At the moment, the most important area of labor motivation for the broad masses of the population is material reward for the results in the form of payment. In a market economy, salary expresses the established relationship between the owner of capital and the employee. But with their relationship, an imbalance in positions is often observed. Therefore, a certain role is played by the state.
Introductory information
Rationing and remuneration have been the subject of study for more than a decade. But because of the ever-changing world, it’s impossible to work out a universal and permanent solution. Wages (known as wages) are part of a country's gross domestic product. It is an integral part of the cost of production, services and work. In addition, for the employee, the pay is also the main source of funds that are necessary to maintain life.
In this case, the employer considers it from a cost perspective. Therefore, wages are both income and expense. In this situation, it is a source of multidirectional interests and leads to conflict. What parties are involved in it? The first of these is the worker. He is an individual who enters into an employment relationship with the employer. The second side is the entrepreneur. He enters into an employment relationship with an employee. But only this option possible list not limited to.
So, in accordance with applicable federal legislation, other process participants may be in their place. At the same time, the amount of funds that will go for certain results is established using agreements: individual or collective. Which one is not so important. The main thing is that the principles of remuneration are respected. The Labor Code acts as the basis for activities in this field. In addition to him, there are a number of by-laws and other regulatory documents. But the most important thing in the overall picture is precisely the Labor Code of the Russian Federation. Payment and regulation of labor are considered by him directly. But the Labor Code does not at the same time regulate absolutely all aspects.
On legislative and economic aspects
First of all, article 129 of the Labor Code is of interest to us. If only because it has a definition of wages. According to the current legislation, it is a remuneration for work and depends on the qualification of the employee, as well as the quality, quantity, difficulties and conditions in which he has to work. In addition, compensation payments are added to wages. These include allowances and bonuses for labor in conditions that deviate from normal. These are special climatic zones, territories with radioactive contamination, etc.
Also, mention should be made of incentive payments, which include bonuses, allowances, bonuses and other incentive forms. In this case, it is necessary to distinguish between nominal and real wages. In the first case, it means the amount of money that the employee receives for a certain period. For example, twenty thousand rubles. Real wages are equivalent, which takes into account the number of consumer services and goods that can be purchased for the nominal value received.
It is desirable that both species are constantly growing. Moreover, real wages have priority over nominal. But in practice this is not always the case.Often there is a situation when the nominal payment is growing, but the real one is decreasing. This is due to inflationary processes. Aligning the position is not as easy as it might seem at first glance. After all, calculations with staff on wages should at the same time satisfy the needs of people in living standards, and not ruin employers. Significantly infringe on the rights of one of the groups without significant damage to the entire economy will fail. Therefore, the state has chosen a policy that affects only some elements of labor standards, leaving a wide field for interaction and the search for compromise solutions.
What and how?
If we consider solely from an economic point of view, it should be noted the fact that wages perform a number of functions:
- reproductive;
- stimulating;
- regulatory;
- the formation of effective demand of the population;
- measuring and distribution;
- status.
The first paragraph is aimed at ensuring the reproduction of labor. The second adjusts the size of the funds received for the labor contribution of a person and the result of the economic activity of the entire enterprise. The regulatory function deals with the distribution of labor resources between various industries and regions, it all depends on the supply and demand for labor. The formation of effective demand is necessary in order to establish a certain proportion between the supply of goods (services, works) and the need for them.
The measuring and distribution function distributes the consumption fund between the owner of the means of production and employees. And finally, status is considered as a criterion for the level of social status. From an economic point of view, the focus should be on payroll. That is, the amount of remuneration that is provided to employees in accordance with the quality and quantity of their labor. An additional influence is exerted by the conditions in which one has to act. The foundations of labor standards should always be based on rational developments.
What is meant by this? It should be understood that the organization of labor is impossible without taking into account objective needs, which follow from economic laws (saving time, changing labor, steady growth in productivity, distribution of contribution to the result). What is it for? The fact is that rationing and remuneration at the enterprise provide for the establishment of a reasonable ratio of costs and results. At the same time, attention is paid to groups of workers that are different in number and the number of means and objects of activity that they use. Rationing is necessary for the rational use of technology and advanced methods of labor organization.
Justification
What basis is used for this point of view? The rationale for all of the above is the assertion that labor standards should be adequate from an economic, organizational, technical, psychological and social point of view. In this case, they will be realistically achievable for employees and will contribute to maintaining their performance. When developing labor standards, they must take into account the achievements of science and practice, correspond to the conditions existing at the enterprise, be dynamic and flexible, providing adjustment to the situation when certain conditions change.
What measure is used in this case? Most often, there are norms of time, production, number, service, controllability. Moreover, they differ in their status: individual, collective, temporary, seasonal, permanent, local, typical, industry, mandatory and recommended. Moreover, all established values must be justified.Often, the cost parameter for manufacturing (receiving) a unit of production, performing work, servicing one head of an animal is used for this. However, there are various norms.
That is, development means the number of units of products (work, services) that must be received (completed) by one employee (or their group) for a set unit of time (hour, shift) under certain conditions. The standard of service implies the presence of a certain number of animals, machines, units of equipment, the size of the area, the number of jobs that are assigned to the employee (or their association). If we touch on the number, then we are already talking about the justification of the number of employees who should be engaged in the maintenance of a certain object (livestock farm, warehouse, unit, and so on). As you can see, rationing and remuneration at the enterprise are not so simple concepts as it might seem at first glance.
How are they installed?
There are certain indicators. Features of the regulation of labor lies in the fact that without this you can not do. There are two fundamentally different methods: analytical (element-wise) and total. The first is more common and often used. Let's look at it in more detail.
The analytical (element-wise) method of rationing is divided into the calculated and experimental varieties. They are interconnected and complemented.
- The first involves the establishment of indicators in the enterprise, taking into account previously created standard approaches. They can be found in special collections. They are prepared by various research institutions that carry out mass observations of ongoing labor processes in different economic and climatic conditions. Knowing the local basics, you can choose the right justification.
- The experimental method involves the monitoring of labor processes and the study of the time required to carry out individual work. The data obtained are analyzed, and labor standards are calculated based on the information collected. At the same time, a search is made for opportunities to save working time, rationalize production processes, and use more advanced methods for fulfilling assigned tasks. But then questions arise about how to study labor processes and labor costs? How to identify reserves? Improving standardization and remuneration does not stand still and provides answers to these challenges.
What solution?
There are three main methods.
- A photograph (chronography) of the working day. It involves the compilation of a list of events for specific time periods (hours, minutes, tasks performed).
- Timing Assumes accurate measurement of work processes using stopwatch. More broadly, it involves fixing and measuring the duration of the actions taken.
- Photo timing. Combining the two points above.
It should be noted that a more detailed and at the same time universal system of approaches is problematic. After all, each type of work can boast of its specific characteristics. At the same time, the performer is required specific knowledge, qualifications, skills and experience. Based on this, it is easy to conclude that the work varies in its responsibility and complexity. That is, a different quality of labor is observed.
At the same time, one should not forget that the activities are carried out in various conditions. All this must be taken into account at the time the payment is established. The most famous approach to solving such challenges is the tariffication of labor. What does she mean? By billing, we understand the scientific method of classifying a certain type of activity, depending on the quality received, to a specific payment group.At the same time, the performer (taking into account his qualifications) receives the corresponding rank (category), which displays the approximate level of skills.
Certain generating factors are taken into account. Among them, the most significant is the complexity of the work performed. A qualified employee who has difficult working conditions, ceteris paribus, must at one time receive more material assets (in financial terms - surplus value) than a less experienced one. In addition, it is more versatile and can quickly master advanced techniques for performing work. Such an employee has, as a rule, significant industrial experience, a high level of professional and general education, and experience. Using tariffication allows you to differentiate wages, satisfying the needs of the employer in the use of labor of different quality and complexity. In this case, the regulation and regulation of labor provide an invaluable service.
More details about the tariff system
Where is it in demand? The tariff system is especially relevant in those cases when it comes to the regulation of labor in industry. After all, here you need to get a certain amount of products with established quality. In order to build the system as best as possible, it is important to take into account the existing production and technical conditions. These include the intensity of labor, its severity. With significant indicators, conditions should be created in which the employee will be able to compensate for the high expenditure of energy and energy: eat well, rest, restore strength and undergo medical treatment.
To attract him to difficult working conditions, it is necessary to think about incentives. They can be both material and moral. But the former, as a rule, are of greater importance. Rationing and remuneration of labor make it possible to structure the challenges that have arisen and to develop a unified system of approaches. At the same time, the created tariff system should be considered from the perspective of the organizational and legal norms that are established in collective agreements, agreements, and regulatory acts. Indeed, they consider the regulation of wages depending on the conditions and complexity of labor, its significance and intensity, the nature of production and the natural and climatic conditions in which it is necessary to operate. Requirements and recommendations for the regulation of labor of workers include:
- reference books;
- district coefficients;
- tariff nets + salary schemes.
What are they?
Let's look at these factors. Directories are used to determine the category (category) of work for people of a particular specialty. For example, when mowing herbs, harvesting grain and so on. Based on this, the list of work performed and the payment is changed. So, values can be assigned like: a turner of the fifth category, a lawyer of the third category and the like. The guides are based on a methodology for measuring various types of work, depending on its complexity, severity, tension, responsibility, working conditions, and skill level.
The simplest work belongs to the first category. He is the least paid. As quality properties increase, the serial number grows. As well as the size of wages. This is due to the fact that each category has its own tariff coefficient. It shows how many times the level of remuneration of employees who are assigned to this group increases. As a basis, payment for the simplest jobs that are on the first level is used. Knowing the tariff rate, you can determine the size of the fee. But not so simple.
There are problems of organizing remuneration at the enterprise when it comes to diverse aspects. For example, if everything is very simple for a turner or locksmith, then it is necessary to treat employees, specialists and managers a little differently.For them, a tariff scheme for official salaries is already provided. It should be noted that there are no universal approaches that allow settlements with staff to pay in such cases. Alternatively, you can use a single tariff grid (ETS). In this case, each employee of the administrative apparatus in accordance with the position and qualifications will be set a certain category and the corresponding coefficient.
About restrictions
There are quite significant exemptions. But along with this, there are restrictions on the part of the state. So, for example, time standards set an eight-hour working day, with the exception of certain places of work, where labor activity is carried out for days. In addition, it should be remembered about the minimum wage (minimum wage). What influence does he have?
According to the current Labor Code, the tariff rate for the first category should not be less than the minimum wage. Its size does not include surcharges, allowances, bonuses and other compensation / incentive surcharges. This is very important because the principles of remuneration in modern capitalist countries do not always imply the existence of social justice. Because of this, the state has to intervene. There is a certain specificity in cases of work with automated production lines, workshops and the like. In this case, not only the norm of time, service, number, but also the effectiveness of mechanical devices has a significant effect. This involves translating their productivity into one set unit of time. In order to calculate everything correctly, you need a specialist in payment and regulation of labor. A professional standard of a well-trained employee allows him to cope with such challenges. Indeed, for mass production, the interaction of individual jobs with the overall tact of the line should be taken into account.
But what about the principles?
After all, they were not considered. In short, it is necessary to focus on:
- complexity;
- consistency;
- efficiency;
- progressiveness;
- specificity;
- group differentiation of norms;
- dynamism;
- universality;
- equal tension.
Like this. This business is not so simple - rationing and payment of labor activity. When it comes to some small enterprise, then everything can be decided by the owner or director of the enterprise (often this is the same person). But here at large and some medium-sized enterprises and organizations without a separate specialist, the situation will be difficult.