Forms of remuneration

Teamwork form of remuneration

Applies when achieve the best outcomes of work as a team interested in the whole and every member in particular. Working in teams can be paid using a piece and time-based forms of wages.

Piece-rate form of remuneration applied to such areas and occupations in which workers have a major impact on the quantitative and qualitative results of labor.

Time-based is most often used if the workers do not directly affect the increase in output, or where there are no quantitative efficiency indicators, necessary to establish piece rates, or for the correct application of labor standards.

8. Systems of remuneration. Piece work system of remuneration is that its size depends on the number of workers produced goods of good quality based on pre-established norms of the time and costs, given the complexity and working conditions. The basis of piece-rate pay is the norm of output and the tariff rate. Direct piecework wage system. As an individual piece of direct system of wage is directly depend on the results of work of each worker. Made a working product, or made them are paid according to individual rates.

Direct individual piecework wage system financially motivates each worker to increase output, but it improving other indicators – saving raw materials, energy, improving product quality, achieving the best overall quantitative and qualitative indicators.

Piece-plus-bonus system of remuneration. Its essence lies in the fact that the worker is charged, except for earnings on a direct piece-rate system the premium for the implementation and over-fulfillment of certain quantitative and qualitative indicators. The award is defined as a percentage of earnings, as defined by piece-rates.

Piece-progressive system. Under this system, pay production workers within a job are paid according to fixed norms, and production in excess of targets – at higher rates, and rates increase progressively with increasing number of products produced in excess of targets. The degree of increase in prices is determined by a special scale.

Indirectly piecework wage system. It is used for salary support workers servicing the main working-piece workers. These earnings of subsidiary workers depend on the result of the work of piece workers.

By a simple time-based system the amount of earnings is determined depending on the tariff rate and time. By way of payroll time payment: is hourly, daily, monthly. The most effective system is a time-plus-bonuses, which is paid for the work of both main and auxiliary workers. Under this system’s earnings accrual not only for time worker but also for the achievement of certain quantitative and qualitative indicators. Quant. measures can be employed bastes, performance audits and valuation problems, savings of raw materials, tools, etc. the overall efficience

Flexible system, a system by which some portion of earnings is conditional on merit and the overall efficiency of labor or the enterprise. During the determination of wages is taken into account not only the experience, qualification, professionalism, skills, but also the importance of the employee, his ability to reach certain goods regarding the development of the organization.

Tariff-free system. Is an organization of remuneration, which is based on the principles of the partial distribution of funs earned by a team between workers according to the accepted relations in the pay of varying quality (depending on qualification, position, specially workers, etc). They do not use the guaranteed wage rates and salary, the majority of prices, premiums and allowances.

The contract wage system can be used alongside the existing enterprise system of remuneration. Remuneration under a contract is a part of the contract system of employment and pay, which is quite common in foreign countries.

Date: 2015-01-02; view: 1132