man of employment, not in the least thinking about how to get as much as possible.Many are happy to make this extra effort - under the condition that the company will record a simple and transparent criteria for the expense of what labor compensation may be increased.Through public schemes firm may define the principles of calculating the salary of employees?How management of the company should choose the most optimal?
Determination of remuneration
Before examining the Russian Federation and adopted in world practice forms of payment, explore the essence of the concept.What are the main theoretical concepts related to this aspect, common among Russian researchers?According to popular definition, a wage should understand the relationships that are associated with the definition of a scheme of payments to the employees of the employer, as well as ensuring its legitimacy.Some researchers distinguish between the reporting term wage - compensation of employees for work in accordance with his qualificatio
Remuneration should be systemic in nature - so that the employee knew to what compensation he could count by doing this or that amount of work for a set period of time.In some cases, state legislation can be established minimum values of remuneration - such as in the Russian Federation.
in legal acts regulating the procedures for settlement of employers and employees, there is no direct recommendations that define the criteria by which a firm must calculate the appropriate compensation.Therefore, each organization has the right to form their own requirements that must comply with the system of remuneration.Forms of popular international and Russian practice of settlement schemes of employers and employees - very different.But among the most popular: time, piecework and piecework wage system.Consider them more specifics.
time wage labor
time-based scheme under which payments may be made employers and employees, suggests that the amount of compensation will depend on the duration of the employee performing his duties, as well as from its tariff rate.The unit of account of working hours, there may be an hour, day or month.In Russia, the most common third option.But many companies are practicing as hourly and daily rates.
There are a number of additional criteria, which can be classified considered a form of payment.Types of time-based compensation:
- a simple form of time-based;
- wages with elements of bonuses.
In the first case, the value of income is determined based on the multiplication rate - hourly or daily, the total number of units of time during which the person performing their duties in the company.If, for example, the employee worked all legal working days in the month, the compensation will be equal to his fixed salary.If not - then he will receive a salary based on the ratio of her salary in proportion to the number of days of presence in the enterprise.It is possible that during the absence of the person at work will be compensated by the accrual of sick or vacation pay.
time-based form of payment may include elements of the bonus.It is often expressed as a percentage of salary.The premium is usually paid in accordance with the established position in the organization.That is, the criteria for their calculation is usually the same for all employees - at the same positions.As a rule, it is over-fulfillment of targets, cost of materials (not at the expense of the results), higher quality products.
consider other types of charging labor.Piece scheme assumes that compensation formed the basis of the quantitative performance indicators rights.This may be a release of products in the piece, or the provision of services in relation to the number of customers.The employer may also set certain performance standards, affecting the wage.
There are a number of additional grounds for the classification of the corresponding forms of payment.The main types of remuneration for piecework scheme:
For direct piece-shaped person receives a salary based on the multiplication of quantitative indicators for the production of goods or services, he reached for a set period of time - for example, in the past month - the value of the monetary prices determined now (depending in some cases on the level of qualificationemployee, or the complexity of the urgency of the work).Progressive scheme involves a fee for exceeding the quantitative indicators relative to the norm - usually a percentage of the standard value.The analogue of it (or a complementary measure) can be a bonus system in which the company pays for the processing of the employee set amount of cash.
In some plants species considered piecework wages are supplemented by so-called indirect, or one-off, the indicators also affects the amount of compensation.This may be due to the implementation of human default operates on a specific position, other job functions.For example, the head of department for the production of outerwear can ask some staff to help colleagues from another department, which are sewn jeans - for 1-2 hours a day.In this case, their pay is calculated not only by tariffs set for the release of the object outerwear, but also in the use of indicators on "jeans" towards production.
All of the species we piecework wages are usually fixed in the by-laws.It can be clothes, which are fixed targets for the development and completion of the change - the extent of their achievement.This may be an order for the payment of the premium or other employees, signed by the head.For assistant on "jeans" lines may be issued chord job.
There are, of course, other ways of payment (types of labor compensation).Among popular - tariff regulations.For whatever criteria they may be similar to the schemes considered by us - hourly, piece-rate and lump due to complexity.The fact that these standards are a set of indicators on the basis of which is determined by the value of labor compensation - such as qualifications, the complexity of the work, labor intensity, climatic features of the location of production, the specificity of the produced goods.How should determine appropriate criteria for the company, which introduced a tariff system of remuneration?Types of jobs, professions and positions in relation to which the policy should be formed by calculation is usually fixed in the special tariffs.In some cases the recommendations contained in them, are not binding, but nevertheless the use of such sources - common practice among Russian companies.
Some businesses complement we have considered above types of remuneration other criteria and approaches to the calculation of compensation for workers.Thus, firms can practice the so-called floating salary.Their specificity is that with the expiration of a specified period - for example, the month, the value corresponding to the rate established for the employee may be revised.If a person has achieved high production figures, the salary may increase.
remuneration under civil law contracts
According to what criteria is performed remuneration under civil law contracts, which are close to labor?The most important point - with all their possible similarity to contracts entered into in accordance with the TC, the main regulatory source of law in relation to them - the Civil Code.Therefore, the term "remuneration" in respect of such contracts are not legally applicable.
Of course, the company and the employee - it is more correct to call the contractor - may agree that their legal relationship will practice certain types of payment services or works, but such an agreement will not be governed by labor law.Accordingly, the state may be called either illegal or subject to renegotiation - in the format of a full contract at rates of TC.
If we talk about the recommended forms of settlement of civil contracts - the provisions of the Civil Code allows the parties to such agreements to fix the conditions under which the contractor must show the customer the result of work in a certain amount.Or determines that the payment will be in accordance with the actual performance in the act of work performed.Thus, compensation under civil law contracts will generally be similar to those practiced in the form of piece-rate wages.
salary in state institutions
quite specific payment methods (types of compensation) working in state institutions.The fact that the relevant criteria - circuit calculation of workers' wages, tariff regulations, salaries - mainly determined by the level of legislation.What types and forms of remuneration prevalent in Russian state institutions?Most often it is time-based scheme, complemented by premium component.That is, a person is paid a base salary and depending on the results of work at the end of the month or other period - is added to the premium as a percentage of the relevant provision of compensation.
How to choose the optimal form of remuneration?
Thus, we examined popular among Russian enterprises types and forms of remuneration.As head of the company to determine the most appropriate one?You can focus on the following criteria.
If a company produces something - for example, the same clothes, the best practice in all kinds of forms and systems of remuneration close to piecework.That is, a man working on a factory line, will receive compensation, depending on his performance.However, it is desirable that the scheme was accompanied by a certain employee benefits guaranteed amount.Best of all, if its value is not limited to the minimum wage enshrined in law, and is at least more than half of the total earnings.
In turn, if the company provides services to, and demand for them - floating, then choose the optimal time-based scheme.The same can be said of the multidisciplinary firms when piecework records difficult and labor activity of workers can dominate the action, is not directly related to production - for example, maintenance of accounting records.
course, you can combine different types of payment.Workers at the same time they must hold with the view that people will be able to, on the one hand, to control your earnings, on the other - is confident in the stability of the value of labor compensation.It is also desirable that the conditions for payment of a particular specialist did not differ from those that are fixed in the contract between the organization and other employees in a similar position.Allowed in some cases, employees of some departments to know what kinds of wages practiced in other parts of the company - maybe they will define it more optimal for themselves and will move there to work.This will allow the company to increase productivity by a competent distribution of human resources - the people that will be engaged in activities that they like best.
Russian legislation does not limit the Company (except for the government - they have to, as we noted above, result in the internal circuits of wages of employees in accordance with legal criteria) in the choice of a particular scheme of labor compensation or the use of combinations.It is possible to pay, which is determined on the basis of periodical and piecework parameters simultaneously - in which people on the one hand, receives a fixed salary, the other - the additional payments in the case of, let's say, to achieve higher levels of production of the goods with respect to those stated in theregulations.
remuneration system in the company to be competitive - or professionals can begin to move to other firms with more fair, in their view, the principles of calculating compensation.The scheme, implemented in the company, should at the same time promote the interests of employees in improving work efficiency, to improve their approaches to its implementation.If a person will receive a guaranteed high salary, he may reduce the incentives to work actively.But getting a stable employee compensation - as we noted above, the company must provide.