Organization of payment

Organization of labor remuneration of any enterprise consists of three components, closely related to each other. These include rationing labor, the tariff system, as well as various forms of remuneration for personnel involved in the production of products.

Salary for employees is a stimulating factor, which makes it possible to increase the staff's interest in the greatest efficiency of the technological process. A worthy reward of the labor contribution of the team allows to increase the creative potential of each employee and affects the acceleration of the rates of social and economic development of society.

Normalization of wages contributes to the establishment of reasonable values of its costs. These values are used to analyze the results of labor. Applicable norms are basic indicators. They are used to reward and reward the employee. These values take into account the contribution of each member of the collective to the overall results of labor. An economically sound organization of rationing and remuneration of labor contributes to the establishment of an equitable remuneration for the contribution of each employee to the output of finished products.

A more accurate accounting of the quality and quantity of personnel participation in the production process is applied under a certain procedure for calculating the salary. It is used for different categories and groups of workers according to the developed systems and forms of payment.

The organization of labor payment at the enterprise in market conditions is carried out with the condition of observing a number of basic principles:

- the dependence of the salary on the quality and quantity of the invested labor participation, provided that the money resources being remuneration for the time worked are to be earned by the enterprise;

- stimulation of individual workers in the form of material incentives;

- Increase the level of remuneration of the team with increasing productivity;

- increasing the importance of bonus payments, depending on the amount of income received by the enterprise;

- Improvement of the approach to the evaluation of the work of management and specialists, which must be directly dependent on their initiative, the deadlines for accomplishing tasks, and the effectiveness of decisions taken;

- Achievement of an optimum parity of levels of a payment of workers and employees, and also administration of the enterprise;

- the availability of an understanding of the construction of material remuneration for the time worked.

Organization of labor remuneration in the presence of market relations has great opportunities for manifestation of economic independence for any enterprise. Companies with different forms of ownership have the right to introduce a tariff system, which they developed independently. The only restriction is the minimum wage set at the state level. Tariff remuneration of any enterprise should not exceed this amount.

The organization of labor payment for a business entity must:

- determine the systems and forms of remuneration for the time worked;

- include surcharges for the combination of posts (occupations), as well as for the expansion of serviced zones;

- for each individual category of employees to provide allowances;

- To establish official 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 produce approval of provisions relating to the calculation of bonuses to employees.

Organization of labor remuneration is of paramount importance for increasing the efficiency of the enterprise. It should orient the labor collective to the final indicators of the technological process, save resources and maximize the quality of the products.