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forms of payment personnel specialists Kaufmann /-frau IHK
wages, Forms
We distinguish the time-rate, the piece rate, the wage premium and the sumlohn pen. Piecework, bonus pay and workload are known as performance pay wages.
time wage
time when wages are paid a certain wage rate per unit time. The time wage as a form of remuneration is appropriate when there is no incentive to be given a high work rate, for example, because of fast work, the accident risk increase or diminish the quality of the service. Moreover, the time-rate appropriate if the worker can not influence the pace of work and if the work leads to in-consistent performance, such as in planning or organizational and artistic activities.
The advantage the time salary is its simple computation. A disadvantage may be that workers have no incentive for Receive more benefits.
piecework, chord and chord capability maturity
The piece rate depends on the rate of wages by the amount of power generated. To introduce piece-work, the work must be capable of chords and chord mature.
A work is chordal capable if
its course in a previously known or determinable way is repeatable,
work performance is measured in time,
and the results are the volume's scope.
A working is chordal ripe if it is free from all defects that may impede work flow are regulated. The workflow must therefore trouble free . In addition, the work of workers must be adequately controlled .
piece rate, time and money chord chord (piecework)
when piecework is a sum of money for a specific performance shall be set. The piece rate results when money chord from the multiplication of power chord set amount of time. Vision of the workers at piecework is as many pieces create.
The Time piece, the worker for his performance a particular target specified in minutes. If this default value is again a factor of certain money per minute (minute factor) assigned. Vision of the worker in cash chord to is faster to be each .
Sometimes used in the calculation of standard time the so-called De-zimalstunde the minutes instead of 60 100 so-called decimal added.
time chord benefits
The time chord of the money chord (play chords), the following advantages: Once the worker can control his level of performance continually by comparing its time required with the standard time. Second, you can disconnect the NEN time chord clearly between External and internal influences. Wage page as off-the-influence is expressed by the money factor, the internal side is expressed by the timing.
Piecework: piecework rate
The piecework rate is given by collectively the guaranteed minimum wage plus a piece of usually charge 15% to 25% of the minimum wage.
Piecework: set time, system of predetermined times
The standard time is divided into three components: the basic time, recovery time and the distribution time. The base period is the time that is required for normal performance for a given job. The recovery time is used for regeneration. The distribution time can turn into two components be broken down and that in the factual and the personal distribution time. The material distribution time is the time, caused by disturbances in the workflow. The personal distribution time is caused by personal needs.
analyze systems of predetermined first time the movement of certain activities (Hinlangen, gripping, releasing, etc.) and then arrange these elements of motion at times. Such systems can help to determine the standard time.
group chord
group is the common chord pay more workers. First is - according to the single chord - the wages of the group noted. Then it must pay fairly. Here you can help with equivalence points.
premium pay
The award consists of a high-wage independent part, the basic wage, and a performance-based Premium. The following premiums are, for example, in the usual practice: quantity premiums paid when a predetermined target amount per unit time is exceeded. premium quality paid when power factor Lei, such as committee or finishing at a certain per-centage remain. savings premiums if absenteeism and training costs are reduced below a predetermined level, or Supplies can be saved. date premiums be held for delivery dates. use premium if the education of use of resources is improved.
differences of piecework and premium pay
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The wage premium, there is a dichotomy in base salary plus bonus. The piece rate does not know such a dichotomy. The wage premium can also pay more qualitative benefits, while the piece rate will only quantitative services to bear. Due to the premium pay can also intelligence and character benefits are paid. When wage premium is the risk of earning less decreased compared to pure chord. The bonus is it's only for a power increase in reducing power is not a deduction. The wage premium is based on each service, a premium , To give the piece rate refers to the normal output.
workload wage ("monitored time wage")
A hybrid of time wage and piece rate wage represents the workload dar. It includes a fixed basic salary and this is reminiscent of the time-rate. It also contains a stint reward for a task to be created and this is reminiscent of the piece rate. The difference is that this workload is previously agreed . Between employee and line manager must get it enter into an agreement which workload can be expected from employees. If it is then observed in retrospect that an employee has not managed his workload, then the no impact on the workload consideration. But for the next
billing period are due to the power deviation defined workload or workload pay again. You could pay the workload Thus, as the monitored time wage "mean.
workload wage, meaning
What is the meaning of this form of remuneration? Both the piece rate, as with the wage premium is the amount of performance-based remuneration for work appeared first "after work". In other words, they are based on the past. The workload will pay for a expected performance paid in the future . This performance is not achieved within a billing period, there is no deduction, but an adjustment again for the next billing period. It is therefore a form of remuneration with performance-based elements, but at the same time - at least for the current billing period - with the character of a fixed salary. The goal here is not a permanent increase in performance, because this is not always appropriate. It is in this form of remuneration rather of that firm Pensen be met regularly.
workload wages, benefits for the employer
For the employer, the workload wage advantage that fewer disputes over performance standards There, as the piece rate, because the effects occur only for the worker delayed. The workload wage is especially for him, an advantageous form of remuneration, if he wants to reach the employees with a moderate regular power output and not a permanent increase performance-tion.
disadvantages arising from the fact that the measurement of workload is not always a triple and it is therefore difficult to reward quality objectives in the form of a quota wage. Also, such a pay system requires in practice a spe-cial computerized billing. The demands on managers are high, as may need to be readjusted after each payroll period the Pens. There are issues of pay, it must be included the works council (§ 87 (1 ) No. 10 & 11 WCA).
workload wages, benefits for the employee
The workload is the employee wage security for the next billing period. He is not motivated to a permanent power increase, but rather the constancy and regularity. Disadvantages can arise when the employee screwed his workload too high and exposed to great pressure to perform. Employees who need the immediate incentive feel, perhaps with the piece rate better.
Inspirations Quote
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"What do you decide that you will succeed,
and the light shines on your ways. & ldquo ;
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