Various compensation systems
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There are two main compensation systems: time rate and piece rate. Time rate pays workers based on the hours worked at an hourly rate, while piece rate pays workers based on their output or number of pieces completed at a predetermined rate per piece. Some key differences between the two systems are: time rate considers attendance time as the significant factor and can provide overtime pay at a higher rate, while piece rate considers production as the key factor. Time rate uses a formula of hours worked multiplied by the hourly rate to calculate earnings, while piece rate uses units produced multiplied by the piece rate. Time rate is more suitable when work cannot be easily measured by output, while piece rate works best for repetitive tasks where output can be accurately counted. Time rate
Various compensation systems
- 1. Various Compensation Systems There are basically two compensation system viz. Basis Time Rate and Piece Rate. Theses two systems are devised to make payment to workers of different skills, efficiency levels. Its is meant for making payment, which should adequate compensate the worker for his efforts. The Compensation System Time Rate Piece rate Indirect Bonus Profit sharing Mone tary Incentive 1. Time Rate System: This system is divided into three categories. Time Rates Ordinary level High Wage Level Graduated Time Rates Ordinary Level: It is calculated on time (daily, monthly, weekly etc.)The formula for calculation of salary is Rate per hour X Hours worked = Earnings (RPH X HW=E). High Wage Level : It is calculated on hourly basis put over time is not paid. The formula for calculation of salary is RPH X HW = E Graduate System:
- 2. Payment : the basis is linked with dearness cost of living. The index of cost of living is varying and that is considered for calculating the remuneration. Formula: Basic Salary is Rs. 2,000/- and Cost of living Index (D.A) is 100% then, Rs 2000+100% of Rs 2000 as cost of living is added, thus total remuneration is Rs. 4000/-. It after 6 months, cost of living index change 15%. Then basic salary + 150% of basic salary i.e Rs 3,000/will make it Rs, 5000. 2. Piece Rate/ Payment Rate ( Payment by Results) System of Piece Rate ( Payment by Results) Straight Piece Rate Rate Piece & Time Combination Taylor System Differential Piece Merrick System Gantt Task System Straight Piece Rate: Payment : Flat rate is applicable per unit, which is predetermined. The time spent is not considered. Formula: PPR X O = Earnings. Piece Rate and Time Rate Combinations: Payment: It is a dual rate system, designed to perfect inefficient workers. The worker is ensured to get the mi9nimum payment. If the payment is calculated on the basis of piece rate guarantees and number of pieces fall below the minimum wages guaranteed, he is paid by time Rate. Differential Piece rate:
- 3. Payment: In favour of piece rate system, minimum wages were assured. However, under this system, instead of combining time-rate and piece-rate, there are dual rates for different efficiency level. The purpose behind keeping high piece rate for higher efficiency is as the level of production increases, the cost per unit falls. 4. Bonus: Bonus is given by the company to their employees as a reward. It is been fixed by the government i. e 8.33%. Bonus encourages the employees to work hard. It is a motivating factor for the employees to improve their efficiency. 5. Profit Sharing: Profit Sharing is the most motivating factor. When the company makes profit it gives some kind of share to their employees as a Annual increment. This helps to motive employees to work hard and get more increment. 6. Indirect Monetary Incentive : Indirect Monetary Incentives like traveling allowance, HRA, Dearness allowance, medical facility, etc are very motivating for the employees. Q4b. Distinguish between of Time rate and piece rate system. Ans.4b. No. Particular Time Rate System Piece Rate System 1. Definition When the payment of wages is made to employees irrespective of the production the system is called Time Rate System. When the employee is paid on the basis of output/units produced/completed and predetermined rate for the same irrespective of spent for the work is called piece rate
- 4. 2. 3. 4. Significant factor Additional payment component Formula 5. Pre-requisite 6. Suitability Industries 7. Work nature 8. Workers a. Literary level b. Skill c. Need of managerial ability d. Creativity e. Tenure f. Job Satisfaction g. Responsibility Incentive paid by Benefits Cost 9. 10. 11. Attendance time Overtime at higher rate Hours worked x rate per Hour= Earning (HW X RPH = E) The work is of the nature, which cannot be measured, in quantitative terms, e.g. Preparing engineering drawing of a job. Supervision of the wok. to Performance is not possible to measure accurately. Where jobs involves art and skill, like ornament making, fashion designing, furniture making etc. To be performed with machines and equipments, without intervals system. Production /Output Additional output at higher piece rate Units produced x Piece rate = Earning (UP X PR = E) The work should be measurable in quantitative terms. E.g. winding of transformers, packing articles in plastic bags. Where precisely the work can be measured. Where the job is to stereotype nature ( Assembly of parts). Generally intervals. manually, with High Highly Skilled Low Unskilled Low Higher tome rate Of all these High cost, fixed cost High rate for additional output Very low Low cost, variable cost