Non-tariff system of labor remuneration and other wage systems

The remuneration of labor in any of its forms is the main source of the employee's income. It is, perhaps, the most effective incentive for quality and high-performance work.

With the transition in due time to a market economy, fundamental changes and content of the labor remuneration process have undergone . The government refused any control over it and reserved only the right to fix the minimum wage. All the rest - tariff rates, salaries for posts, surcharges with surcharges, and bonus conditions - from that moment is established at each enterprise individually.

The level of wages can depend on a number of factors, and the main one is the financial state of an organization, as well as the socio-economic situation in the country as a whole or in its particular region. In addition, the situation on the consumer market and the labor market, the dynamics of prices for services and goods, the level of competition, etc., exert their influence on it.

To date, there are three wage systems, which we will consider.

1. Tariff. It consists in the fact that differentiation of salaries for employees of different categories is made according to the set of normative acts. This takes into account the working conditions, the complexity of the work, the natural and climatic features of the region, the nature of labor and its intensity.

Tariff system is presented in two forms: piecework and time-based. The main difference between them is the way in which labor costs are recorded. So, piece-rate wages take into account the number of products that were produced, and time-based - worked time.

It is advisable to apply the piecework form of OT when there is a real possibility to fix a number of indicators of the result of work and to normalize them by establishing the norms of time and working out. Piece works, for example, a worker at a factory whose salary depends on the number of units of the parts produced by him per day, shift, per month.

It is advisable to apply a temporary form of OT when the worker's work can not be rationed. In this case, the salary is accrued to him, based on the time that he worked (the number of hours, days or shifts per month). Thus, it is customary to pay for the services of the seller, guard, and others.

2. The non-tariff system of labor remuneration. As practice showed in its time, provided that the salary is calculated in accordance with tariffs and salaries, it is extremely difficult to avoid the so-called equalization, to overcome the contradiction that exists between the interests of the collective as a whole and of the individual worker. Thus, the non - tariff system of labor remuneration was a necessary qualitative measure aimed at eliminating this contradiction.

This OT system implies that the employee's earnings will directly depend on the performance of the organization as a whole, the department in which it is listed, and on the amount of money that the employer sends to the FOT.

In other words, the salary of an employee (for example, a design engineer of a particular category) will be equal to his share in the FOT, which the head has assigned to his entire department.

The non-tariff system of labor payment has the following characteristic features:

1. The level of FOT is in close relationship with the level of wages.

2. Presence of constant coefficients, which reflect the qualification level of the employee and his labor participation in the work results.

As a basis, the non-tariff system of remuneration takes the level of qualification that actually characterizes the productivity of a particular specialist and is assigned to all members of the work collective.

So, for example, there is a division of design engineers into several categories - I, II, III. The question of which group to assign the employee to, is decided by the head of the unit, based on a number of factors - education, experience, etc. Over time, the category of a specialist may change, and according to it, his salary will increase or decrease. Everything will depend on how this particular person manifests himself in the work for a certain period of time.

3) Mixed. In this system, there are simultaneously signs of both tariff and non-tariff systems. In particular, here it is possible to include commission OT, "floating" salaries, dealer mechanism of calculation of payments for work.