INTRODUCTION

The organisation of a payment and formation of its level make a basis of sociolabor relations in a society since they cover interests of all participants labour процесу. Any changes in a payment, influence on reach all members of a society, and also on the most important macroeconomic indicators.

The work organisation has difficult structure at the large industrial enterprises. Modern systems of the organisation and a payment develop or towards simplification, or complication: the account is entered a considerable quantity of criteria, parametres, the factors, accompanied by calculation under difficult formulas.

Transition to market relations has changed economic essence of a payment at different levels of its organisation, including and the enterprises. New conditions give the chance to offer the enterprises new methods of the decision of problems in the field of a payment.

THEME’S ACTUALITY

The payment organisation is one of key problems in modern economy of Ukraine. The wages was one of the primary factors providing effective system of material stimulation of workers and forming the motivational mechanism of labour activity at all stages of development of economy. On the successful decision of this problem in many respects depend both production efficiency increase, and growth of well-being of the people, a favorable socially-psychological climate in a society. The urgency of the given work consists that the question of the organisation of a payment is essential at the enterprise. The payment is the basic tool of increase of efficiency of work of workers.

COMMUNICATION OF WORK WITH SCIENTIFIC PROGRAMS, PLANS, THEMES

Qualification master’s work was carried out during 2009-2010 years according to scientific directions of the chair «Personnel Management and Labour Economics» of Donetsk National Technical University.

PURPOSE AND RESEARCH TASKS

The purpose of the given work is working out of new model of a payment for effective stimulation of the personnel at the enterprise. Achievement of the given purpose is carried out through the decision of following problems:

1. the analysis of a payment of the administrative and managerial personnel;
2. the analysis of existing system of payment and work stimulation;
3. the analysis of fund of a payment;
4. research of satisfaction by quality of a labour life;
5. research of communication of wages with carried out functions of workers;
6. working out of recommendations about perfection of system of the organisation of a payment of the administrative and managerial personnel.

Object of researches is the state enterprise «Mine №4-21».

Subject of researches is the payment organisation at the enterprise.

Methods of researches are the analysis, synthesis, the system approach, abstraction.

THE SCIENTIFIC NOVELTY

Scientific novelty of work consists in working out of new model of a payment which will be directed on fair compensation and motivation of the administrative personnel. The given model covers some foreign systems of a payment, basic of which the grade's system is.

PRACTICAL IMPORTANCE OF THE RECEIVED RESULTS

The practical importance of work consists that conclusions containing in it, the recommendations, systems of a payment concerning a choice, can be used at the enterprises.

1. THE PROBLEM OF DEFINITION OF ESSENCE OF THE PAYMENT

The payment is one of the basic economic categories, uniting interests of workers, businessmen, the states in a direction of satisfaction of public requirements. Level, dynamics of a payment, the mechanism of its formation directly influences a standard of living and social state of health of the population, a production efficiency, dynamics of economic growth.

The essence of wages in the conditions of market relations should be considered, proceeding from following positions:

1. the wages are the economic category reflecting the relations between the proprietor of the enterprise (or its representative) and the hired worker concerning distribution of again created cost (income);
2. the wages for the hired worker are its labour income which it receives as a result of realisation of ability to work and which should provide objectively necessary reproduction of a labour;
3. the wages are the compensation calculated, as a rule, in money terms which according to the labour contract the proprietor or the body authorised by it pays to the worker for the performed work;
4. the wages are the element of a labour market acting as the price on which the worker sells the labour;
5. the wages for the enterprise are an element of expenses for the manufacture, included in the cost price of production, works, services, and simultaneously a major factor of maintenance of a material interest of workers in achievement of high end results of work.

In the given section terms and concepts of wages, realisation of functions of a payment, main principles of the payment, traditional forms and payment systems, kinds of material encouragement of workers are considered.

2. ADVANTAGE OF GRADE'S SYSTEM FOR THE ENTERPRISES

The wages - this is the main part of the funds allocated to consumption, which is the share of income (net production) depends on the outcome of the collective and distributed among employees in accordance with the quality and quantity of labor expended, the real labor input of each and the size of the invested capital.

The wages structure is the ratio of the total wages of its constituent payments made each separately or arranged into a certain way. The most common wages structure identify the following benefits: basic wages (salary), bonuses and remuneration, allowances, bonuses. Payments are not directly related to the results of labor or labor inputs (compensation) and other payments are called Benefits (fig. 1).

Figure 1 - The structure of wages

The payment system plays the important role in management of the personnel. It is difficult to find such universal method of a payment which would consider interests and the employer, and the worker. Construction of grade's system allows to establish fair salaries to employees according to their official categories, and also to finish level of wages of the enterprise to an average market (fig. 2).

Figure 2 - The structure of wages after the introduction of grades

Grading is a system of procedures on carrying out of an estimation and ranging of posts in which result of a post are divided into groups, or, grades, according to their value for the company.

Grade is a group of posts possessing approximately identical value for the company. The quantity of grade can vary from 5-7 to 20. The certain size of the salary, or «a plug of salaries» corresponds to everyone grade. The size of the salary can periodically be reconsidered, but the system of grades remains invariable.

The grade's system has appeared for the first time half a century ago in the USA by request of state structures which wished to understand, how many it is necessary to pay to officials of one professional level, but performing different work. As a result the universal system which considered a number of factors which it is possible to name compensatory factors as material indemnification depended on them for a certain post has been developed.

There are many methods of estimation of works, but almost all of them are derivative from six basic methods which can be divided into two groups: quantitative and unquantitative (fig. 3).

Figure 3 - Methods of estimation of positions

Unquantitative methods

At application of unquantitative methods are not used exact numeric data for the estimation of types of works. To each of them relative (index) position is appropriated in the valued hierarchy. Named also the estimation of work "on the whole" unquantitative methods determine the relative value of different types of labour taking into account complete maintenance of all work.

Quantitative (factor) methods

Essence of quantitative methods consists in that at their application one factor is estimated after other, and in the total work is examined in its different aspects. It is done by comparison of factors, ranging on the basis of these questionnaires (in which to each of components of work the certain amount of marks is appropriated), and also with the use of mark-factor matrix. Every method is estimated by maintenance of working as the way of pofaktornogo comparison, that as a result gives a numerical great number ("weight") for every position, importance of it for a company.

Experts in work estimate construction of system of a payment on grades as the most effective from all points of view. The grade's system, is based on correct mathematical calculations, its working out is labour-consuming enough also takes about one year at the large enterprise. This system is easier developed for the average and small-scale business enterprises, it is possible not to go deep into difficult mathematical calculations.

In the given section the original method of a payment – grade's system, its cores adventages and lacks, kinds grades, difference of grade's system from a tariff payment, stages of introduction of the given system is considered.

3. IMPROVEMENT OF SYSTEM OF THE ORGANIZATION OF THE PAYMENT OF THE ADMINISTRATIVE AND MANAGERIAL PERSONNEL

In the given section the analysis of wages of the administrative and managerial personnel, the analysis of a wages fund and a condition of existing system of the organisation of a payment at the enterprise, methodical and practical recommendations about perfection of a payment of workers is carried out.

Labour productivity level it is necessary to consider the analysis of use of a manpower in a close connection with a payment at the enterprise. At labour productivity increase level of its payment raises. Thus means for a payment are necessary for using so that rates of increase of labour productivity advanced rates of increase of its payment.

Payment fund concerns: the basic, additional wages, other compensatory and incentive payments. Problems of the analysis of fund of a payment is the regular control over wages fund use; revealing of possibilities economy means at the expense of growth of productivity and decrease in labour input of production.

One of the major problems of market economy all over the world is the problem of regulation of a payment of heads. The workers having in the submission of experts, employees and workers concern heads. It is the numerous group making to 25 percent of an aggregate number of experts and employees.

During the modern period, in the conditions of economy and manufacture destabilization, in Ukraine sharply there is a problem of definition of the labour income of the director at the conclusion with it of the labour contract (contract).

Estimation of productivity of work is one of functions on management of the personnel, directed on definition of level of efficiency of performance of work by the head or the expert. It characterises their ability to make direct impact on activity of any industrial or administrative link.

In a general view the result of work of the worker of management personnel is characterised by level, or degree of achievement of the purpose of management at the least expenses. Thus the important practical value has correct definition quantitative or the quality indicators reflecting ultimate goals of the organisation or division.

CONCLUSION

As a result of research work materials on the questions connected with a theme master's work have been collected and studied. Applied methods of perfection of the organisation of a payment at the enterprise have been investigated. Merits and demerits of existing systems of a payment have been revealed. As result problems, unresolved in these directions, possible ways, methods of their perfection have been defined. On the basis of results of the analysis the direction of own researches in the field of a finding of model of a payment for effective stimulation of workers has been chosen. Theoretical and practical recommendations about improvement of system of the organisation of work at the enterprise have been offered.

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TOP

At writing of the given abstract a master’s work has not been finished yet. Date of the work’s final end is on December, 1st, 2010. Full text of work and materials on a theme can be received from the author or her supervisor after the named date.