The main function assigned to the system of remuneration for labor is to stimulate the production relations of employees of a business entity in order to direct them to fulfill the organizationās strategic plans. In this case, the material interest of employees will be one of the elements of the effective activity of the enterprise.
The traditional remuneration system is based on determining the size of the salary due to this employee and the complex of material and social benefits. The value of this indicator is set depending on the value of the employed place, as well as on its market value.
The new wage system delimits employee remuneration into two groups. The first of these includes payments of a guaranteed nature. They are accrued to the employee for the direct fulfillment of his duties, which are assigned to him according to the position. The second group includes incentive payments . Their value is directly dependent on the quality, as well as the efficiency and effectiveness of the employee. Moreover, the size of payments related to the incentive share of wages is not limited by anything.
The new wage system has a certain structure of the remuneration fund for professional activities, consisting of three main elements. These include:
- the base part, which is the value of the salary or salary rate;
- payments with compensatory nature;
- remuneration in order to stimulate the activities of the employee.
The value of the base part is intended to serve as payment to the organizationās employees for the performance of the work that they are engaged in according to their labor duties, fixed in an agreement with the employer, as well as recorded in job descriptions and other documents. For an activity outlined in a certain circle, a person has the right to receive a salary or wage rate. At the same time, according to the Labor Code of the Russian Federation, the requirements for an employee to perform labor duties that are not included in his job description are illegal. This work can only be performed with the consent of the employee. At the same time, it is necessary to accrue additional remuneration.
The new system of remuneration regulates the establishment by the head of the institution of a salary or a rate of material compensation. At the same time, his professional training, as well as the qualification level, should be taken into account. Both complexity and scope of work are taken into account.
The new wage system is implemented on the base salaries established by the Government of the country. This provision is recorded in the one hundred forty-fourth article of the Labor Code of the Russian Federation. Moreover, remuneration for the work of state and municipal employees should not be lower than the base rates or salaries, which are approved by the Government of the Russian Federation.
The new teacher remuneration system provides for the division of the school budget into two components. One of them is the base part, the other is stimulating. Teachers receive remuneration for all types of their activities, and not just for the number of lessons they taught. Thus, the new wage system has established a connection between the teacherās salary, the quality of his classes, and also work outside school hours. The stimulating part of the budget is an incentive in the form of a material increase in the salaries of worthy teachers. The size of these payments directly depends on the quality of the teacherās professional activity.
The new wage system in healthcare additionally provides for compensation payments. They are charged to doctors for combining professional activities, overtime work, harmfulness, etc. The new system directs health care workers to improving the quality of services provided.