Position plan
The establishment plan is in human resources one organization means that all approved and the staffing shared places an organizational unit contains.
General
Companies with their business areas and departments or public administration ( authorities ) come into consideration as organizational units . As a subtype of planning, position plans are a target and can be integrated into an organization chart . The staffing plan, on the other hand, shows whether and with which employees the positions shown in the staffing plan are actually filled. The term establishment plan occurs mainly in public administration, which knows detailed regulations about it.
Legal issues
Position plan is a legal term , because according to Section 9 (1) PostPersRG , the post office successor company ( Deutsche Post AG , Deutsche Postbank AG , Deutsche Telekom AG ) draws up a position plan in advance for each financial year , which requires the approval of the Federal Ministry of Finance.
Public service
In the public service ( public administration , armed forces , courts ) the position plan is a graphic or tabular overview of the target number of positions according to type, number and evaluation as well as of the positions currently occupied. The positions for employees in the public service are summarized in a position plan, which must be attached to the budget as an annex ( Section 14 (1) No. 3 BHO . The position plan is therefore part of the budget. Deviations from the position plan are therefore only possible if they are expressly permitted by the budget law or budget plan Civil servants and employees ( salaried employees and workers ) are to be taken into account in the establishment plans ( Section 11 (1) No. 3 HGrG ).
The posts in the budget for “scheduled civil servants” form the establishment plan. In accordance with Section 17 (5) of the Federal Budget Code (BHO), posts are to be allocated to the budget according to salary groups and official titles. They may only be set up for tasks for which the establishment of a civil service relationship is permissible and which are usually permanent tasks. The position plan is used to manage the personnel budget for the past, present and future and is therefore primarily a personnel management instrument.
In accordance with Section 1 (1) GemHVO-Doppik, the budget consists of a total budget, partial budgets and an establishment plan. The establishment plan is part of the budget of a municipality in accordance with Section 114b, Paragraph 3, Clause 2 of the HessGO . It is decided by the representative body and forms the basis for the municipality's human resources management. The positions of civil servants and not only temporarily employed employees required in the budget year must be shown in the establishment plan (Section 5 (1) GemHVO-Doppik). The amount of the personnel costs for the financial year is essentially based on the positions shown in the establishment plan. The job holder has no legal entitlement to the pay group shown in the position plan; rather, the job holder may also be employed with a lower wage (Section 5 (4) GemHVO-Doppik).
According to Section 80 (3) of the NGO, the municipalities draw up an establishment plan that must be adhered to. It shows the required positions of civil servants who have been granted an office ( permanent positions ) and other non-temporary employees and workers ( other positions ). Local equity and publicly owned enterprises have no specific establishment plan, their positions are part of the staff plan their carrier .
The specific positions are derived from the position plan. The number of individual posts must not be exceeded, which is why overstaffing is not possible. A understaffing however, means that although certain positions available, but are not busy (yet). Position plans show vacancies and vacancies as well as occupied positions and secondments (for soldiers: commandments ).
Private sector
In a company, a position is an organizational unit to which exactly one person - called the position holder - is assigned. All positions are summarized in a position plan. The representation of the departments and instances with hierarchies is the main content of the position plan. The size of the company also determines the scope of the establishment plan. In this context, personnel requirements planning can be done by two methods. If the personnel requirements are to be determined according to the position plan method, current position plans and job descriptions with requirement profiles must be available. This method is often used in the needs assessment for executives or research and administration workers. The workplace method can be used when the need for staff has to be determined independently of the actual workload (porter, night watchman or control staff).
Most medium-sized companies use budgeting for personnel requirements planning , followed by a position plan and key figure procedures.
Staffing plan and job evaluation plan
The staffing plan is created on the basis of the staffing plan and reflects the current situation. This is followed by the job evaluation , which is included in a job evaluation plan. In addition to the position plan, it provides information about the monetary value of the position for the company, i.e. the collective and non-tariff classifications of the position.
See also
Individual evidence
- ↑ Ulrich Büdenbender / Hans Strutz, Gabler Kompakt-Lexikon Personal , 2003, p. 342
- ^ Karl Nowak, Public Administration and Private Economy in Comparison , 1988, p. 229
- ↑ Robert F. Heller, Budgetary Principles for the Federal, State and Local Authorities , 2010, p. 350
- ↑ Bernhard Mord-Wohlgemuth / Carsten Hoch / Jürgen Watz / Stephan Ostgen / Thorsten Weise, Kommunale Doppik Hessen , 2008, p. 13
- ↑ Günter Franke, Job and Personnel Requirements Planning , 1977, p. 26
- ↑ Hans Jung, Personalwirtschaft , 2011, p. 191
- ↑ Christiana Nicolai, Personnel Management , 2017, p. 53
- ↑ Hans Jung, Personalwirtschaft , 2011, p. 128
- ↑ Haufe Akademie, Study Personnel Planning 2009: Status of Personnel Planning in Germany , 2009, p. 13
- ↑ Hans Jung, Work and Exercise Book Personalwirtschaft , 2012, p. 134
