Labour

1
Labour
2
The main idea of the productive process
3
Regulations determining human labour management

• The process of the human labour management in the
  firm is
• determined with various regulations
• External
• Labour Code and other various laws, government
  decrees etc.
• The intra-plant regulations
• these regulations delimit
• Criteria of the human labour evaluation (the
  qualification catalogues of the professions)
• Wage regulations
• Authorities and duties of the human labour (the
  organisation manual, the working regulations)
• Contractual settlements
• Between employees and employer (collective
  agreement)
• Between employee and employer (contract of work)

4
The labour classification

• Human labour
• The use of physical and intellectual abilities of
  particular employees in the
• productive process or in the activities connected
  with the assurance of the
• productive process
• Classification of labour
• Workers
• Workmen
• Workers (we use especially their manual skills
  and abilities)
• Productive workers
• they partake on the production directly, their
  work becomes the important part of the final
  production
• Non-productive workers
• they partakes on the production assurance

5
The labour classification

• Workmen (we use especially their intellectual
  skills and
• abilities)
• Technical workmen
• in the case of structural production they ensure
  the production from the aspect of technical
  requirements for the productive process (workmen
  at the production preparation, site engineers,
  etc.)
• Economical workmen
• they partake on the production with the assurance
  of economic needs of the firm (economists,
  accountings, economists of building orders, etc.)
• Senior managers
• they assure the production from the viewpoint of
  organisation needs of the firm, their main
  activity is connected wit the management of all
  processes in the firm

6
The labour evaluation

• The ways of labour evaluation in the firm
  involves two
• steps
• Assignment of the requirements for the human
  labour
• Own evaluation
• Assignment of the requirements for the human
  labour
• In the case of worker it concerns especially
  about the productivity and quality of his work
• In the case of manager on various levels is to
  assign this requirements quite harder, because
  the activity of this kind of employee is more
  general then in the case of worker
• Its possible to define required activities,
  harder it is to describe required quality of work

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The labour evaluation

• Own evaluation
• to compare the human labour with the certain type
  sample
• type sample is assigned in advance according to
  the elected requirements for the each employee or
  better for each kind of the work activity
• workers, when we are able exactly to assign the
  required form of output of work
• individual evaluation
• it is necessary to implement the analysis, where
  we compare the firms needs required on the
  employee and the ability of each employee to
  provide these services
• employees on the higher levels of firms
  management

8
The labour remuneration

• The system of labour remuneration involves two
  parts
• wages
• voluntary pleasures on part of the firm
• Classification of wages
• Classification of the wages according to the
  character of activity
• Time wage
• Task wage
• Combination
• Classification of the wages according to the
  structure
• Basic wage
• Individual wage
• Classification of the wages according to the
  compulsory payments followed from the legislation
• Gross wage
• Net wage

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Classification of wages

• Classification of the wages according to the
  character of activity
• Time wage
• human labour is remunerated according to the time
  usage
• hour wages
• daily wages
• weekly wages
• month wages
• Task wage
• it is remuneration according to the amount of
  produced work, that means the workers are
  remunerated according to work they produce
• there is in advance assigned the wage connected
  with production of unit of production and the
  whole wage is established according to the
  produced amount. This wage could be calculated
  for
• individual the wage is calculated for certain
  worker according to the his production quantity
• working group the wage is established for whole
  working group and later divided according to the
  inner rules
• the delivery, fitting task wage there is a sum
  of money intended for wages of certain delivery
  of e.g. civil work and the wages are divided
  among the workers in dependence on the each
  person share on the whole delivery and the price
  of his work
• combination it is a remuneration partly in the
  time wages and partly in the task wages

10
Classification of wages

• Classification of the wages according to the
  structure
• basic wage
• this is the wage that belongs to the employee
  according to the contract of work concluded
  between employer and employee (remuneration for
  performances or for the quantity of the
  performance)
• individual wage
• it is a remuneration for next performances that
  are not evaluated in the basic wage. It involves
• the wage incentives it remunerates increased
  performances (e.g. the personal evaluation, bonus
  and premium, the rates on the firms economical
  results)
• refunds of wages holiday-leave, other
  impediments to work
• additional and premium pay overtime work,
  holiday, working in bed conditions, etc

11
Classification of wages

• Classification of the wages according to the
  compulsory
• payments followed from the legislation
• It concerns about payments of the income tax,
  charges into the social and health funds
• We recognise
• Gross wage
• the sum of basic and individual wage
• Net earnings
• the wage after the reduction of the compulsory
  settlements from the wage
• Income tax
• Health insurance (4.5 from the gross wage)
• Social insurance (8 from the gross wage)
• Sickness insurance
• Retirement income insurance
• Unemployment insurance

12
Voluntary pleasures provided with the firm

• The firm can to its employees provide following
  voluntary pleasures
• Health care
• the firm ensures and covers the preventive check
  ups, the firm contributes for spa, the firm
  ensures the conditions for the increasing of the
  working safety
• Catering
• firm can contribute from its sources for the
  catering in own or in the foreign eating places
• Living
• the firm can help to its employees to find or
  obtain the living with the providing of the
  firms flats, loans, ex-interest loans etc.
• Superannuating scheme
• besides the compulsory payments into the social
  funds the firm can provide voluntary payments to
  improve employees situation

13
The basic factors that can influence the creation
of the wage in the firm

• Working function
• each working function is connected with certain
  way of creating of a wage and the creation of
  particular wage depends on the character of the
  work
• The workers performance and behaviour
• in the case of determinable profession the wage
  is assigned according to the producing of
  determined amount of work,
• in the case of indeterminable profession the wage
  depends on individual filling of working duties
• The situations on the labour market
• according to the demand for the labour the wages
  vary
• in the case of low demand the wages decrease, in
  the case of higher demand for the labour the
  wages increase.

14
Basic factors, those have the influence over the
working performance

• Personnel option
• it is connected with the receiving of new workers
  and the other activities connected with personal
  management
• the firms managers try to find right person for
  the corresponding working position, this could
  help to ensure efficient production
• Working conditions
• the working conditions are very important for
  every employee, we have to take care especially
  about following working conditions
• the work organisation
• working hours the duration and the layout in
  time (rozložení v case)
• the organisation of the workplace the
  arrangement of the labour and of the working
  machines and machinery, the time arrangement of
  works
• business climate the relations between
  employees, the relation of each employee to the
  firm, the behaviour of the firm management in the
  face of the employees etc.
• Voluntary firms pleasures
• The remuneration for the work

15
Costs for the labour power in the firm

• Wages and compensations of the wages (in the case
  of holiday-leave etc.), this group of costs
  create about 70 from the total costs for the
  label
• Firms payment into the fund of social and health
  insurance, the amount is assigned according to
  the legislation
• Health insurance (9 from gross wage of the
  employee)
• Social insurance (26 from gross wage of the
  employee)
• Social costs these costs arise in the case that
  the firm has other costs connected with labour
  besides the costs assigned from the law
• voluntary payments to the funds of social and
  health insurance,
• costs connected with catering, living etc.,
• that means the costs for the voluntary pleasures
  provided with the firm and for the prevention and
  safety of work.
• Assurance of the prevention and safety of work

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The ways of assigning of particular costs
connected with labour power

• The employees wage consists from two parts,
• the basic wage and
• the individual wage (assigned individually
  according to the kind of firm, habits in the firm
  etc.)
• Costs for the time wage
• The costs for the labour work are assigned
  according to duration of the time usage in hours
  and the wage tariff in monetary units per an
  hour.
• The wage tariffs vary according to the working
  function, kind of the firm, kind of the work etc.
  
• Wage size (C.U.) Duration of time usage (h) x
  wage tariff (C.U./ h)
• The time wage is used usually in the case, when
  the activity is indeterminable, that means that
  we are not able to assign the amount of work in
  measure units that the employee has to provide

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The ways of assigning of particular costs
connected with labour power

• Costs for the task wage
• To assign the costs connected with this kind of
  wages more difficult
• Wage size (C.U.) unit task wage (C.U./ M.U.) x
  workers performance (M.U.)
• The unit task wage is assigned according to the
  following relation
• Unit task wage (C.U./ M.U.) norm of labour
  consumption (h/ M.U.) x wage tariff (C.U./ h)