

（1） Improving labor efficiency is a requirement of market economy

（2） Conducive to improving the company's product quality

（3） Helps reduce the labor consumption of enterprises

（4） Conducive to rational allocation of labor resources

（5） It is helpful to understand the regularity of enterprise labor activities

Improve the classic quality, reduce the allocation and accept the consumption (four benefits and one high)

Labor efficiency generally only reflects the efficiency of the product production process.

Labor efficiency should reflect the efficiency and effectiveness of the four processes of pre-production decision-making, product production, product sales, and after-sales service.

The labor efficiency index is always greater than the labor efficiency index

The company's products cannot be converted into actual profits due to factors such as market supply and demand.

The numerical values ​​of labor efficiency and labor benefit cannot differ too much, nor can they differ too small.

If the difference is too big, it means that the company has a serious product backlog or the cost is too high; If the difference is too small, it means that the company has insufficient production or excessive after-sales service costs.

Physical quantity indicator, value quantity indicator, labor quantity indicator

concept:

1) Labor productivity index calculated based on physical quantity of products

2) Labor productivity indicators calculated based on the physical quantity of standard products

total net increase

concept:

1. Labor productivity calculated according to total output value

2. Labor productivity calculated by net output value

3.Labor productivity calculated by value added

concept:

Production workload labor productivity = actual completed quota (output) / total actual labor hours consumed in production

Advantages and limitations

1) Hourly labor productivity

2) Daily labor productivity

3) Monthly labor productivity

4) Quarterly labor productivity

5) Annual labor productivity

concept

1. Labor productivity of basic production workers

2. Labor productivity of production workers

3. Overall labor productivity

1) Labor productivity of production workers = Labor productivity of basic production workers × Proportion of basic production workers (proportion of basic workers in production workers)

2) Labor productivity of all employees = Labor productivity of basic production workers × Proportion of basic production workers in all employees

4) Labor productivity of all employees = Labor productivity of basic workers × Proportion of basic workers to production workers × Proportion of production workers to all employees

3) Labor productivity of all employees = Labor productivity of production workers × Proportion of production workers in all employees

1) Positive indicator

2) Inverse indicator

Variable index of enterprise labor productivity, Enterprise labor productivity fixed component index Enterprise labor productivity structure impact index

Remember the formula of labor productivity = labor results/consumption (number of people)

1) “Variable index” of labor productivity

2) Labor productivity “fixed composition index”

3) Labor productivity "structural impact index"

The order of writing formulas: 1) Writing someone is equivalent to asking for someone, that is, changing someone, what is fixed is another one. 2) For schoolbags and quality bases, the fixed base period is 0 and the reporting period is 1

index

1) Relative relationship

2) Absolute number relationship

1. When reviewing the question, first set the abbreviation of the formula for each project, for example, q represents labor productivity, T represents the number of people, and then divide it into the base period and the reporting period.

2. Write the big framework step by step

1. Concept:

2. Answer steps

1. The overall labor productivity of an enterprise depends not only on the labor productivity of workers, but also on the proportion of the number of workers among all employees.

2. The impact of worker labor productivity and the proportion of workers in the total number of employees on the overall labor productivity of an enterprise can be analyzed using an index system

3. Answer steps

Achievements of enterprise production and operation

Living labor input (human input)

Materialized labor income (investment of material and financial resources)

1||| According to the principle of maximum effect

2||| According to the principle of minimum expenditure

1. Comprehensively reflect the labor efficiency of the enterprise

2. The selected statistical indicators should highlight key contents.

3. The selected indicators should be universal, comparable and relatively stable.

1||| Comprehensive benefit index of living labor input and output

2||| Comprehensive benefit index of materialized labor input and output

3||| Efficiency indicators that reflect all labor consumption

Steady harvest

1. Profitability evaluation

2. Growth evaluation

3. Stability evaluation

1. Evaluation index system

2. Evaluation principles

1. Index system

2. Comprehensive indicators

3. Efficacy coefficient method

4. Scoring method

Comprehensive attack

It refers to the pre-specified necessary labor consumption standard for workers to complete a unit of qualified products or services using scientific and reasonable methods under certain production technology and organizational conditions, or stipulates the quantity standards for completing qualified products within a unit of time.

normative

Comprehensive

Solidification

relativity

Comprehensive and cohesive

1||| Output quota

2||| Working hours quota

3||| work quota

4||| Custody quota

5||| Service quota

Factory inspection service

Under normal production technology organization conditions, production workers complete production tasks or produce Products of qualified quality, and the actual labor time consumed is measured in working hours.

（1） Classified by statistical scope

（2） Classification by production unit and process

(1) Taking products as the object to count the actual working hours consumed by products

(2) Count the actual working hours consumed by products based on producers or production units.

Original records include production worker time record cards and product work time record cards

1||| Summarize the actual labor hours of the product by product parts and process by process.

2||| Summary of actual man-hours consumed by product batch statistics

3||| Summarize actual man-hours consumed by key products, key components, and main processes

write observations

1. realistic working day

2. Process timing

3. instant observation method

Enterprises with a single variety, stable production, and capable of large-scale and batch production, which facilitates comparison between production units

Actual working hours (all actual labor hours) = system working hours - absentee working hours - downtime working hours - non-production working hours, downtime utilized working hours, overtime working hours

Actual man-hours consumed = Total man-hours actually consumed for a product during the reporting period/Total quantity of finished products for the product during the reporting period

Usually calculated using working hours quota

Calculate first: the total fixed working hours and the total actual consumed working hours. Then calculate: fixed/actual, that is = comprehensive average quota completion rate of production units

On the basis of grouping production personnel according to the degree of quota completion, calculate the average quota completion rate and quota fulfillment rate, and explain the status of quota completion by members within the production unit

1. In order to reflect labor efficiency, calculate the labor quota completion rate indicator of production workers, teams or workshops:

2. In order to reflect the completion of the labor quota of the entire enterprise, the labor quota completion rate indicator is calculated:

Basic quota

Additional quota

Individual labor quota completion rate statistics

Statistics on labor quota completion rate of production units

The labor quota level is the level of the labor quota standard; generally it requires advanced and reasonable

Whether it is the output quota or the working hour quota, it is compared with another labor quota as a comparison scale, and the quota level proportion coefficient is used to analyze the level of the current labor quota level, as well as the advanced and reasonable degree;

1||| Technically determined labor quotas

2||| Labor quotas formulated according to quota standards

3||| Advanced labor quotas in the same industry

4||| The highest level of labor quotas in history

Techniques come first

1||| Completion level of labor quotas for production workers

2||| Completion of enterprise labor quotas

3||| The proportion of additional working hours (abnormal) consumed under abnormal working conditions of the enterprise to the actual working hours consumed

4||| Comprehensive labor quota completion index based on the enterprise's total working hours consumption

1||| Production worker quota completion index

2||| Enterprise labor quota fulfillment index

3||| The working conditions of the enterprise are abnormal, and the proportion of additional working hours to the actual working hours is

4||| Comprehensive completion level of labor quota based on all working hours consumed by the enterprise

It is the total labor remuneration paid by an enterprise to all employees in the form of currency or kind within a certain period of time. The total salary of an enterprise reflects all the income received by employees from the enterprise within a certain period. It also reflects what proportion of the total output of the enterprise is allocated to workers.

（1） Employee wages are in the nature of labor remuneration

（2） Employee wages should be calculated based on actual wages

（3） Pay attention to salary payment forms and funding sources

Classification:

Classification:

form:

price subsidy

2. According to different purposes, employee allowances can be divided into:

form:

Variable composition index of average corporate wages Enterprise average salary fixed composition index Enterprise average salary personnel structure impact index

1) Variable composition index of enterprise average salary

2) Fixed composition index of enterprise average salary

3) Enterprise average salary and personnel structure impact index

4) Average salary indicator system

1||| relative number

2||| absolute number

3||| The absolute changes in the total salary

1||| Analysis method of gap between wage increase and decrease

2||| Analysis of the difference between maximum and minimum wages

3||| "quintile" analysis method

4||| Gini coefficient method

Refers to the expenses incurred by the employer for hiring labor

The sum of all direct and indirect costs incurred by an enterprise in using human resources within a certain period of time

Starting from the selection of employees, all expenses incurred during the period from employee employment, training to employee retirement are the labor costs of the enterprise.

Wage training protection and housing tax refund

1||| Enterprise wages paid to employees

2||| Insurance and welfare expenses (insurance expenses, welfare services, transportation expenses to and from get off work, work clothes expenses, recruitment expenses)

3||| Employee training costs

4||| labor protection expenses

5||| housing subsidy

6||| Taxes on labor costs

7||| Retirement and retired personnel expenses

8||| Remunerated time, bonuses, food and other expenses and other in-kind payments during non-working hours

1||| Human resources acquisition cost

2||| Human resources development costs

3||| Human resources usage cost

4||| Human resources security costs

5||| Human resources replacement costs

Take it out and make sure it is replaced

6||| HR turnover costs

（1） Product manufacturing cost:

（2） Period fee:

（1） Total cost accounting is based on all resource inputs in the enterprise's production and operation process.

（2） Labor cost accounting is based on the company's labor input

（1） Wages and benefits in direct labor

（2） Wages and benefits in manufacturing overhead

（3） Salaries and benefits in administrative expenses

（4） Salaries and benefits included in selling expenses

direct sales system

It refers to the total labor remuneration that the enterprise directly pays to all employees of the enterprise during the calculation period

Doctor out of work to support himself

Mainly various types of subsidies

1) Technical schools run by the company itself

2) Vocational and technical training for employees

3) Fees paid for further training

4) Fees paid by employees to study in various professional schools

5) Various expenses for hiring teachers from outside the company

Work clothes, health products, etc.

1) Housing provident fund paid by the enterprise

2) Housing subsidies actually paid to individual employees

3) Maintenance and management costs of corporate housing

4) Returned housing loan principal and interest and housing rental deposit

5) Other expenses for employee housing

Union funds, taxes, recruitment and dismissal fees

（1） Labor costs are calculated based on the labor cost input-output ratio.

（2） Total labor cost change index

（3） Total labor cost index = average labor cost index x employee number index

Increase or decrease in total labor costs = total labor costs in the reporting period - total labor costs in the base period

（1） Career skills development

（2） Vocational training

（3） Vocational Skills Appraisal

1. Vocational training objects

2. Classification of vocational training (job training)

3. Category 3 workers who must participate in training

Cultivate and develop the labor market, promote employment training, and ensure and improve the employability and work ability of workers.

Occupational Standards and Occupational Skill Appraisal Specifications

1||| Reflect the implementation of national policies and guidelines on vocational training and education

2||| Reflects the overall level of workers’ scientific, cultural and technical professional skills

3||| Analyze the development trends of the vocational training market and the demand for vocational training due to social and economic development

4||| Analyze the compatibility of various stages of vocational education activities with the development of the national economy

5||| Formulate vocational training reform policies for the state and competent authorities at all levels

6||| Provide a basis for the preparation of vocational training plans and long-term planning

7||| It can comprehensively and systematically reflect the actual situation and existing problems in vocational skills training, vocational skills appraisal, vocational skills competitions and vocational training benefits.

8||| Based on the supply and demand situation in the labor market and the professional knowledge and operational skills required to engage in a certain occupation.

9||| The status of vocational training is an important aspect that reflects the scientific and technological level of my country’s labor force.

concept:

(2) Basic statistical indicators include:

1||| Development speed indicators of vocational training institutions (or students)

2||| Growth rate indicator of vocational training institutions (or students)

1||| Burden coefficient of vocational training institutions

2||| Burden factor of building area for training buildings

3||| Statistics on teachers’ teaching load

Computer room clerk

1||| School side

2||| On-the-job employee training rate

Number of people participating in training this period

Number of people in training at the end of the period

Number of students recruited this term

Number of current students

Number of students lost this period

Enrollment rate of enterprise employees

Dropout rate of enterprise employees

Statistics on the number of people who have completed training

Training completion level statistics

1. Statistics by vocational training status structure

2. Group by training venue

3. Group by training method

4. Group by training level

1||| Proportion index of certain types of vocational training institutions (or students)

2||| Enterprise training academic level statistics

3||| Professional composition indicators of vocational skills training

4||| Central tendency statistics for field training

5||| Analysis of Amateur Learning Trends

6||| Analysis of the ratio of off-the-job learning in enterprises

7||| Training statistics for short-term jobs in enterprises

（1） Statistical indicators of total training fund income

（2） Statistical indicators of total training expenditures

On-site training costs

Employee further education and training expenses

Teacher and teaching material fees

1||| The proportion of a certain fund income in the total training income

2||| The proportion of a certain expenditure in the total training expenditure

3||| Vocational training funding as a proportion of total education funding

4||| Training fund utilization rate

5||| Training fund harvest rate indicator

6||| Corporate training cost level

7||| Proportion of on-site training costs

8||| Annual rate of return on training fees

（1） Comparison of enterprise employee training costs and added value

（2） Comparison of enterprise employee training costs and national education costs

（3） The proportional relationship between the growth of enterprise employee training expenses and the growth of gross domestic product (GPD)

（4） The proportional relationship between the growth of corporate training expenses and the growth of fiscal expenditures

Canadian Education Finance

1||| Employee cultural level and change indicators

2||| Employee education level structure and change indicators

3||| Change indicators of workers’ technical level

4||| Ratio of worker technicians and senior technicians and change indicators

5||| Technical Generalist to Technical Expert Ratio Indicator

6||| Proportion index of senior professional titles for professional and technical personnel

Plumbing technician is versatile and competent

1||| Use attendance rates and attendance time utilization for historical comparisons

2||| Dynamic comparison of labor quota fulfillment levels

3||| Comparison of the degree of safety incidents caused by employees

4||| Comparative analysis of the emergence of various advanced figures in enterprises

King of Chu's secret line

1||| Statistics on saving labor and wages

2||| Save labor cost statistics

3||| Statistics on increased production and income

Zeng Sanjie

1||| It is generally measured from four aspects: quantity (q), ratio (R), number of people (q), and composition (C).

call tiluo

（1） Number of convenings of enterprise workers’ congresses

（2） Number of proposals submitted by enterprise employee representatives

（3） Implementation status of proposals of enterprise workers’ congress

Indicators that illustrate the status of corporate rationalization proposal activities include:

Refers to group technical activities of technical mutual assistance and collaboration carried out by enterprise employees

Statistical indicators reflecting employee technical collaboration activities include:

1||| Situation of participants in corporate labor competitions

2||| The results of corporate labor competition

1||| Statistics on employee culture and education

2||| Union Library Statistics

3||| Statistics on recreational and sports activities

Educational Museum

1||| Statistics on trade union poverty alleviation work

2||| Statistics on public welfare activities organized by trade unions

3||| Organize statistics on employee rest and recuperation activities

Help the public to rest

Refers to the labor relationship between the various entities of the enterprise, that is, between employees and employers. There are often disputes or disputes arising from different opinions on the handling of issues of rights and obligations.

1||| Labor disputes are disputes between the parties involved in the labor relationship. They mainly refer to disputes between enterprise administration and employees.

2||| Labor disputes are disputes between the parties in the labor relationship regarding labor rights and obligations.