3. Significance of Labor cost control- labor is such a
factor of production that is active and it makes other
factors active. No any other factor can replace labor.
Labor control techniques creates discipline in the
organization. It checks wastages.
Components of labor cost.- the cost on labor may be
both monetary or non monetary.
4. Labor cost control procedure
there may be two method to control labor cost.
1) Managerial procedure- the following steps may be
in managerial procedure-
a) setting up standards
b) Use of labor budget
c) study of effectiveness of wages policy
d) Production planning
e) labor performance report
5. 2) Operational procedure- this includes the
following-
a) proper determination labor requirment
b) scientific selection of labors
c) right person at right place
d) proper accounting of presence of labor
e) proper recording and computation of wages
f) determination of wages payment
g) control on idle time
h) proper training
i) control of absentees
j) time and motion study
6. 3) Organizational procedure-
a) Personnel department
b) Engineering and work study department
c) Time and accounting department
d) Wages table department
e) Cost accounting department
7. Labor turnover- the ratio between employees
discharged or resigned at a particular time to the
total employees in the organization, is called labor
turn over-
Formula to calculate labor turnover-
a) separation method- No. of separated emp.
average emp.
b) Replacement method-
No. of emp. Replaced
average employees
c) Flux method : separated emp. + replaced emp.
average employees
8. Methods of recording attendance time- the following
are the method for this purpose-
1) Attendance register or muster roll
2) by metal discs or tokens
3) by time recording clock
Time utilization record or time booking- it is very
important to record working hour of employees this
boost the productivity and efficiency and put
effective control over the employees. The following
objectives may be achieved by this-
1) Calculate idle time
2) Computation of cost of production
3) Computation wages
4) To know efficiency of labor
9. To record time different organization use different
books , however, following books are generally use
to record time-
1) Daily time sheet
2) Weekly time sheet
3) Job card
Record of casual work : sometime the organization
appoints some extra workforce on agreement basis.
This may be to fulfill some extra work requirement.
Such workers are for temporary basis and after
completion of work or time they are discharged.
10. Idle time- the time at which the worker don’t work or
stays idle, is called idle time. There may be many
reason for idle time-
A) inefficient management
B) Unscientific planning
C) Negligence of officers
D) Conflict between employees and employers
E) Economic reason
F) Special reason
there are two types of loss related to idle time-
a) Normal loss- 1) time taken in motion from one door
to department
b) refreshment time
c) Time take to move from one job to another on
machine to another
11. 2) Abnormal loss- 1) failure of machine
2) conflict
3) negligence of managers
Accounting for idle time- it is recorded in two method-
1) in form of inflated salary
2) In form of Overhead
Overtime
When a worker works more than normal working hour, it is
said that he is doing overtime. The following are the
reason of overtime-
1) increase in the demand
2) insufficient workers
3) use of perishable raw material
4) prompt completion of order
5) inefficient management
6) lack of place or machine in the factory
12. Loss of overtime- the followings are the loss of
overtime-
1) Low efficiency of workers
2) Increase of cost of production
3) Low quality product
4) Failure of health of employees
13. Method of wages payment: payment of wages is very
important matter. There are various principle of wages
payment. An idle system of wages payment should be as
follow-
1) Acceptance of both parties
2) Easy to calculate
3) Minimum wages gurantee
4) Efficiency oriented
5) Incentive oriented
6) Economy
7) Definite wages base
8) Efficiency oriented
9) Prompt payment facility
10) Flexibility
11) Ability to pay
14. Method of wages payment : the following are the method
of wages payment-
A) on the basis of time
B) Piece rate system
C) Incentives plan
i) Premium bonus method
a) Halsey premium method
b) Rowan premium method
ii) combination of time and piece rate system
a) Gantt task premium
b) Emerson Efficiency premium
iii) group system of bonus payment
a) priestman’s output bonus scheme
b) cost bones scheme
c) non-monetary incentive scheme
15. Time rate of wages payment:
Time Rate System is otherwise called as Time Work,
Day Work, Day Wages and Day Rate. It is the oldest
method of remuneration. A worker is paid wages on
the basis of number of hours engaged in the
production activities. The output of the worker is not
considered for payment of wages
wages = hours worked * hourly wages rate
Merits: 1) old and popular method
2) assurance of wages
3) improvement in production quality
4) good for employees of different
category
16. Limitations : the followings are the demerits-
1) lack of incentive
2) need over supervision
3) no incentive to efficient labor
4) loss due to fall in production
2) Piece rate payment system: Piece rate pay occurs
when workers are paid by the unit performed (e.g.
the number of tee shirts or bricks produced) instead
of being paid on the basis of time spent on the job
wages- units produced * rate per units
Merits: the following are the merits of this system
1) incentives to workers
17. 2) increase in production
3) fall in production cost
4) Freedom to workers
5) determination of cost price
6) economy in supervision
Limitations: the following are the limitations:
1) low quality product
2) fall in health
3) conflict
4) hate feeling for each other
5) misuse of material and machine
6) difficulty in determination of wages
7) not fit for work that is related to art .
18. Classification of piece rate system:
1) straight piece rate-
wages = manufactured units* per units cost
2) Piece rate with graduated time rate: this give
guarantee of payment of minimum wages. Daily
wages or piece rate wages whichever is more is paid
3) Differentiated piece rate: under this, taylor’s
differentiated piece rate system is very famous. In
this method wages at higher rate is paid to those who
achieve standard production and those who fails to
achieve the standard are paid wages at low rate.
19. Halsey premium scheme:- Under Halsey premium
plan method, standard time for doing each job or
operation is fixed and the worker is given wages for
the actual time he takes to complete the job or
operation at the agreed rate per hour plus a bonus
equal to (usually) one-half of the wages of the time
saved
Total wages= time taken * hourly rate+ %
premium(time saved*hourly rate)
20.
21. Rowan premium scheme:
Rowan premium plan is one of important incentive
wage plan which was made by James Rowan of
David Rowan and Co. For making this plan,
James Rowan had studied the Halsey plan. As per
this plan, there is guarantee of minimum wage with
time rate. But worker has right to get bonus on the
basis of ratio to time saved and standard time.
Total wages- times taken*hourly rate+ time
saved/standard time*time taken * hourly rate
22.
23. Combination of time and piece rate scheme- this
includes the following method-
1) Gantt task premium scheme- Gant's task and
bonus plan is based on careful time and motion
study. ... In other words, if a worker's performance is
more than 100% he is given piece wages plus bonus
at 20% of piece wages. Thus, with every reduction in
time, the plan ensures progressive increase in total
wages.
24. B) Emerson Efficiency premium scheme: Emerson
Efficiency Plan: This plan was introduced by Mr.
Hemington Emerson. Under this plan of incentive
wages, the wages are paid at the standard rate and the
amount of bonus paid to the workers depends on the
individual efficiency of the workers. Calculation of
efficiency:
actual production/ standard producton
or
Actual time/ standard time
If any worker performs upto 67% or only 2/3rd work he is
paid only normal wages
Like wages= actual time* per hour rate
More than 67% but less than 100%
Wages= (actual time* per hour rate)+(actual time*per hour
rate* fluctuated rate of premium )
If more than 100% say 110%
Premium= 20%( on 100%) + 10%( on excess) = 30%
25. 2) Bedaux scheme: Definition: The Bedaux Plan is
an incentive scheme in which the standard time for
the completion of a job is fixed and the rate per hour
is defined. Each minute of the standard time is called
as point or B, such as in one hour there are 60 Bs
and if a worker performs a work for eight hours
then he should work for 60*8= 480 Bs. Bonus is
paid to those workers who perform task more than
standard. Below or equal to standard is not paid.
26. 3) group system of bonus payment: A bonus scheme
for a group of workers can be introduced where:
1. It is necessary to have a team work.
2. It is required to reward not only the direct workers
but also the indirect workers who assist the direct
workers.
This develops team spirit among the workers.
3. It is difficult to measure the output of individual
workers because the output depends upon the
combined efforts of a group of workers. A group
bonus is divided among the workers of the group in
proportion to the basic wages earned by them.
27. Advantages:
1. It creates team spirit which in turn leads to high
output.
2. It eliminates excessive waste of time because the
members of the group divide the work among
themselves according to their convenience keeping in
view the interest of the group as a whole.
3. It guarantees time wages to the members of a
group
28. 4) Workers are likely to maintain flow of production
in a group. Hence, a group bonus plan is very useful
in activities where a number of processes are
involved and the completion of one process depends
upon the completion of the previous process.
5. Support workers (i.e., indirect workers) not
directly associated with production can easily be
included in the group bonus scheme because group
bonus can be divided among members of the group
in proportion to the basic wages earned by them.
6. It greatly reduces the number of rates to be
negotiated.
7. It is easier to manage the scheme because members
of the group take care of themselves. It is
administratively simpler because less recording of
labour times and production rate is required.
29. Disadvantages: . 1)The share of bonus of efficient
workers may be the same as that of inefficient
workers because all workers of the group get bonus
in proportion to their normal time rate earnings.
2. A group bonus scheme is less direct in approach
than individual incentive schemes, so it may not
provide the same incentive as individual incentive
schemes provide.
3. It may be difficult to obtain agreement on the
proportions of the bonus which group members will
receive. Hence, there may be a difficulty in the
distribution of bonus among members of the group.
30. Priestman’s output bonus scheme: Within this plan
the standard output is determined earlier that has to
be achieved, say, in a week through the workers as a
group in a factory. The standard productivity can be
set in terms of units or points. The bonus is paid to
them as per to the proportion of increase in output if
the workers produce more than the standard output.
This is accommodating production bonus plan
because all the workers together make efforts to
achieve the standards.
Bonus percentage= total increased production
standard production
31. 2) cost bonus scheme- under this method, at any
particular time and in any department if actual cost
is less than the standard cost than bonus equivalent
to saved cost is distributed among the all worker and
staff of that particular department. This method is
doubtful because production cost is not fully
dependent to efforts of employees other factors also
play equal role.
Non monetary incentives- this type of incentives are
non monetary. Some non monetary benefits are also
given to the employees
