Abstract
To obtain objective information about the level of staff remuneration and the possibilities of making effective managerial, including personnel, decisions, analytical procedures for the monetary assessment of the labour component of the organization have been developed. It is proposed to conduct a monetary assessment sequentially by means of implementing four analytical procedures for comparing the average monthly wage of personnel: with the established minimum wage; with a living wage; with the average wage in the region; with an average wage by type of economic activity. The results of a monetary assessment of the labour component of the Voronezh region sugar factories over a six-year period indicate the economic inappropriateness of using the minimum wage and the subsistence minimum as criteria. First, the values of these indicators do not correspond to the level of economic development of the region and do not provide for the satisfaction of the real needs of the working-age population. Secondly, their use to verify compliance with legal requirements is correct only at the individual level, and not throughout the organization. It was found that the level of staff remuneration in the organizations under study is lower than the regional average in 82% of cases. The results of the sectoral assessment indicate the absence of a unified approach to the remuneration of the personnel of organizations for labour, including those included in one holding.
Highlights
The traditional approach to assessing the labor component is based on the need to fulfill a dynamic monetary ratio - the growth rate of labor productivity is ahead of the growth rate of labor costs
Various subjects, taking into account their specific goals and objectives, are interested in diverse information on the level of remuneration [2]: state bodies exercising control in the field of labor law - as a result of comparison with the minimum wage and the subsistence level to identify facts of non-compliance with applicable law; potential employees and personnel - in the results of a regional comparison to select the most favorable conditions for labor relations; employing organizations - in the results of regional and industry comparisons to develop measures to attract and retain the most qualified personnel; IFTS - in the results of industry comparisons to assess the integrity of the taxpayer organization
The minimum amount of analytical procedures for the monetary assessment of the labor component should include: a comparison of the level of remuneration with the minimum wage and the cost of living; comparing the level of remuneration at the regional and sectoral levels
Summary
The traditional approach to assessing the labor component is based on the need to fulfill a dynamic monetary ratio - the growth rate of labor productivity (in value terms) is ahead of the growth rate of labor costs. This position has a number of drawbacks that do not allow full use of remuneration for labor as an instrument of staff motivation. The minimum amount of analytical procedures for the monetary assessment of the labor component should include: a comparison of the level of remuneration with the minimum wage and the cost of living (to verify compliance with the requirements of the current legislation of the Russian Federation); comparing the level of remuneration at the regional and sectoral levels (to assess the competitiveness of the employing organization in the corresponding labor market and the risks associated with the loss of qualified personnel, as well as with inspections of regulatory bodies (table 1) [3]
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