Remote work with a salary from 60,000-100,000 rubles per month for email checking

Share of salary in revenue

By Vadim Falin / June 12th, 2020 / Alimony / No Comments
Accordingly, profits increase; Labor intensity in calculations compared to regular salary; Unevenness of salary costs throughout the year; Transparency of the enterprise's performance results for all personnel.

What percentage of phot should be from revenue in retail trade? We have a small furniture production. I think it’s more correct to calculate based on cost. But if you decide to reduce labor costs, then doing so is not so easy.

At a minimum, employment contracts need to be changed! labor-intensive, etc. The share of wages in the cost depends on this. For repair work, it is important how the cost of replaced parts is reflected. If spare parts are carried out as the sale of goods, then the share of wages is very high.

It’s very nice that we are colleagues. confused: Salaries have not been cut yet, but the question was asked - how much should the payroll be based on revenue.

What percentage of phot should be from revenue in retail trade

Important

For such a study one cannot do without management accounting data.

A joint analysis of data on the production and sales of products by the enterprise and the wages of various categories of employees of the enterprise also gives an idea of the principles of formation of the payroll.

Attention

This is well illustrated by Example 4.14. Example. The StomaRemont enterprise repairs medical equipment for dental clinics.

Info

The company's products include equipment repair services; sales of products are registered upon payment.

V.v. Kovalev, O.N. Volkova. analysis of the economic activity of the enterprise Analysis of the wage fund is carried out according to the same plan as the analysis of other types of expenses: in comparison with the standard or planned value or in comparison with the previous reporting or base period.

Payroll fund

Share of phot in company revenue
Payroll fund
Salary calculation. revenue growth
Dmitry gardener's blog
Share of salary in total revenue
V.v. Kovalev, O.N. Volkova. analysis of the economic activity of the enterprise
The best staff remuneration system

Share of phot in company revenue Attention As a result of a survey conducted in the first half of 2008 by the company "

Companies engaged in wholesale trade and technical services account for 19% each.

Norm ph in revenue

As a result, our employee’s salary will be calculated using the formula: Salary = (30 + 70 (Current month’s revenue/Planned revenue))*number of hours worked Let’s look at a specific example. Let the employee work 170 hours per month.

With a stable salary, he will receive 17,000 rubles. If we tie salary to revenue, then different options are possible. For example, the enterprise performed terribly and the revenue amounted to 500,000 rubles. In this case, employees will receive (30+70*(500/850))*170=12,100 rubles.

If the company worked very well and exceeded the plan by 300,000, then the employee will receive (30+70*(1150/850))*170=21,200 rubles.

What trick is used here? By introducing a minimum wage of 30 rubles, we are killing two birds with one stone - we guarantee the employee will receive the minimum wage even in the worst case scenario.

Percentage of ph by revenue

Accordingly, you cannot focus only on the turnover. Salary calculation.

revenue growth Depending on the industry sector, the individual characteristics of the enterprise’s activities and management’s policy in the field of employee benefits, the share of expenses for wages and salaries can vary from a few percent to half of the enterprise’s total costs. This is a considerable amount, which is why analysis of this item of enterprise expense is so important.

What metric do you use to measure business performance?

Like other types of costs, payroll needs to be managed, first of all, rationed.

The size of the payroll must correspond to the financial position of the company.

If the enterprise has reserves for improving production efficiency indicators, the salary intensity value for the planning period should be taken less than the current one.

Indicator 2020 2016 2020 Number of employees, people. 963 1001 987 Payroll, thousand rubles 253 730 299 840 382 443 Cost of production (Vp), thousand rubles. 883,720 1,015,330 1,274,810 Average salary of 1 employee per year (salary 1 avg), thousand rubles. 263 300 387 Labor productivity of 1 employee, thousand rubles. 918 1014 1292 Salary intensity (Ze) 0.29 0.30 0.30 The planned payroll should be calculated as follows: Payroll plan. =

Vp * Ze = 1,274,810 * 0.3 = 382,443 thousand rubles, hence the planned salary 1 avg = 382,443 / 987 = 387 thousand.

Alexander: salary based on revenue - example with calculation

The second hare is that wages are growing slower than revenue.

In our example, revenue increased from 850,000 to 1,150,000 - by 35.2%.

The wage rate increased by 24.7%. How to make everything clear and transparent It is very often difficult for an ordinary employee to understand all these formulas, so for convenience we are compiling a table for calculating the hourly rate depending on revenue.

What should be the phot of the proceeds?

To stimulate the most active and responsible employees, it is necessary to introduce personal bonus points so that the best employees feel their contribution to the overall result.

And these feelings must be supported by the ruble. This technique is already complex for one blog entry.

As a rule, this is developed individually depending on the nature of the revenue, the psychology of the employee, the number of personnel and other important factors.

Do you want to apply a similar type of salary at your company? Sign up for a consultation with me.

I will suggest a calculation method for your case, nuances and pitfalls. We will look at the business models on the basis of which I made the calculation.

I can also calculate a business model for changing motivation for your business: Sign up for a consultation Read other articles on the topic of “financial motivation” in business by following the link.

What should be the phot of revenue in trade

Colleagues, I need information. What indicator do you use to evaluate business performance when it comes to personnel costs?

1. The ratio of payroll to Revenue / or the ratio of payroll to Profit (what profit?) / or Personnel costs to Gross costs? Something else?2. The amount of these costs in %? Are there any guidelines? Please indicate the area of business, because the indicators will vary depending on the industry. For example, “restaurant business, payroll – 25% (without taxes or with taxes?) of revenue”3.

Secondly, break down the revenue (in our example, the revenue is divided into intervals of 50,000 rubles).

With this approach, in the last days of the month, staff will try their best to jump to the next payroll rung.

We saw with our own eyes how on the 31st the revenue was 898,000 rubles and 2,000 was missing for the next salary increase.

The staff themselves cooperated, and as a result, revenue increased not by a couple of thousand, but by as much as 25,000 rubles. It really works, tested in combat conditions. Fly in the ointment On the one hand, with this type of payroll, all employees are interested in the overall result.

On the other hand, personal results are eroded. It turns out to be a kind of communism, when work is carried out for a common good goal.

About two years ago, on a train, I was leafing through the latest issue of Forbes. I bought it only for the sake of ranking online stores in RuNet. That year, this topic was at the top; such ratings were published not only by Forbes, but also by Kommersant and other smaller publications.

I was interested in one indicator - turnover. I was just curious, how much revenue do online stores generally make in Russia?

But in addition to turnover, my attention was drawn to the numbers of employees in each company.

And the question flashed through my head: how much turnover does each company have per employee? And do these indicators vary greatly from store to store?

I decided to get confused and do the math. I took the data from here.

Yulmart – annual turnover $1,081 million. Number of employees: 6,500 people. It turns out that one employee generates a turnover of $166,300 per year. This is 485,000 rubles per month.

Wildberries – annual turnover $530 million. Number of employees 4,500 people. The monthly turnover per employee is 343,000 rubles.

Utkonos.ru – annual turnover $200 million.

Number of employees: 3000.

Ratio of labor costs to revenue

The monthly salary per employee is 195,000 rubles.

These numbers interested me. Although the spread is large, in general we can say that there are at least 200,000 rubles per employee. The platypus is a little short, but this is within the margin of error.

It becomes clear that the major players adhere to certain numbers. There is no such thing that one employee accounts for 100,000 rubles of turnover per month. But there are no people for whom this figure would exceed 500,000 rubles.

But can these numbers be used as a guide for your business?

Not really.

Margins in electronics, apparel and daily necessities are very different. Very much. Accordingly, you cannot focus only on the turnover. What then?

A year ago, I accidentally had the opportunity to talk with one of the financial specialists who audits and advises campaigns. After almost an hour of conversation, this area became clearer to me.

For more correct calculations, it is necessary to calculate the margin. To do this, you need to subtract the purchase price of goods sold from the monthly turnover. Only them, other expenses do not need to be deducted.

Margin = Turnover for a month - the purchase price of goods and services SOLD for this month.

Then subtract what percentage of the resulting margin is your payroll. The wage fund must include all payments to employees, EXCEPT social taxes and personal income tax, which we pay for them. Just the salary itself. Taxes are calculated separately and are not included in this figure.

(Payroll/Margin)*100%

For trading (including online trading), the normal figure is 15-25%. The salary of all your employees should not exceed 25% of the margin. Otherwise, you will simply go into the red. Or, at best, your net profit will go to your employees.

This figure can be taken as a guide.

After all, in the pursuit of increasing turnover, the first place where you can make a mistake is always in recruiting excessive staff. You may feel that there is an urgent need to improve the quality of service.

Hire additional phone managers so that they answer the phone within the first 2 rings. Or hire additional people to work with feedback, in the warehouse, or anywhere else.

And at the same time, miss the moment that the wage fund will increase and exceed the permissible threshold of 25%. What do we get from this? Loss of profit.

You can also test some directions. Again, hire managers to improve the quality of service. Let the fund increase to 30% of the margin. If within 2 months the turnover does not increase due to improved service, then you can safely abandon this idea.

We currently hold 23-25%. At the maximum. Because you need to grow. Along with turnover, the workload on staff is constantly increasing. We reach a certain level of turnover - and only then do we hire a new person.

And so we are working on process automation. And it turns out to be very productive.

When you know for sure that you can’t hire a person, but you need to do more, then your head works towards even the slightest improvements.

What indicators are considered normal in other areas?

In production – 30% In construction – 45%

In wholesale food products – 20-22%

Use it. And if once again an employee comes to you and asks for a salary increase, you will be able to reasonably explain to the person why it will remain at the same level :) Or vice versa, if everything is very good with the indicator, then you can safely, with a calm heart, stimulate key employees raising salary

"Here and Here"

Calculation of personal income tax and contributions in Excel

Calculation of personal income tax amounts and contributions to social funds using Excel for monthly payment of taxes on employee salaries and use for preparation and submission of reports. Download the example file.

I used this method of accounting for wages and calculating personal income tax amounts and contributions in Excel from the beginning of 2005 to the 1st quarter of 2016 until the closure of our enterprise. It allows you to independently, without knowledge of the basics of programming, cope with the tasks of accounting for employee wages and paying personal income tax and contributions calculated from it.

The table used in practice for calculating personal income tax and contributions to social funds with changed full name. workers

For such accounting, a table is created on an Excel sheet, in the first row of which the names of the columns (graph) are written. The title bar is pinned so that it remains in view at all times.

Each month, one line is filled out per employee with his accruals and calculations, which can be roughly divided into four parts. I included them in the titles of the first four paragraphs.

Period

We call the first column “Year” and the second “Month”. This division of the period into two columns is necessary for more convenient use of the autofilter. We leave the cell format in all non-monetary columns as “General”; in cells with monetary amounts we set the format to “Numeric” with two decimal places.

Payroll accounting

We call the third column “full name”, and then depending on the accruals that you reflect in your accounting. I have the following columns (the column number is equal to the item number in the list):

“For neg. days" - accrued for days worked or salary;
"Vacation pay";
“3 days per account. prev." — temporary disability benefits accrued at the expense of the employer;
“Help. according to time netr." — temporary disability benefits accrued at the expense of the Social Insurance Fund;
“Help. not region cash." - state benefits not subject to personal income tax.

In the column titles you can indicate income codes that will serve as a hint when preparing reports on Form 2-NDFL.

Personal income tax calculation

To calculate personal income tax, we need to determine the tax base; to do this, we add up all taxable income (in our example, these are columns 4, 5, 6 and 7) and subtract from them the amount of standard tax deductions. To calculate personal income tax, add three more columns:

"Children's deduction" — the amount of standard tax deductions for children;
“Base”—taxable base;
“Personal income tax” - the amount of calculated personal income tax.

Previously, I had another column in the Excel table with a general deduction (in the screenshot it is number 9, it is not in the download file), which until 2011 was provided to all employees in the amount of 400 rubles. You can add another column with deductions if one of your employees is provided with other tax deductions, or add them to the children's ones.

We calculate the personal income tax amount of 13% by multiplying the base by 0.13. There is no need to round the resulting value in the cell, since accrued personal income tax is rounded for each employee for the year.

For each month, except December, the total amount of calculated personal income tax when filling out a payment order is rounded to the nearest ruble, and when paying for December, we compare the amount of tax paid for 11 months with the amount of tax for all 2-personal income tax reports, and the difference between them must be paid for December .

Be sure to compare this amount with the tax amount received for December from the Excel table - there will either be no difference between them, or there will be very little.

Calculation of contributions

To calculate contributions, our Excel spreadsheet uses the following columns:

"Fear. PF" - contributions to the Pension Fund for the insurance part of the pension;
“FFOMS” - contributions to the Federal Compulsory Health Insurance Fund;
“FSS” - contributions to the Social Insurance Fund for insurance of cases of temporary disability and maternity;
“NS and PZ” - contributions to the Social Insurance Fund for insurance of accidents and occupational diseases.

To calculate contributions to social funds, the amount of accruals from columns 4, 5 and 6 is used, multiplied by the corresponding coefficient.

In the example for downloading, interest rates of 2020 (22% and 5.1%, respectively), personal income tax in the amount of 13%, tax and personal income tax in the amount of 0.2% were used to calculate contributions to the Pension Fund and the Compulsory Medical Insurance Fund.

To select data for a certain period for a specific employee, use an autofilter. If, like me in the screenshot, your accrual suddenly turns out to be less than the deduction provided, take it into account in the next period, when your income exceeds the deduction. Unused deductions accumulate throughout the year and expire on December 31st.

Source: https://vremya-ne-zhdet.ru/ofisnaya-rabota/raschet-ndfl-i-vznosov-v-excel/

What metric do you use to measure business performance?

Popular:. The indicator does not trace the connection between wages, employee contribution to the production process and labor results. To identify the efficiency of spending funds on labor protection, salary productivity is compared with the indicator of salary intensity over time. Salary intensity is an indicator inverse to salary productivity. It determines how much salary is contained in 1 ruble of manufactured products. The higher the value of the indicator, the more efficiently the organization’s labor resources are used. A decrease in salary intensity and an increase in salary productivity indicates competent management of salary costs. At the same time, the indicators of the reporting and previous years are compared and deviations are determined.

Table.

Dmitry gardener's blog

Colleagues, I need information. What indicator do you use to evaluate business performance when it comes to personnel costs? 1.

The ratio of payroll to Revenue / or the ratio of payroll to Profit (what profit?) / or Personnel costs to Gross costs? Something else?2.

The amount of these costs in %? Are there any guidelines? Please indicate the area of business, because the indicators will vary depending on the industry. Attention For example, “restaurant business, payroll – 25% (without taxes or with taxes?) of revenue”3.

Dmitry Ogorodnik's blog

About two years ago, on a train, I was leafing through the latest issue of Forbes.

I bought it only for the sake of ranking online stores in RuNet. That year, this topic was at the top; such ratings were published not only by Forbes, but also by Kommersant and other smaller publications.

There is no such thing that one employee accounts for 100,000 rubles of turnover per month.

But there are no people for whom this figure would exceed 500,000 rubles. But can these numbers be used as a guide for your business? Margins in electronics, apparel and daily necessities are very different.

Very much.

Accordingly, you cannot focus only on the turnover. What then? A year ago, I accidentally had the opportunity to talk with one of the financial specialists who audits and advises campaigns.

After almost an hour of conversation, this area became clearer to me.

For more correct calculations, it is necessary to calculate the margin. To do this, you need to subtract the purchase price of goods sold from the monthly turnover.

This figure can be taken as a guide.

What is commission pay

However, this method has a number of disadvantages.

Page 1

Wage rates for categories provided for by the Unified Tariff Rate are determined based on the complexity of the work performed and the qualifications of the workers.

The wage rate is established for the first category; for other categories, payment is determined by multiplying the rate of the first category by the tariff coefficient of this category.

The HR department is usually responsible for wage rate deviations. This variance occurs when a worker is hired at a higher or lower salary than expected in the plan, or certain jobs are performed by a higher (or lower) paid worker.

The HR department is usually responsible for wage rate deviations. This variance occurs when a worker is hired at a salary higher or lower than expected in the plan, or certain jobs are performed by a more or less highly paid worker. Shop controllers are responsible for deviations in labor productivity.

The wage system influences standard wage rates. The main types are: (1) daily or hourly wages, (2) direct piecework wages, (3) differential wage systems or bonus systems. Once a system for stimulating material interest has been formulated, it can be built into the system of standard costs.

About two years ago, on a train, I was leafing through the latest issue of Forbes. I bought it only for the sake of ranking online stores in RuNet. That year, this topic was at the top; such ratings were published not only by Forbes, but also by Kommersant and other smaller publications. I was interested in one indicator - turnover. I was just curious, how much revenue do online stores generally make in Russia?

I took the data from here. Yulmart – annual turnover $1081 million.

Number of employees: 6,500 people. It turns out that one employee generates a turnover of $166,300 per year. This is 485,000 rubles per month. Wildberries – annual turnover $530 million. Number of employees 4,500 people.

Like other types of costs, payroll needs to be managed, first of all, rationed.

The size of the payroll must correspond to the financial position of the company.

If the enterprise has reserves for improving production efficiency indicators, the salary intensity value for the planning period should be taken less than the current one.

How to write it in the contract

Simple piecework wages - calculation of an employee’s income according to approved company rates. At the same time, production standards are approved - the number of products produced per hour or day. That is, a minimum is established that must be met.

For greater motivation, the piecework-premium option is used. With it, in addition to the salary, a bonus is awarded provided that the employee exceeds the norm and does not allow defects.

A sample piecework wage in an employment contract may look like this.

There are also piece-progressive and chord-premium options. The first option involves an increased tariff for manufactured products above the norm. The second one encourages completing work ahead of schedule, since they are paid extra for completing a complex complex ahead of schedule.

Concept and regulation

Remuneration may directly depend on the result of the work, more precisely, on the volume completed: the number of parts made, consultations provided, knitted scarves or restored paintings (Articles 129, 135, 160 of the Labor Code of the Russian Federation). This possibility is prescribed in a sample employment contract with piecework wages.

Salary from profit as a percentage of this price

When accounting registers are used as a source of information for the formula, the wage fund for a certain period is calculated as follows.

It is only important for the manager to understand that the motivation system must be transparent (understandable to the seller) and simple to calculate, so that the seller understands how his salary is calculated. But at the same time, you shouldn’t simplify it too much.

This is an indicator of a fairly close relationship, which indicates that the remuneration of employees of the enterprise is highly dependent on the receipt of payment for manufactured products by customers. How justified is what was revealed in example 4?

The 11th method of forming the wage fund at a given enterprise is a rather controversial issue. There is also a good profit from selling cross-products or services, and the seller should not neglect this fact. You can also add an increase in rewards for customer satisfaction.

In general, it all depends on the imagination of the business manager and the capabilities of the company.

Time-bonus system

Here a premium is added to the rate or tariff. It is set as a fixed amount or percentage. The bonus is awarded if the employee fulfills the plan. The amount of payment must be determined by the Regulations on bonuses or other local acts. An example will show you how to calculate salaries.

Example An organization has a time-based bonus system. The employee's salary is ₱15,000 per month. The organization has a Regulation on bonuses. For production of products without defects, the employee is awarded a bonus of 10% of wages. At the end of the month, the employee receives a bonus payment.

Commission system

This system is installed for employees whose activities bring direct income to the organization. For example, managers, sellers, advertising agents. It provides that salary calculation is carried out:

as a percentage of revenue;
as a percentage of revenue, but not less than salary;
based on salary plus a percentage of revenue.

In the first case, calculate your salary using the formula:

Salary

Revenue (income received from employee activities)

Percentage paid to employee

In the latter, the calculation will be done according to the formula:

Salary

Fixed salary

Revenue (income received from employee activities)

Percentage paid to employee

Example Under an employment contract with a seller, his income consists of:

— fixed salary (₱15,000); — percentage of sales (10%).

During the month, the employee sold goods worth ₱100,000. His salary is:

15 000 ₱ + 100 000 ₱ × 10% = 25 000 ₱

The salary commission system is easily calculated not only in 1C software products, but also in other systems that can be a replacement for 1C.

The best staff remuneration system

They relate to specific paid orders, without proportional division to the entire production volume. These include: By the way, very few businessmen count money in this way. However, any other system will not provide such complete control over costs!

Top management determines in advance a fixed percentage of income, which will be the Payroll Fund (WF).

It's always the same percentage.

Executive Director - 250
Head of department - 180
Employee - 100
Head of department - 150
Commercial director - 200
Financial Director - 200

That is, if one unit was equal to 1000 rubles, then they would receive from 250,000 to 100,000 rubles in accordance with this proportion.

How to write it in the contract

For greater motivation, the piecework-premium option is used. With it, in addition to the salary, a bonus is awarded provided that the employee exceeds the norm and does not allow defects.

A sample piecework wage in an employment contract may look like this.

There are also piece-progressive and chord-premium options. The first option involves an increased tariff for manufactured products above the norm. The second one encourages completing work ahead of schedule, since they are paid extra for completing a complex complex ahead of schedule.

Payroll fund: how to determine the amount of payroll – Business website TRIZ-RI

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Asking how the payroll (payroll fund) depends on the company’s turnover is the same as asking what prices should be on the market if you have 100 rubles in your wallet, and what they should be if there are any 1000.

No matter how much a company earns, people will compare their salary with the market one. An employee will be inclined to change jobs if he is offered more for similar work in another company. Therefore, Frederick Taylor believed (and nothing has changed since) that the enterprise should:

a) organize work in such a way that the employee shows greater results with less effort (this means that in a competing company either his results will be lower, or he would have to work harder to earn the same amount), i.e. to be a technological enterprise;

b) when completing (and not exceeding) the task, pay the employee higher than the average pay on the market for specialists of this category in a given city. This “above-market” pay to a high-performing employee is what Taylor calls a “performance bonus.”

Thus, the scope of the payroll is determined by the level of wages in the market and the level of labor organization at the enterprise.

Payroll is made up of (a) employee salaries, rather than employee salaries coming from (c) payroll.

If (a) and (c) do not coincide, then it is time to think about the economics of the enterprise or its technological effectiveness, perhaps about the business idea itself, but do not adjust the salary to the low actual results.

Strictly speaking, it would be correct not to use the expression “wage fund”, not to write (above) “the wage fund is determined by the level of wages on the market,” but to write: “Your wage costs are determined by the level of wages on the market.”

The word “fund” draws the inertia of thinking specifically about a certain fund that needs to be formed. But there is no such task. There is a task to assess the overall level of planned costs of an enterprise (or project) for wages.

Therefore, just as it is impossible to pay an employee a percentage of turnover, it is also impossible to form a payroll in the form of a share in the structure of the company’s turnover.

How to “divide it correctly”?

Taking into account the above, this question loses its meaning. Because Since total wage costs are formed by combining employee salaries, and their level is determined by the market and manufacturability, the division procedure itself is not required.

It makes no sense to look for the “correct ratio” of salary levels between different positions (relative to each other). Some positions in the labor market may become more expensive, while others may become cheaper, completely independently of each other. Even if specific positions are rare, there are analogues that employees will look to when looking for a standard for their salary.

What if wage costs become disproportionate to income?

Please think: when asking this question, which cell of the table below do you mean?

It is also clear that if the remuneration model is correct, then if employee performance falls, wages will not increase.

Is it still possible to insure against rising wages by tying it to profit, revenue, or income?

Can. But when bad times come (for you), if employees have somewhere to go, they will go there. And in good times? ... But you didn’t ask about how to overpay above the market. After all, by acting this way, in bad times you will lay a mine that will explode in good times.

And by the way, you asked about how to transfer business risk to employees in bad times. Don't think about it anymore. Think about why times have gotten worse. And do something. You are the entrepreneur, not your employees.

What to do if payroll costs are truly “inflated”?

Managers of other companies are trying to reduce wage costs by laying off employees or cutting salaries, looking for various instructions, such as: how much time an accountant spends on issuing money according to cash settlement, or how many subordinates a manager should have.

But just as you cannot change the temperature by adjusting the thermometer, you cannot improve the economy by changing the amount of money in the system. Equally, it is impossible to improve efficiency by adjusting the level of wages to current incomes.

After all, the salary level is a “sensor” that signals the work of the company as a single organism and reports that “something is wrong” in the company. You cannot redo a thermometer instead of making the patient healthier. It is not the salary level that needs to be “treated”, but the company: changing the structure, improving work technology, improving remuneration models, etc.

Read more about this here: S.V. Sychev, A.B. Kavtreva “Four stories with consequences”

How do wage levels change over time?

Is it true that wages should increase annually depending on inflation? Or maybe they should, on the contrary, decrease if there is a crisis in the country?

There are certain professions. There is a price for them in the labor market.

And if the overall cost of living has increased, then when selecting an employee, we will still ask: “How much is such a specialist paid on the market?”

Note that it is not at all necessary that as the cost of living rises, all professions will become more expensive. Some will become cheaper. For example, accountant salaries (on average) have been falling in recent years. And there was a period when they grew at an inappropriately fast pace.

There are tasks that we instruct you to complete. And there is a price we pay for their implementation. It is those described above that are the starting point when making decisions regarding changes in wages.

Gasoline prices are rising, but workers' salaries at gas stations are not.
Furniture prices are falling, and salespersons' salaries are rising.
Furniture prices are falling, but the salaries of programmers in furniture companies are not.

Of course, the level of wages on the market can either increase depending on inflation (this is how we see the salaries of public sector workers adjust annually) or decrease due to reasons of the crisis.

But again, when planning administrative expenses for wages, it is better to focus on the market value of a specialist, rather than looking for the correct coefficient to link to certain disasters.

A spoon of tar

On the one hand, with this payroll option, all employees are interested in the overall result. On the other hand, personal results are eroded. It turns out to be a kind of communism, when work is carried out for a common good goal. To stimulate the most active and responsible employees, it is necessary to introduce personal bonus points so that the best employees feel their contribution to the overall result. And these feelings must be supported by the ruble. This technique is already complex for one blog entry. As a rule, this is developed individually depending on the nature of the revenue, the psychology of the employee, the number of personnel and other important factors.

Norm ph in revenue

For the reporting month the picture was as follows (Table 4.25). It can be seen that in the reporting period the spread in the wages of the company’s employees was quite significant - from 645 to 6814 rubles. The average salary for the enterprise was 1,567 rubles.

The median value turned out to be lower than this value, which indicates that more than half of the employees received less than 1,567 rubles in the reporting period.

The coefficient of variation exceeds 0.33, so the population cannot be called homogeneous, which is quite obvious to an internal analyst who is well acquainted with the enterprise: the enterprise employs both highly paid specialists and low-paid service personnel.

Share of phot in company revenue

The least share of the wage fund in revenue is at enterprises engaged in retail trade (15%).

Cost of production (Vp), thousand rubles. 883,720 1,015,330 1,274,810 Average salary of 1 employee per year (salary 1 avg), thousand rubles. 263 300 387

Labor productivity of 1 employee, thousand rubles 918 1014 1292 Salary intensity (Ze) 0.29 0.30 0.30 The planned payroll should be calculated as follows: Payroll plan.

= Вп * Ze = 1,274,810 * 0.3 = 382,443 thousand rubles, hence the planned salary1 avg = 382,443 / 987 = 387 thousand rubles.

Conclusion from the data obtained: there is an increase in the cost of manufactured goods, which makes it possible to plan an increase in wages.

Presumably, the cost of products in 2020 will increase by 26%, and the payroll will increase by 28% compared to the 2020 level.

The coefficient can be expressed as a percentage, then the number obtained using the above formula must be multiplied by 100%. Salary intensity includes labor costs regulated by the legislation of the Russian Federation.

At a minimum, employment contracts need to be changed!
labor-intensive, etc. The share of wages in the cost depends on this. For repair work, it is important how the cost of replaced parts is reflected.
If spare parts are carried out as the sale of goods, then the share of wages is very high.

It’s very nice that we are colleagues. confused: Salaries have not been cut yet, but the question was asked - how much should the payroll be based on revenue.

Business Forum

Team of 50 people. Great seasonality in building materials, for example. What percentage of profit is logical to pay for salary?

For example, we earned 1 million.

Do I pay 1/3 for salary? Motivation is generally a problem. I have a diagram.

What trick is used here? By introducing a minimum wage of 30 rubles, we are killing two birds with one stone - we guarantee the employee will receive the minimum wage even in the worst case scenario.

Norm ph in service revenue

Valeratal 2007-03-22 15:23 Bonuses usually depend on profit, and even those within some limits Khoma 2007-03-23 22:39 [URL=»https://www.bplan.ru/articles/23.

htm?printhttps://"]When planning management costs, first of all, it is necessary to keep in mind the following important circumstance: the share of management costs for wages of all categories of engineers and administrative personnel in the wage fund should increase to ensure an increase in production efficiency, increasing the competitiveness of the enterprise on the basis growth of its technological level.

Salary schemes - is it permissible to pay a salary based on the profit of the enterprise?

In addition, there may be an additional bonus for the overall results of the division or enterprise, but this should be a bonus - the cherry on the cake, and not the cake itself. And the main part of the salary should be tied specifically to the performance of the employee himself.

I tell you exactly how to highlight these indicators, how to choose the right ones and how to measure them at the seminar “Human Machines: How to Debug Business Processes and Personnel Work.” Perhaps I’ll make a few posts about this - but it’s always better to show with examples.

Have you, ladies and gentlemen, encountered “salary from profit”? And how did she work, how did she motivate the staff? PS I invite you to my VIP seminar “Explosive Profit Growth”, which takes place only once a year. If you want to double your business's bottom line in 90 days or less, click here to read the workshop description. PPS For many Russian enterprises, this may be a disadvantage. Bottom line Please decide for yourself whether your company’s salary should be tied to revenue. If workers are very conservative, then a real revolt can arise. If employees are active and purposeful, then such a salary will only inspire them. We calculate First, we need to determine the revenue for the last 12 months. Let the average monthly revenue be 770 thousand rubles.

This year we plan to increase revenue by 10%, which will amount to 847,000 rubles. We round up and get the average monthly revenue plan for the next year - 850,000 rubles per month.

Let's take an example when an employee is paid hourly - 100 rubles per hour. We will pay him exactly 100 rubles per hour with our planned revenue, that is, with 850,000 rubles.

We take the minimum wage at 30 rubles per hour.

And then they are told: “Guys, you did a great job, but since the sales department didn’t catch mice, you will receive a beggarly salary for your excellent work!”

Your prediction - what will happen in this case?

Or vice versa - imagine that the sales people worked like animals, they simply tore up the market, all competitors were turned into canned dog food... but then the most important machine in production broke down and either deliveries were disrupted, or the lion's share of the profit was spent on repairing this machine. And at the end of the month or quarter, the sales people are told: “You, my dears, worked at five plus, but production this month went into losses, so this month you will receive 5,000 rubles per brother, and not 70 thousand, as planned."

Features of payment during quarantine with the condition of staying at the workplace

Quite often, in preschool educational institutions, and less often in schools and universities, quarantine is introduced due to the spread of various infections. It may concern an educational institution as a whole or a separate group or class.

During the quarantine period, due to which classes are cancelled, employees are involved in other teaching activities, if available. In this case, in accordance with clause 5.1 of Appendix 536, approved by the Order of the Ministry of Education and Science of the Russian Federation, 100% remuneration is carried out.

However, this provision does not apply to junior teachers and nannies, since they are not teaching staff and must be completely relieved of their duties during the quarantine period in the group. By law, they receive 2/3 of the salary in accordance with the Labor Code of the Russian Federation and Article 157 based on days missed.

Payroll planning

Based on the fact that the wage fund includes a significant share of the company’s total expenses, an important issue is the preliminary (planned) determination of the structure and size of the payroll.

The payroll planning process can be represented by the following algorithm:

Collect information about the structure of the company, the number of personnel and its movement, data on average salaries, production targets; study the staffing table and internal local acts related to payroll (provisions on wages, bonuses, etc.).
Predict the average number of personnel for the planned time period.
Choose a planning structure (decide on the main planning parameters and the level of detail of indicators), draw up an estimate.
Calculate the payroll, choosing the most acceptable method of calculating it.

A little about the importance of proper payroll planning

Payroll planning is part of business planning and allows you to estimate in advance the expected costs of a business for labor resources. This is especially true in such areas of the enterprise’s activities where the share of labor costs constitutes a significant part of the cost of production. In companies selling services of various types, this share can reach 70% of total costs. And in industry (metallurgy, mechanical engineering, forestry, etc.) this figure is in the range of 20 – 40%. It is also worth considering the scale of the business, when seemingly small percentages in absolute numbers have very significant meanings. With annual production costs of, say, 3 billion rubles, you can yourself calculate the 18% weight of labor costs.

3. Preparation of information for planning the wage fund

We will begin planning labor costs by collecting the necessary information. Here is the data we will need:

average number of personnel for the planned period;
the number of employees on a specific date;
payroll at the beginning of the planning period;
organizational structure of the organization and its staffing;
information on the actual indicators of personnel movement and the forecast for the planned period (staff turnover, the number of hires and the number of dismissals);
actual average wages;
planned indicators for the production of goods (services) for the planning period;
wage regulations;
provision on bonuses (if there is a separate one).