The staffing table is a document in which there is information about the structure of the organization, its divisions, positions (professions), the number of staff units, salaries, allowances, payroll. The basis for its development is the unified T-3 form approved by the State Statistics Committee of the Russian Federation. None of the laws spells out the direct responsibility of the employer - to draw up the staff list, this, however, does not mean that it should not be. Indeed, this document is indirectly mentioned both in the Labor Code of the Russian Federation and in many other legal acts. And this, in turn, means that during inspections, coordination of tariffs, obtaining licenses, joining the SRO, the relevant officials will demand to present the staffing of the enterprise.
In addition, it should be borne in mind that in labor relations there are a number of procedures, the validity and correctness of which can be objectively confirmed only if this document is available. For example, with a reduction in the number of staffing , this is the way with which you can clearly show that the position has been removed and that at the time of the procedure the company had no vacancies (if we compare it with the actual staffing). In his absence, to prove this will be problematic. The staffing table is also a serious help in drawing up labor contracts and changing them, it fixes a number of conditions that are significant for both parties. Moreover, this is done in relation to an impersonal line of the document, and not a specific person, which allows to avoid various misunderstandings, including allegations of discrimination.
Arguing what a staffing is, one should dwell on the fact that it is a convenient and effective tool in organizing and managing a company. It clearly, structured displays most of the information related to the planning of staff costs. If we go deeper, we can even say that it summarizes the planned volumes of work for the year, namely the labor costs of all categories of workers. The most prudent managers, when compiling the staffing table, determine the necessary number of personnel with an accuracy of tenths, based on calculations that serve as justification. In addition, the schedule can serve as a source for various analytical activities, the result of which may be optimization of the staff, and, accordingly, an increase in the efficiency of the company.
In particular, it is possible to analyze the ratios of various categories of workers, compare them with standard values. An analysis of vacancies will help to identify jobs where, in principle, staff is not required. For example, if a unit that is not fully staffed with people successfully and without any problems completed tasks for a long period, then this is information for consideration. Also, long-term vacancies make it possible to determine the most acute places in terms of personnel selection, possibly due to a shortage of specialists or payment conditions that do not correspond to the situation on the labor market.