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Wages and systems in human resource management

 There is a system followed by human resources and specialized committees in planning the human resources system and drawing wages and taking steps to organize and cover those wages in a way that does not hinder the economic systems.

Wage systems in human resources

Among the systems of paying wages is the production wage system or the incentive wage system and the time wage system.
For businesses that are difficult to set a standard for, and for businesses where he is more concerned with quality than with the quantity of production and if it is
And if the machines and materials
In production, there are many faults that are difficult to avoid and in cases where supervision is careful
It is expensive and in cases where the relationship between production and effort is not clear, one of the most important advantages of the time wage system is that it is easy
The application is more acceptable by individuals and guarantees a steady income for workers, but the disadvantages of the time wage system are that it is discouraged
The spirit of innovation and initiative, and the wage of an excellent worker is equal to the wage of his average-qualified colleague and an energetic worker who excels in his production
He tries to protect his slow colleague, he is fit to use the production wage system or the incentive wage for jobs whose production is easy to measure
With numerical units, for modular production, and cases in which attention is directed to the quantity of production, one of the advantages of the production-based wage system is that
For workers, it reduces fixed costs, helps to create a spirit of innovation among workers, and estimates work costs in advance
Provides an incentive
It facilitates supervision, and the disadvantages of this system are that it does not guarantee a steady income and the difficulty of finding standards for the production of all work and arouses jealousy
One of the methods of determining the wage according to production is the method of determining the wage on the basis of production
Under this method, a uniform wage is paid to the individual, and the amount of the wage varies according to the method of calculating this wage.
In which the wage calculation differs according to the method of wage determination on the basis of individual production, standard piece wage and fixed piece wage
And the variable piece wage, among the methods of determining the wage on an individual basis, including the Frederick Taylor method, the Halsey method and the Rowan method,
Freddick-Taylor's method for determining wages on an individual basis is based on the study of movement and time. Halsey's method
The methods of determining the remuneration on an individual basis are based on setting a standard time for performing work, not on appointment, and the advantages of this method are
It combines time wage and piece-wage, stimulates the worker to save time, and guarantees the worker an end
One of the disadvantages of this method on an individual basis is the participation of the employer for the worker in his efforts, and it is difficult for the facility management to estimate the cost of the work
To be precise, the Rowan method for determining the wage on an individual basis, its most important advantage is that it gives the worker an opportunity to benefit from
The lowest wage, and the advantages of the Gantt method in determining the wage on an individual basis, that it is the workers supervisor is granted
Save time and guarantee it an end
An additional bonus if his workers achieve the standard level of competence and prevent any friction or clash between the supervisor and his workers and combine the wages
Time and wage according to production, one of the most important conditions for the success of the production wage system or the incentive wage system is clarity, simplicity, and guarantees
In terms of wages and the participation of workers in developing a wage incentive plan, the largest number of workers will benefit from it
Below a certain
And easy, as the most important incentives are positive incentives (monetary incentives
And to be a motivator
The amount of the incentive reward is tangible
The moral and social services incentives), negative incentives, in-kind incentives and value incentives, are among the most important types of penalties or penalties
Those that are taken by the establishments are in writing. Among the systems of human resources compensation is the monetary compensation system and the non-monetary compensation system
And the direct compensation system, the total compensation system, the current compensation system, and the temporary compensation system, we mention the most important measures
Business evaluation: Study and analysis of results, determining factors, and choosing a method of evaluation. One of the business methods is the ranking method.

Classification or grading and point method

One of the methods of evaluating the classification method or grades determines a certain number of grades and is defined
A description of each degree and a comparison of the description of each work. One of the advantages of this method is that it has the same advantages and proportionality as the previous method
The nature of government work and the difficulty of accessing general descriptions for each degree that include all jobs, and we mention the advantages of the method
For the extent of the variations, one of the drawbacks of this method is that it takes time to implement
And accurate
Bullet points are the most objective way to give an evaluation
The difficulty of determining the appropriate weight for each of the evaluation factors and the difficulty of finding common factors, as for the method of evaluation
It is based on skill and depth on a major and fundamental evaluation factor and on the evaluation of technical jobs rather than engineering and on
Business results. One of the features of this method is that it motivates workers to learn and acquire new skills, as it is easy, simple and few
Cost in terms of effort and time, from the objectives of performance evaluation goals of organizations and goals of individuals, among the advantages of performance evaluation as a factor
Helping the organization is to increase the quality of organizational decisions, increase the quality of individual decisions, and strengthen the links between the organization and its members,
One of the advantages of performance appraisal as a detrimental factor for the organization includes overemphasis on individuals and decreased emphasis on the team or system
Evaluation systems send dual messages, and one of the barriers to achieving efficiency in evaluating performance is the lack of appropriate standards
Evaluation and assessment errors, and among the most important factors affecting performance evaluation are environmental and regulatory influences, while environmental factors
The influencing factor in performance evaluation are performance standards, performance dimensions, frequency of evaluation, the relationship between the supervisor and the subordinate and the results of the estimates
The high compared to the low and the validity of the assessment, of the environmental aspects that are limited to discussion of impacts is the aspect
Social, legal and economic, and among the organizational variables at the micro level are the characteristics of the work, the leader and the group
Rewards, penalties, trust, threats, evaluation of past performance and the current level of performance, but at the macro level they are
Organizational structure, organizational life cycle, organizational goals, values, climate and organizational culture, where we find the characteristics
An effective performance appraisal system is legality, practicality, acceptability, relational, reliability and sensitivity.