One of the main motives for the success of any employee is the level of wages.The interest in increasing its beneficial effects on the desire to achieve better results.And employers have successfully used this challenging leverage, setting employee higher pay for certain achievements.To do this he can in many ways, such as higher salary, incentive bonuses, piece rates and so on.In the first case under the salary mean monthly flat rate.Although it can be both an hourly and daily, depending on the complexity of the work and skill category.
Calculate monthly simple: hourly rate multiplied by the average number of working hours (normal working hours for the year is divided into twelve months).The level of payment can not be lower than the minimum wage established by federal law.Furthermore, for payroll typically use rate schedule in which the tariff rates of pay distributed ranks in ascending order by multiplying by a certain factor which depends on the enterprise sector.Remuneration is divided into time-based (depending on the hours worked) and piece (the number of manufactured products or transactions).In turn, the piece consists of a direct, indirect and chord.
If an employee is given a direct reference (outfit) to perform a specific number of products.His salary is calculated as follows: the tariff rate of discharge work is multiplied with a time allowed and the number of outstanding products.If this rule is exceeded, but no marriage, then charged on top of another, and premium (this payment is called piecework-bonus).In addition, an employee can work and the piece-progressive system, when to that performed over rules apply higher rates.When
lump salary system has a percentage of revenue.That means - you need to have time to do the job (to implement a predetermined volume of product) at a certain time, with this contract and receive a percentage - his salary.Indirect used for payroll workers who do not participate directly in the production process and service (control) equipped workplaces.For this tariff rate in their category is multiplied by the rate, then the fact of generation plus a premium.This means if the equipment works without interruption, the output increases and the employee is entitled to stable salary premium for processing.
In some cases where it is impossible to determine how much work is done concrete worker, perfect this form of payment as a collective piecework.For example, the team has completed an object and get a certain amount, which is divided into equal shares of all.What good is this payment method?Yes, at least that there is no disagreement about the size of salaries, fewer delays, higher quality of work and with the help newcomers whole team quickly delve into the matter.Therefore, it is not necessary to monitor each employee to take into account what he did.And time is better spent on the control of workflows.Again, relief for accountants - when calculating the salary he does not need a flat rate. need only common pricing band multiplied by the actual production, which is added to the premium, if any.Then, the total sum is divided by all employees.Plain and simple!By the way, most European countries have long preferred the system, using it quite successfully.
When there is no possibility to normalize the work of the employee, apply time-based system.And the salary is calculated as follows: the tariff rate of remuneration for the respective category is multiplied by hours worked - is a simple time-based payment system.As for the excellent quality and still charge a premium, it's a time-bonus.Although this list of payment systems, employers are not limited to, providing individual forms of payment for certain employees.With highly qualified specialists it makes sense to conclude a contract on the contractual wage, if the company is interested to keep a good employee.
