How to introduce a new wage system without conflicts with employees and problems with documents. How to transfer workers to a piece-rate wage system

Anatoly, of course you are right, but, mind you, I’m the first about Deming! :)

On the merits of the question, I will analyze your answer:
1) they ruined their professional education, vocational schools, etc. not us, well certainly not me! I am also not responsible for the “tower”. :)

2) about ways to combat costs, your comment falls into the category of, at most, middle management. Just don't be offended - that's the impression she gives.

3) It seems to me that you are in vain throwing stones at Marina (the author of the topic), and she is a top manager. So I no longer see a problem with this at this enterprise.

4) Yes, loading production and rationing it is the task of managers, not workers, and under no circumstances should such a task be transferred to workers! Although no one bothers to consult and discuss this with them.

5) It is also IMPOSSIBLE to deceive - I absolutely agree on this!

Now what I wanted to say:

The whole point of the problem lies in its complexity. Therefore, it will not be possible to give an unambiguous answer, if only because this affects, in addition to the structure of the processes themselves (business processes), such areas of management as psychology, change management and motivation of employees and workers.

In addition, I in no way argued that informal leaders should not be listened to - ON THE CONTRARY, they must be listened to and must be involved in management, even partially, even temporarily. Such leaders must be divided into “adequate” and “irreconcilable”. The first ones should be involved, the second ones should be parted with. The first should be convinced, the second should be excluded; they will only get in the way.

In total, all this results in such a local “perestroika”, where psychology and motivation come to the fore.

Changes in a company always cause fear and wariness among the staff, and then, if these changes are mismanaged, strong resistance from the teams, even leading to revolutionary confrontation.

There are two ways - simultaneous changes, which will most likely lead to a revolution in the enterprise, or gradual ones (this could be half a year or a year, or even more - a clear understanding and patience is required!), which will meet the least resistance. But both will still be “surgical”! One is more, the other is less.

And once again - you can’t introduce a time limit! This is, if not demotivation, then a setback - that’s for sure!

I'll try to roughly explain:

Example 1: Let's take two workers (they are of different qualifications) and put them on two identical machines, both of them have the same part.
By time...
...either the specialist will look up to the beginner - why "tear the navel" if I get the same amount, or work the same amount of time as the beginner...
...do I need to explain further? What will the more qualified one say?

example 2: two “girls” (let’s say different education, age, experience) in the rescue service on the phones - their task is to receive calls. Every hour is paid.

Therefore, as the participants correctly say here:
- time on production! only plays into the hands of the “boobies,” and most likely there are some among these leaders at Marina’s enterprise, and there is a high probability that they are just “irreconcilable revolutionaries”;
- production planning must take into account the standards and time for their development;
- motivation of workers (in fact, the entire team) should (!) be based, after all, on norms, and, perhaps (!), at the same time, take into account the time for their implementation. And, of course, it must be fair and understandable to them themselves - this is certain.

Sometimes the piecework system of remuneration turns out to be more profitable than salaries. Then the employer may decide to transfer workers to new system wages. See how to do it quickly and painlessly.

In some professions, earnings in the form of a salary are unprofitable for the employer. The employee receives the same amount regardless of the number of parts made or users connected to the Internet.

• Important article:

Algorithm: how the piecework wage system is introduced

1. Adjust local regulations. To change the wage system for all or part of the employees, make changes to the PVTR, wage regulations or other similar regulations. Assign the category of workers with piecework wages, indicate the prices.

2. Conduct explanatory work. Prepare employees for changes in such a sensitive area as compensation. Don't just give documents to sign. Let management talk about the reasons for the changes and the procedure for transferring to the new system. Give employees the opportunity to discuss their concerns and clarify details of changes with a management representative at any time. This will reduce tension and reduce the risk of complaints to the State Tax Inspectorate and the court.

3. Conclude an additional agreement with piece rates. Terms of payment - required condition employment contract. Therefore, it is impossible to do without an agreement to change it. It specifies piece rates. They can be drawn up as an annex to the employment contract. If there are a lot of prices, make a reference to the local regulatory act in which they are enshrined.

4. Notify employees 2 months in advance if you have not agreed with them. If employees do not sign the agreement in one day, use Art. 74 Labor Code of the Russian Federation. Documents must confirm organizational or technological changes. Give notice 2 months in advance, and in case of disagreement to work under the new conditions and refusal to transfer, workers can be dismissed with 2 weeks of benefits.

In some professions, earnings in the form of a salary are unprofitable for the employer. The worker receives the same amount regardless of the number of parts made or users connected to the Internet. Then the employer may decide to transfer workers to a piece-rate wage system.

To change the wage system for all or part of the employees, make changes to the PVTR, wage regulations or other similar regulations. Assign the category of workers with piecework wages, indicate the prices.

Conduct outreach

Prepare employees for changes in such a sensitive area as compensation. Don't just give documents to sign. Let management talk about the reasons for the changes and the procedure for transferring to the new system. Give employees the opportunity to discuss their concerns and clarify details of changes with a management representative at any time. This will reduce tension and reduce the risk of complaints to the State Tax Inspectorate and the court.

Enter into an additional agreement with piece rates

Terms of remuneration are a mandatory condition of the employment contract. Therefore, it is impossible to do without an agreement to change it. It specifies piece rates. They can be drawn up as an annex to the employment contract. If there are a lot of prices, make a reference to the local regulatory act in which they are enshrined.

Notify employees 2 months in advance if you have not agreed with them

If employees do not sign the agreement in one day, use Art. 74 Labor Code of the Russian Federation. Documents must confirm organizational or technological changes. Give notice 2 months in advance, and in case of disagreement to work under the new conditions and refusal to transfer, workers can be dismissed with 2 weeks of benefits.

Hello! In this article we will talk about piecework wages.

Today you will learn:

1. What is piecework wages and where is it applied?
2. What types of piecework wages exist;
3. What are the prerequisites for transferring to piecework wages;
4. Advantages and disadvantages of this type of payment.

One of the most important aspects of an organization labor activity in a company – choosing the form of monetary remuneration for employees. We are most familiar with the time-based form, when salaries are calculated depending on the salary and the number of days worked. However, such a scheme is not suitable for many types of activities where it is extremely important for the employer to motivate the employee to increase productivity, and also where it is possible to keep quantitative records of the work performed. Then another common form is used – piecework wages.

What is piecework wages?

Piece wages – This is a type of monetary remuneration for an employee where his earnings directly depend on the units of production he produces or on the volume of work performed, provided that the result of his work can be calculated and the quality can be tracked.

• Download a sample piecework wage agreement

For most types of work, only one of two forms of payment is possible. For example, administrators, doctors, accountants, security guards, and teachers are on temporary duty. Piecework wages are typical for such professions as turner, welder, taxi driver, and member of a repair team.

However, there are often cases when, to further motivate an employee, an employer uses a calculation procedure that is characteristic of both forms. The employee is paid a monthly fixed salary, most often small but guaranteed, so that the employee has something to live on in case of the “off season”. In addition, the employee receives payment per unit produced or a percentage of sales.

Example.

In many clothing or electronics stores, where sales volumes largely depend on the active work of the sales assistant, the company, in addition to the salary, may pay him a certain percentage of the cost of the goods sold. Owners have long come to the conclusion that using the carrot of a monetary reward is much more effective than threatening them with the stick of dismissal for being idle on the sales floor.

Concepts inextricably linked with the word “piecework” Production rate

- the number of units of products established by the company that must be manufactured within a certain time frame. Usually they talk about hourly, daily and monthly norms. Tariff rate (salary) – minimum guaranteed monthly wage this level

qualifications. Indicated in . The salary is only part of the salary, which, in addition to the salary, may include all kinds of bonuses and social benefits. Price - this is the amount of earnings for one unit of work performed or products produced. Calculated via ratio tariff rate

to the production rate. Tariff schedule

- tariffication of wages based on the complexity of the work and the qualifications of the employee. There are ranks or categories (for example, engineer of the first category or piece worker of the 5th category).

Calculation of piecework wages

Let us give two examples of such calculations. Example 1. Daily rate of processing parts for milling machine

The piece rate is calculated by dividing the daily tariff rate by the daily rate for parts:

R = 1200/120 = 10 rubles/pcs.

In this case, the monthly salary of the master will be:

Z = 10*2400 = 24000 rub.

Example 2. The calculation looks somewhat different when the standard determines not the number of products, but the time period.

The time limit for using the machine is set at 30 minutes per operation. The hourly tariff rate is 150 rubles. During the month, the employee performed 600 operations.

We calculate the piece rate:

R = 150*30/60 = 75 rubles/operation

Monthly earnings will be:

Z = 75*600=45000 rub.

Types of piecework wages for workers

The existence of several types of this payment is explained by the various specifics existing works, where piecework payment is applied.

Let's look at its main types with examples:

The procedure for transferring to piecework wages

An enterprise can switch to piecework wages if the necessary prerequisites are met:

• Well-established accounting of manufactured products or services provided;
• Presence of an uninterrupted supply of materials and everything necessary for work;
• Effective quality tracking;
• Developed logical tariff systems and local standards;
• The ability to take into account quantitative data on the performance of each employee separately;
• The existing need at this level of company development is to increase the level of production (sales) many times over.

Conditions for piecework wages are indicated in individual and collective labor contracts, work acceptance certificates, work orders, as well as in the Regulations on remuneration. The latter is understood as a normative act that is valid only within the enterprise, which stipulates the procedure for calculating wages, the timing of payment of remuneration to employees, the rules for paying bonuses and allowances.

When approving such a document, the employer proceeds from the financial capabilities of his organization and also takes into account the norms of the Labor Code.

All important information must be written down in Employment contract, preferably in as much detail as possible.

Advantages and disadvantages of piecework wages

If an employer transfers his workers to piecework, he must be prepared for some difficulties. However, the advantages of this form are also undeniable.

Let's look at them:

There is no ready answer as to what form of wages or what type of piecework will be best. Everything is very individual and, above all, depends on the type and conditions of the organization’s activities. The same system can work differently in two teams. It seems to us that only with experience, through trial and error, will the employer be able to develop the necessary scheme of monetary motivation for his employees.