Labor rationing methods in enterprises and institutions - legislation, objectives and organization

In order to use the mental potential, physical capabilities, experience and skills of employees with minimal cost, but with maximum return, a whole system has been created. Labor rationing is the process by which an organization determines a plan for the physical or mental costs of an employee in production in order to establish a balanced relationship between an employee's efforts and their remuneration.

What is labor rationing

One of the most important parts of the management of social and labor relations is labor rationing. This concept hides a process during which the physical or mental costs required to perform a certain unit of work by teams or individual specialists are analyzed, and costs are controlled. Analysis allows you to establish the relationship between measures of work and the cost of it. The standards cover main and auxiliary production.

Goals and objectives of regulation

Rationing has several functions and performs more than one task. The process functionality includes the following items:

production planning;
organization of the workflow;
distribution of duties;
evaluation of the performance of individual employees for reward.

Rationing is designed to solve several problems. The main one is to ensure the setting of a scientifically grounded measure of labor costs for all types of work for each employee employed in production or managing it. In addition, the process of forming the regulatory balance solves a number of problems:

identification and use of reserves for increasing productivity;
reducing the cost of finished products;
improving the use of production facilities;
assessment of the possibilities of saturation of the sales market with competitors.

Types of labor standards

Based on centrally developed standards, an enterprise or a company independently formulates its labor standards - the volume of a labor task (for example, the number of parts) that an employee (team) must complete in a certain time. They are designed to reflect the various aspects of work. Currently, the main types of functional significance are the norms:

time;
development;
service;
number;
manageability;
normalized tasks.

Time rate

The working time that is set for an employee (team), taking into account the qualifications and conditions for performing a certain unit of work, is called the time standard. Rationing of working time is measured in man-hours, the calculation of the norm of time for performing work is carried out according to the formula: Нвр = Тпз + Top + Torm + Total + Тпт, in which Нвр is the norm, and the rest of the elements are time:

TPZ - for preparation and completion of work;
Top - operational;
Torm - spent on the maintenance of the workplace;
Totl - spent on rest, personal needs;
Tpt - necessary for technological breaks.

Production rate

To solve production problems, it is important to understand what the production rate is. This is an indicator that sets the amount of products that an employee must make per shift or hour. The calculation takes into account the qualifications of a specialist, organizational and technical conditions. This coefficient can be calculated according to different formulas, Nvyr = Tcm / Nvr is often used, in which:

Nvyr - the rate of production;
Tcm - fund of time;
Нвр is the norm of the time.

Service rate

Another important indicator is the service rate, which determines the number of objects requiring service within a specified time. An example would be the number of machines that a service technician must set up per work shift. A subtype of such a norm is the manageability norm, which is applied to managerial positions. The calculation of the service rate is carried out according to the formula Nob = Td / 1ob, where:

Nob is the rate of service;
Тд - the actual fund of working time;
1ob - the set time for servicing 1 piece of equipment.

Labor standards in legislation

The Labor Code sets out the basic requirements for the regulation of labor activity. The document contains a section "Pay and work rationing", in which there is a section "Labor rationing". The decree of the government of the Russian Federation "On the rules for the development and approval of standard labor standards" of 11.11.2002 reveals the essence of the article. Additionally, a number of documents regulating this issue are used, these include the following:

recommendations of the RF Gosstroy on labor rationing;
order of the Ministry of Construction of the Russian Federation for employees of bath and laundry facilities, ritual services, hotel workers;
order of the Ministry of Culture for the library staff;
recommendations of the Ministry of Agriculture for veterinary specialists.

Labor rationing methods

To a decisive extent, the accuracy of the established value of the expenditure of working time depends on the chosen method of determining the rate. This concept hides a set of techniques for studying, analyzing the processes of labor activity, measuring labor, time costs, identifying norm-forming factors, and so on. Exact research will give an indicator of the rate of labor input, which is necessary and sufficient. All methods are divided into 2 groups: analytical and summary. In Germany, 7 methods have been developed:

timing;
calculation of process time;
method of multi-moment observations;
comparison and evaluation method;
survey;
set time systems;
method of planned time.

Total

When the determination of the required time is carried out as a whole, without analyzing the labor process, norm-forming factors, modeling the effective structure of the labor process, we are talking about a summary methodology. The standardization of work by the summary method has three types:

experienced - personal experience of specialists employed in the field of regulation is used;
static - data is obtained from statistical data;
comparative (by analogy) - information obtained from a similar area with established standards is compared with the work in question.

Analytical

If it is necessary to increase productivity, labor efficiency, an analytical method is used. Its essence lies in the fact that the setting of the norm is carried out on the basis of a comprehensive analysis of the actually existing process. As a result, the optimal methods of performing each part of the work activity are selected. It is customary to distinguish between the division of such a technique into several varieties:

experimental and analytical - the study of the labor process in the natural conditions of production;
computational and analytical - the establishment of indicators according to the standards of the operating mode of machines, the standards of time for certain operations;
use of standard standards.

Rationing and wages

Research shows that within the same industry, work productivity can differ 2-3 times. The key factor influencing the achieved results is wages as the main element of employee incentives. The organization of remuneration at any enterprise involves the development of:

forms, systems of payment for labor activity;
salary systems;
parameters for calculating bonus payments.

On the part of the state apparatus, there is an influence on the regulation of wages. The main factor is the establishment of the minimum wage. The requirements for payment are also regulated in cases where the norms have not been met. If the failure is the employer's fault, then the employee should receive an amount equal to or more than the average wage. If the employee is at fault, the salary is calculated based on the actual volume of work performed. If the reasons do not depend on the employee or employer, then the employee is guaranteed payment of at least 2/3 of the salary.

Forms and systems of remuneration at the enterprise

For each enterprise, the choice of the form and remuneration of workers is of great importance. Depending on the quality, quantity and results of labor, when interacting with rationing and tariff systems, the procedure for calculating earnings is determined. Remuneration is a critical element in motivating, attracting and retaining employees in the enterprise. In practice, two cost accounting systems are used: tariff and organizational and technical, each of which uses meters: working time and the number of manufactured products.

Determination of official salaries

A salary system of remuneration is used for managers, specialists and employees. In accordance with the position held, the official salary for the month is established. Each enterprise has a list of positions and salaries corresponding to them. Differentiation of salaries may depend on qualifications, degree, rank and other characteristics. The payment of managers is stipulated in the employment contract and is called contractual.

Such a payment system may provide for bonus payments for exceeding quantitative or qualitative indicators. The legislation provides for a number of mandatory compensatory premiums and surcharges:

for work in the evening and at night;
for labor activity on holidays and weekends;
underage workers;
for the traveling nature of work.

Development of the procedure for calculating incentive payments and bonuses

Many businesses use incentive payments to reward employees. A bonus is a payment that is given to an employee for achieving a certain result, for performing duties in excess of the basic salary. A bonus system is developed by representatives of the labor and salary department, by the employee development service, and then it is approved by the management. The provision on bonuses is fixed as an independent act or an annex to collective agreements.

The employer has the right to independently develop the procedure for calculating incentive bonuses. While the system may be individual for each case, the following points should be included:

types and frequency of bonuses, payments for personnel;
the results of the work that qualify for the award;
the circle of persons who apply for bonuses;
indicators on which the presence and amount of the premium depends;
rules for calculating payments;
conditions for bonuses.

Who is engaged in the rationing of labor at the enterprise

For large enterprises, a whole staff of employees is involved in the calculation of rationing, and for a small organization, the work of only one person (personnel officer) can be involved, sometimes the introduction of a freelance specialist is required. Engineers for rate setting or process organization (rate setters) have knowledge of industry and cross-industry standards, know the materials by which the organization of work rate setting is carried out in a certain sequence and other subtleties necessary to solve the assigned tasks.

Study and analysis of the cost of working time

Specialists-rationers study workplaces in order to determine the possibility of improving labor efficiency by improving quality or quantity. Using the methods of rationing, they form labor standards for specific positions or work categories. As a result of the activity of a professional, it is possible to eliminate the loss of time, to determine the optimal methods of labor, to build a structure of operations and a sequence of actions, to identify the reasons for non-fulfillment or significant over-fulfillment of norms to optimize production.

Development, replacement and revision of labor standards

When introducing new or improving old equipment, technologies that reduce the labor intensity and workload, it becomes necessary to revise the adopted rules. The reason for the recalculations of the standards cannot be the achievement of a high level of production by individual performers using new techniques, technologies or improving workplaces on their own initiative. The change filing process follows the procedure for introducing standards for the first time in an organization.