Organization of remuneration of any enterprise consists of three components that are closely related to each other. These include labor rationing, the tariff system, as well as various forms of remuneration for personnel engaged in the production of products.
Salary for employees is a stimulating factor that allows to increase the interest of personnel in the greatest efficiency of the technological process. A worthy remuneration of the labor contribution of the team allows you to increase the creative potential of each employee and affects the acceleration of the pace of socio-economic development of society.
Rationing of wages helps to establish reasonable amounts of its costs. These values are used to analyze the results of labor. Applicable standards are basic indicators. They are used for the purpose of remuneration and monetary incentives for the employee. These values take into account the contribution of each member of the team to the overall results of labor. The economically sound organization of standardization and remuneration of labor contributes to the establishment of fair remuneration for the contribution of each employee to the production of finished products.
A more accurate accounting of the quality and quantity of personnel’s participation in the production process is applied under a certain payroll procedure. It is used for various categories and groups of workers according to the developed systems and forms of remuneration.
Organization of remuneration at the enterprise in market conditions is subject to a number of basic principles:
- the dependence of the salary on the quality and quantity of labor input, provided that the funds, which are remuneration for the time worked, must be earned by the enterprise;
- stimulation of individual workers in the form of material incentives;
- an increase in the level of staff remuneration with increased productivity;
- increasing the importance of bonus payments, depending on the amount of income received by the enterprise;
- improving the approach to evaluating the work of management and specialists, which should be directly dependent on their initiative, the timing of tasks, and the effectiveness of decisions made;
- achieving the optimal ratio of levels of remuneration of workers and employees, as well as the administration of the enterprise;
- the availability of understanding of the construction of material compensation for time worked.
Organization of remuneration in the presence of market relations has great potential for the manifestation of economic independence for any enterprise. Companies with various forms of ownership are entitled to introduce a tariff system that they have developed independently. The only restriction is the minimum wage established at the state level. The tariff remuneration of any enterprise should not exceed this amount.
Organization of remuneration of a business entity should:
- determine the systems and forms of remuneration for hours worked;
- include surcharges for combining posts (professions), as well as for the expansion of service areas;
- for each individual category of workers provide allowances;
- establish salaries for managers, employees and specialists;
- determine the direction of socially oriented payments and the area of use of the wage fund ;
- to develop and approve provisions regarding the accrual of bonuses to employees.
Organization of remuneration is of paramount importance for increasing the efficiency of the enterprise. It should orient the labor collective on the final indicators of the technological process, the conservation of resources and the maximum improvement in the quality of products.