the accumulation and classifi cation of all cost data of which labor cost is one of the important component. The cost accounting department classifi es the labor cost into direct and indirect, compares the actual labor cost with the budgeted cost, compute unit labor cost and compiles the data for further analysis of the labor cost. The data generated can be useful for various purposes including decision making by the management.
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3.4 Methods of Wages Payment: One of the important components of labor cost control is the wages system. A system of wage payment, which takes care of both, i.e. providing guarantee of minimum wages as well as offering incentive to effi cient workers helps to motivate the workers to a great extent.
It should also be remembered that high wages do not necessarily mean high labor cost because it may be observed that due to high wages the productivity of workers is also high and hence the per unit cost of production is actually decreased. On the other hand, if low wages are paid, it may result in lower productivity and hence higher wages do not necessarily mean high cost. The following are the various methods of payment of wages.
I] Time Rate System A] At ordinary levels.
B] At high wage levels and C] Graduated time rate II] Piece Rate
A] Straight piece rate
B] Piece rate with guaranteed day rates and C] Differential piece rates
III] Bonus Systems
A] Individual Bonus for Direct Workers B] Group Bonus for Direct Workers C] Bonus for Indirect Workers IV] Indirect Monetary Incentives A] Profi t Sharing
B] Co-partnerships
V] Non monetary incentives like job security, social and general welfare, sports, medical facilities etc.
These methods are discussed in the following paragraphs.
A] Time Rate at Ordinary Levels: Under this method, rate of payment of wages per hour is fi xed and payment is made accordingly on the basis of time worked irrespective of the output produced.
However, overtime is paid as per the statutory provisions. The main benefi t of this method for the workers is that they get guarantee of minimum income irrespective of the output produced by them. If a worker is not able to work due to genuine reasons like illness or physical disability, he will continue to get the wages on the basis of time taken for a particular job. This method is used in the following situation.
Where the work requires high skill and quality is more important than the quantity.
Where the output/services is not quantifi able, i.e. where the output/services cannot be measured.
Where the work done by one person is dependent upon other person, in other words where a individual worker has no control over the work
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Where the speed of production is governed by time in process or speed of a machine.
Where the workers are learners or inexperienced.
Where continuous supervision is not possible.
The main advantage of this method is that the worker is assured of minimum income irrespective of the output produced. He can focus on quality as there is no monetary incentive for producing more output. However, the main limitation of this method is that it does not offer any incentive to the effi cient workers. Effi cient and ineffi cient workers are paid at the same rate of wages and hence there is a possibility that even an effi cient worker may become ineffi cient due to lack of incentive.
B] Time Rate at High Wage Levels: This system is a variation of time rate at ordinary levels in the sense that in this system, workers are paid at time rate but the rate is much higher than that is normally paid in the industry or area. In this method, the workers are paid according to the time taken and overtime is not normally allowed. This method offers a very strong incentive to workers and it can attract talented workers in the industry. However, care should be taken that productivity also increases, otherwise the cost will go on increasing.
C] Graduated Time Rate: Under this method payment is made at time rate, which varies according to personal qualities of the workers. The rate also changes with the offi cial cost of living index.
Thus this method is suitable for both employer and employees.
II] Piece Rate Method: This method is also called as payment by results where the workers are paid as per the production achieved by them. Thus if a worker produces higher output, he can earn higher wages. The following are the variations of this method.
A] Straight Piece Rate: In this method, rate per unit is fi xed and the worker is paid according to this rate. For example, if the rate per unit is fi xed at Rs.10, and the output produced is 300 units, the remuneration to the worker will be Rs.10 X 300 units = Rs.3,000. This method thus offers a very strong incentive to the workers and is particularly suitable where the work is repetitive. The benefi ts of this method are as follows.
The method is simple and provides a very strong incentive to the workers by linking the monetary reward directly to the results.
Productivity can be increased substantially if the rate of pay includes a really adequate incentive.
Higher productivity will result in lowering the cost per unit.
However, the main limitation of this method is that if a worker is not able to work effi ciently due to reasons beyond his control, he will be penalized in the form of lower wages.
B] Differential Piece Rates: Under these methods, the rate per standard per hour of production is increased as the output level rises. The increase in rates may be proportionate to the increase in output or proportionately more or less than that as may be decided. In other words, a worker is paid higher wages for higher productivity as an incentive. The rate per unit will be higher in this case as compared to the rate paid to a worker with lower productivity. For deciding the effi ciency, comparison is made between the standard production and actual production of the worker. If the actual production is more, the worker qualifi es for higher rate of wages. The differential piece
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rates methods will be useful when the production is of repetitive type, methods of production are standardized and the output can be identifi ed with individual workers. The following are the major systems of differential piece rate system
I] Taylor II] Merrick III] Gantt Task and Bonus These methods are explained in the following paragraphs.
I] Taylor’s Differential Piece Rate System: Taylor is regarded as father of scientifi c management and he has recommended a system of differential piece rate. According to him, there are only two classes of workers, effi cient and ineffi cient. He suggests that while effi cient workers should be encouraged to the maximum possible extent, the ineffi cient workers should be penalized. In order to do this, he has suggested two rates for the two classes of workers. Thus according to Taylor, if the workers are effi cient, they should be paid @ 120% of the normal piece rate and if they are ineffi cient, they should be paid @ 80% of the normal piece rate. For measuring effi ciency, each worker will be given a standard production quantity to be produced in the time allowed for the same and the actual production produced should be compared with the same. If a worker exceeds the standard, he will be regarded as effi cient while if he fails to do so, he will be regarded as ineffi cient.
The positive and negative points of this system are as follows.
Merits:
There is a very strong incentive to the workers, which helps to achieve higher productivity.
Due to the incentive, best workers are attracted to the company.
This method is quite simple and hence easy to understand.
Limitations:
Slow workers and beginners are penalized severely. Similarly workers get penalized for reasons beyond their control, e.g. medical reasons, accidents etc. Therefore it is said that there is no human element in this system.
In an anxiety to produce more, quality may be neglected in order to achieve higher quantity of production.
Illustration: From the following particulars, calculate the earnings of workers X and Y and also comment on the labor cost.
Standard time allowed: 20 units per hour Normal time rate: Rs.30 per hour
Differential to be applied:
80% of piece rate when below standard 120% of piece rate at or above standard
In a particular day of 8 hours, X produces 140 units while Y produces 165 units
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67 Solution:
Standard production per day is 20 units 8 hours = 160 units
Worker X produces 140 units which means he is below standard and will get wages @ 80% of the normal piece rate.
X’s earnings:
Normal piece rate = Rs.30 per hour/20 units = Rs.1.5 per unit 80% of the normal piece rate = Rs.1.20 per unit
Earnings = Rs.1.20 140 units = Rs.168
Labor cost per unit = Rs.168/140 units = Rs.1.20
Y’s Earnings: Y has produced more than the standard production of 160 units and hence he will get wages @ 120% of normal piece rate. His earnings will be as shown below.
Normal piece rate = Rs.30 per hour/20 units = Rs.1.50 per unit 120% of normal piece rate = Rs.1.80 per unit
Earnings = Rs.1.80 165 units = Rs.297 Labor cost per unit = Rs.1.80
Comment: Labor cost increases from Rs.1.20 per unit to Rs.1.80 per unit. Taylor’s system is resisted on this ground as well as on the ground that it is very harsh on the workers.
II] Merrick Differential Piece Rate System: Merrick’s system is modifi cation of Taylor’s system and is comparatively less harsh on the workers. The scale of remunerations is as follows.
Production Rates of Payment Up to 83% Normal piece rate
83% to 100% 110% of ordinary piece rate Above 100% 120% of ordinary piece rate
As mentioned earlier, this method is less harsh on the workers as compared to Taylor’s system.
It is particularly useful to beginners and also offers an incentive who have potential of higher productivity.
III] Gantt Task Bonus Plan: In this method, there is a combination of time rate, bonus and piece rate plan. The remuneration is computed as shown below.
Production Payment
Production below standard Guaranteed time rate
Production at standard Bonus of 20% [normally] of time rate Production above standard High piece rate for the entire output
This method assures minimum wages even too less effi cient workers and hence is a preferred method of payment of wages. It also offers reasonably good incentive to effi cient workers.
However, the main limitation is that the method is complicated to understand by the workers and hence may create confusion amongst them.
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Illustration: X, Y and Z are three workers working in a manufacturing company and their output during a particular 40 hours week was, 96, 111 and 126 units respectively. The guaranteed rate per hour is Rs.10 per hour, low piece rate is Rs.4 per unit, high piece rate is Rs.6 per unit. High task is 100 units per week.
Compute the total earnings and labor cost per unit under Taylor, Merrick and Gantt Task Bonus Plan.
Solution:
Taylor Plan: High task is 100 units
Worker X: 96 units Rs.4 = Rs.384 [X will get the wages at low piece rate as his output is below the high task]
Worker Y: 111 units Rs.6 = Rs.666 [Y will get the wages at high piece rate as his output is above the high task i.e. standard]
Worker Z: 126 units Rs.6 = Rs.756 [Z will also get the wages at high piece rate as his output is above the high task, i.e. standard]
Merrick Plan:
Worker X = High task is 100 units, actual output is 96, this means that the effi ciency level is 96%. As per Merrick Plan, wages of X will be 110% of normal piece rate which is Rs.6.60 per unit = Rs.6.60 96 = Rs.633.6
Worker Y = High task is 100 units, actual output is 111 units, effi ciency level is 111%. Y will be entitled for wages @ 120% of normal piece rate i.e. @ Rs.7.20 per unit. His wages will be, Rs.7.20 X 111 = Rs.799.2
Worker Z = High task is 100 units, actual output is 126 units, effi ciency level is 126%. Z will get at higher piece rate @ Rs.7.20 per unit. His wages will be Rs.7.20 126 units = Rs.907.2
Gantt Task and Bonus Plan:
Worker X = Rs.10 40 hours = Rs.400 [X will get guaranteed time rate as his output is below the high task]
Worker Y = Rs.6 111 units = Rs.666 [High piece rate as output is above standard]
Worker Z = Rs.6 Rs.126 = Rs.756 [High piece rate as output is above standard]
C] Individual Bonus Plans: We have seen earlier that in the time rate system, the workers are paid according to the time taken while in case of piece rate system, the output produced by the worker decides his wages as rate per unit is fi xed rather than rate per hour. In the premium bonus plan, the gain arising out of increased productivity is shared by both, the employer and employee.
The bonus to be paid to the workers is computed on the basis of savings in the hours, i.e. the difference between the time allowed and time taken. The time allowed is the standard time, which is fi xed by conducting a time and motion study by the work-study engineers. While fi xing the standard time, due allowance is given for physical and mental fatigue as well as for normal idle time. The actual time taken is compared with this standard time and bonus is payable to the worker is the time taken is less than the standard time.
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69 The individual bonus schemes commonly used are as follows.
I] Halsey Premium Plan II] Halsey-Weir Premium Plan III] Rowan Plan
IV] Barth Variable Sharing Plan These methods are discussed below.
I] Halsey Premium Plan: This plan was introduced by F.A. Halsey, an American engineer. In this plan, bonus is paid on the basis of time saved. Standard time is fi xed for a job and if the actual time taken is less than the same, the worker becomes eligible for bonus. However bonus is paid equal to wages of 50% of the time saved. A worker is assured of time wages if he takes longer time than the allowed time. The formula for computing the total wages is as follows.
Total Earnings = H R + 50% [S – H] R
Where, H = Hours worked, R = Rate per hour, S = Standard time
Illustration: Time allowed for a job is 48 hours; a worker takes 40 hours to complete the job. Time rate per hour is Rs.15. Compute the total earnings of the worker.
Solution: Total Earnings = H R + 50% [S – H] R
Total Earnings = 40 Rs.15 + 50% [48 – 40] Rs.15
Total Earnings = Rs.600 + Rs.60 = Rs.660
II] Halsey – Weir Plan: Under this method, there is only one difference as compared to the Halsey Plan and that is instead of 50% bonus for the time saved, it is 331/3rd % of the time saved. Accordingly the formula for this method is modifi ed as follows.
Total Earnings = H R + 331
3% [S – H] R
H = Hours worked. R = Rate per hour. S = Standard time
III] Rowan Plan: This premium bonus plan was introduced by Mr. James Rowan. It is similar to that of Halsey plan in respect of time saved, but bonus hours are calculated as the proportion of the time taken which the time saved bears to the time allowed and they are paid for at time rate. The formula for computation of total earnings is as follows.
Total Earnings = H R + [S – H]/S H R
Where H = Hours worked, R = Rate per hour, S = Standard time,
IV] Barth Variable Sharing Plan: In this system, the total earnings are calculated as follows:
Total Earnings = Rate per hour / Standard hours Actual hours worked
D] Group Bonus Plan: The plans described above are all individual bonus plans. Many times output of individuals cannot be measured. Similarly, the output of individual is dependent on the performance of the group. In such cases, rather than implementing individual bonus systems, group bonus system is implemented. The total amount of bonus, which is determined according to productivity, can then be shared equally or in agreed proportion between the group members.
The main objects of group bonus system are as follows.
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Creation of team spirit.
Elimination of excessive waste of materials and time.
Recognition of group efforts.
Improving productivity.
The various group bonus plans are discussed below.
Budgeted Expenses Bonus: Under this system, bonus is based on the savings in actual total expenditure compared with the budgeted expenditure.
Cost Effi ciency Bonus: In this method, standards are set for expenses like material, labor and overheads. The actual expenditure against these standards is measured and if there is a savings in actual expenditure as compared to the standards, a portion of such savings is distributed as bonus amongst the workers.
Pristman System: In this method, production standards are set in units or points and actual production is compared with the standards. If the actual production exceeds the standard, the workers are paid additional wages equal to the percentage in output over standard.
Obviously no bonus is payable if actual production does not exceed the standard production.
This method is mainly used in foundries.
Towne Profi t Sharing Plan: In this method standards are set for costs [mainly labor cost] and the actual cost is compared with the standards. If there is a saving in the costs, the saving is shared by workers and supervisory staff in agreed proportion. The principle behind this method is that if there is a saving in the cost, not only the workers but the supervisory staff should also get the reward because the cost reduction is the joint efforts of both the types of staff. Hence both, workers and supervisors share it.
Waste Reduction Bonus: This system of bonus is based on savings in the material cost. If there is a saving in the material cost, the workers share the same in the agreed proportion.
This system is generally used in industries where cost of material is very high.
Rucker Plan: The amount of bonus is linked with ‘value added’ in this system. The ‘value added’ is obtained by deducting the cost of material and services from sales value. In other words, value added is the total of labor, overheads and profi ts. Under this plan, employees receive a constant proportion of value added. For example, if the target ratio of labor cost to value added is 70%, and the actual ratio comes to 68%, 2% of the actual value added is distributed as group bonus, so that the ratio of direct labor cost to value added is maintained at 70%. Normally instead of distributing the entire bonus, some proportion is distributed and the remaining is transferred to reserve fund.
Scanlon Plan: This method is similar to the Rucker plan as discussed above except that the ratio of labor cost to the sales is taken instead of direct labor cost to added value. Normally bonus is
Scanlon Plan: This method is similar to the Rucker plan as discussed above except that the ratio of labor cost to the sales is taken instead of direct labor cost to added value. Normally bonus is