Remuneration motivates all employees of the organization to fulfill their tasks. The effectiveness of the entire production process depends on the correct organization of this system. There are several ways to motivate employees. Modern wage systems are marked by a number of factors. They will be discussed further.
Definition
Improvement of the wage system is carried out everywhere. Every organization strives to improve the quality of motivation of its employees. The purpose of this work is to get more profit. Companies are striving to introduce a system that would reward the work of company employees as fairly as possible.
Foreign sources interpret the term of remuneration as the price paid by an enterprise for the use of a certain time, efforts of an employee. Compensation can be paid in various forms (salary, bonus, honorarium, etc.), but this is always the cost of a unit of servicesin which the performance of the worker is evaluated.
The Labor Code of Russia defines wages as remuneration paid for work. It depends on the qualifications, quantity, complexity and quality of execution, as well as working conditions. Also, the concept of wages includes compensation (surcharges, allowances), incentive payments.
Wages in a market economy is the cost of labor of workers. It directly affects the standard of living of the population. Wages in a market economy can be nominal and real. In the first case, we are talking about the monetary form of motivation. It is calculated per hour, day or other time periods. The real wage is the number of services, goods that a worker can purchase with the funds he receives.
For a company, payroll costs are one of the main components of variable costs. They allow you to attract a sufficient number of qualified employees to perform the assigned production tasks.
System Development
After the collapse of the USSR, the wage system was transformed in modern conditions. The organizational approach to the formation of wages depends on the social, cultural environment. In Russia, the labor market was formed under the influence of a number of contradictions that arose under the influence of old and new views on reality.
The start for the creation of a modern system was the organization of remuneration of Soviet times. She had both advantages and disadvantages. The advantages of this model were the full employment of the population, as well as its confidence in the future. The disadvantage of this system is the low wages, as well as the shortage of labor force of different skill levels.
Before, wages were inextricably linked with his social organization. It was implemented with the help of a tariff system for workers and salaries for governing bodies and employees. It was the first systematized approach that allowed to reward the activities of employees in a differentiated way.
In the Soviet Union, the tariff system took into account the level of qualifications of employees, as well as working conditions. These principles formed the basis of the modern tariff organization of payment. At the same time, the salary system took into account what qualifications the employee has, what experience, education. Also, the amount of work was taken into account, as well as the degree of responsibility of the employee.
The amount of remuneration for their activities was determined not only by the quality, but also by the quantity of labor. It was also compared with established plans. The employee had to not only fulfill, but also exceed the established norm.
Today, modern wage systems distinguish several types of wages. Its difference is the presence (among other things) of a tariff-free system of motivation. There are also various bonus approaches to pay for the activities of employees. Today's systems motivate people more than before to complete the tasks set by management.
Forms and systems
Modern forms and systems of remuneration allow you to evaluate and reward an employee for the resources spent by him in the course of performing assigned tasks. There are different approaches to organizing this process. Remuneration is based on two main categories - time and amount of work. Forms of remuneration can be of two types.
This is piecework and hourly pay. In the first case, the remuneration is paid to the employee for the actual amount of work that he performed. The time-based form involves payments for hours worked. This takes into account his qualifications and the complexity of the operations performed.
Piece-based approach in the formation of remuneration can be of the following types:
- simple;
- piece-rate premium;
- indirect piecework;
- chord;
- piece-progressive (sometimes collective or individual).
Time-based payment system can be of the following types:
- simple;
- time-bonus;
- hourly;
- weekly;
- monthly.
According to the current legislation, organizations in our country can independently choose payment systems. At the same time, they choose the amount of incentives, additional payments, their ratio to honey for certain categories of employees. The principles that guide the organization in this matter are enshrined in the contract, as well as local documentation.
Modern wage systems in Russia can be of two main types. This is the tariff andfreeform form. Also today, such an approach as a bonus payment system is also used.
Tariff Methodology
Modern remuneration systems in an organization can be based on a tariff approach. To do this, they develop tariff rates, a tariff scale and coefficients, as well as official salaries. These categories are an integral part of the presented approach.
The tariff scale is formed by a list of positions or professions that are evaluated in terms of the complexity of work, qualifications. To do this, apply the appropriate coefficients.
The tariff category is a value that reflects the complexity of the employee's work, the level of his professional training. In contrast to this indicator, the qualification category is a value that reflects the skill level of an employee. It is received at an educational institution after a training course.
The billing of work is the process of comparing the type of labor and the wage or qualification category. This allows you to assess the complexity of the employee's activities. This procedure is carried out under the influence of the Unified Qualification Handbook.
Modern wage systems (including the tariff approach) are negotiated in contracts, local agreements, and regulations of the organization. For managers and subordinates, different approaches to remuneration are used. This is due to the peculiarities of their motivation.
Time billing
Time wages are a form of organization of remunerationvarious categories of company employees. It can be used to encourage managers and their deputies, employees, support staff, as well as non-production employees.
This approach has proved its effectiveness in terms of automation and mechanization of the production process. In such areas, the mode of operation and the technological cycle are strictly regulated. There is no need to over-fulfill the plan here. Workers are required to monitor the operation of the equipment, which performs a clear sequence of actions at a set interval.
Time wages are the best option for businesses that produce precision products with standardized features. At the same time, such motivation is combined with the establishment of certain tasks, the volume of which is strictly normalized.
Most often in modern industries, a simple and time-based bonus payment system is used. In the first approach, the employee is paid for his work in the form of a tariff rate. It is calculated in accordance with the salary scheme adopted by the organization. This fixed amount of funds is paid to the employee if he has worked all the time established by the standard.
This system can be organized as an hourly or daily form. To calculate the wages for one employee, multiply the daily or hourly rate by the number of actually worked time intervals. To do this, use the time sheet.
Time-bonus method
When analyzing modern wage systems, one should consider them in comparison. Thus, the time-bonus system is distinguished by the presence of a stimulating allowance. In this case, there is a certain rate, tariff. But it comes with an extra bonus. It can be monthly or quarterly. Some businesses pay a similar bonus every six months or a year.
The bonus is calculated as a percentage of the established salary. Sometimes fixed, fixed amounts of money are used. The choice depends on the characteristics of the company's activities and the policy of motivating its personnel.
Bonuses can be carried out for achieving the required quantitative or qualitative indicators.
So, we can consider the method of calculating a simple and time-bonus system. For example, the salary of an employee is 12 thousand rubles. Of the 22 working days in the month, he worked only 20 days. His salary will be as follows:
ZP=12000: 2220=10909 RUB
In the same situation, with a time-based bonus payment system, the calculation would be different. In this case, the employee could be provided with a monthly bonus of 25% of the salary. If an employee, for a good reason, did not go to work 2 days a month, but fulfilled the set standard (in terms of quality or quantity of products), his salary will be as follows:
ZP=(12000: 2220) + (1200025%)=RUB 13909
It is more important for a company that an employee performsrequirements for the quality of his work. At the same time, he may not go to work for 2 days (for a good reason) and receive more money than with a simple time-based pay system.
Piecework method
Modern wage systems can be built on a slightly different principle. The piecework methodology is used to reward the activities of employees of the main production. This payment option will be appropriate in areas where quantitative indicators of labor results are important. This allows you to more correctly reflect the costs of labor and time of workers in the course of their activities.
The piecework system opens up opportunities for establishing certain norms that reflect the actual output of each employee during a set time. This allows you to calculate how many parts of the required quality a particular employee produced during a shift, whether he carried out a certain amount of work.
Most often, piecework wages are used in combination with bonuses. Moreover, there is an incentive for the implementation and overfulfillment of the established norm. Improvement in the quality of finished products or saving resources (raw materials, materials, energy, etc.) may also be encouraged.
Piece-bonus wages are one of the most common systems for motivating employees of such industries. It has been around for many years, so it was able to prove its effectiveness.
When calculating, both individual and collective work of a brigade or section can be taken into account. This isdepends on what kind of activity the enterprise encourages. If teamwork is required from employees, the entire site will receive the bonus, but only if the overall plan is met. If this is not required, each employee seeks to exceed the established norm in order to receive a bonus. In this case, a certain rivalry arises between all the employees of the site. It must be present within reasonable limits.
Chord system
Piece-piece pay is one of the most common methods of calculating wages under the piecework system. In the course of the calculation, prices are determined for each specific scope of work, taking into account the deadlines established by the standard. The amount of payment is determined in advance, that is, even before the start of work.
Luxury pay is a very effective system of motivating employees whose work involves the creation of as many products or services as possible. Payroll is based on the calculation. This takes into account the established production standards, as well as prices for each specific level.
The presented system is more often used to motivate the whole team, workshop or section. Evaluation is made on the fact of the work performed. When the work is completed, the total amount will be divided proportionally among all members of the team. At the same time, it takes into account how much time each employee worked. For this, the labor participation coefficient can also be used. This allows you to distribute the total profit among employees fairly, that is, in accordance with personal achievements.each.
Direct, piecework-bonus system
With a direct payment system, an employee is charged a cost for each type of service performed by him or goods manufactured. For example, an employee receives 90 rubles per hour of work. In 2 hours, he makes one part. Therefore, a unit of production costs 902=180 rubles. If a worker made 4 parts in a day, he gets 1804=720 rubles
This system has certain drawbacks. Therefore, it is used less frequently today. This is possible only for industries in which the worker has little influence on the production technology. Automation of the lines controlled by the worker makes it possible to achieve high quality parts. The tasks of employees whose work is paid according to the direct piecework system include monitoring the operation of the line, preventing its failures.
Piece-bonus payment is one of the most commonly used methods. It is made up of basic wages and bonuses. For example, for one part, a worker receives 60 rubles. If the entire batch was released without marriage, the worker receives a bonus of 10%. So, the worker has produced 100 units of products. He gets:
ZP=60100 + (6010010%)=RUB 6600
This encourages the worker to produce high quality products. If the parts must meet a certain standard, this allows you to get not only the required number of blanks, but also to achieve their high quality.
Progressive and indirect technique
Indirect piece-rate payment motivates employees to perform work with high performance. From everyoneof them depends on what remuneration for their activities will be received in the end. The whole team earns the total amount of payment for their work. For example, for a shift, this figure amounted to 14 thousand rubles. Each employee receives 20% of this amount (since there are only five people in the team). Payment for one shift will be as follows:
ZP=1400020%=2800 RUB
Another option is the progressive piece system. In accordance with this methodology, before starting work, a norm is set that the employee must fulfill. If he exceeds the set level, all items in excess of the norm are paid at an increased rate.
For example, up to 60 parts, and the cost of each of them is 40 rubles. All parts made above this value cost 50 rubles. So, the employee was able to produce 90 parts. Payment will be:
ZP=6040 + 3050=3900 rubles
This system motivates employees to produce more parts.
Having considered the features of modern wage systems, we can conclude about the motivation of the company's employees. Organizations independently choose the method by which the calculation is carried out.
