Do I need to penalties in the enterprise

Although there is such a concept according to which penalties should not be at all. In other words, it is believed that when companies are organized properly, then the problem should not occur, and even the question itself of the fines may not appear.

Perhaps these companies are, but in most cases the situation is a little similar to a near-perfect picture. Therefore, after all the fines are not yet able to fully withdraw from the life of our companies. With regard to penalties, the penalties are often considered the reduction or complete withdrawal of the prize. Although, in fact, the premium to be paid in the event that the staff worked effectively, but many enterprises deprivation Prize is regarded as a reduction in salary. For them, the prize - this is the second salary.

Here, in many respects, the determining factor is the psychological factor. But sometimes, under the penalty of deprivation of the award is meant for a different reason. When the company introduced the variable part of remuneration, it turns out that the constant part must justify its name. In other words, if an employee of the company say that he has a constant, or it is also called guarantee of the payment, and there are variable (bonus) part, there is a problem with the fine identification.

If an employee has worked effectively and it needs to be fine, then what should be deducted the fine? It turns out that if an employee has worked inefficiently, the issue of calculating the premium and does not rise, and the like as necessary to fine. It turns out that the fine should be deducted from the fixed part, but this can not be done, t. To. It is guaranteed. Faced with such a methodological problem, some companies are still coming back to the fact that a fine can only be regarded as deprivation of the award.

But in reality this methodological problem can be circumvented. Not violated the principle of constant (guaranteed) wages. The scheme involves the discovery of intra-personal accounts to all employees. When an employee has worked efficiently and the current system it is necessary to impose a fine, it opens a personal account with a negative balance in the amount of the fine. The employee shall be paid only permanent part of wages. The penalty of a fixed part is not deductible, but the fine is written to the account.

In other words, there is a duty of the employee to the company. Then, when an employee under the current incentive schemes will rely premium, the amount of the premium is deducted the amount of the fine, which is recorded on the account. The difference is paid to the employee. If the amount of the fine is less than the premium recorded in the account, the amount of the fine is reduced by the amount of the premium. That is the duty the employee to the company remains, but it becomes less. Thus, the constant salary is paid, but the employee may be penalized for poor performance, and the amount of the fine be deducted from the future of the variable part of the salary.

Here, of course, there's the danger. An employee may not be able to effectively work a couple of times, which means that he has accumulated a certain amount of the fine, and it can be further simply stop trying. the fine amount will grow, but it will grow only on paper, and the constant part of the wages to be paid. Such a system may have the effect of demotivation. Therefore, when using such a remuneration scheme must constantly monitor not only the assessed amounts, but also for the debt.

Thus, it is necessary to establish the maximum possible value of debts, and if they are met, the company will have to carry out the relevant work to identify the causes of the situation. In any case, it can not be ignored.

Part of the problem can be solved as follows. Even when the employee was fined, he is paid a certain amount in excess of fixed salary, but with an additional amount paid is added to the amount of the fine on the personal accounts of the company. Thus, the duty of the employee to the company increases, but unlike the first case, this duty officer seems to have more real (and not just painted on paper), t. To. The part of the money paid to him, so he will be treated to a given amount of it as a to debt and will try to extinguish it.

It turns out that in this case manifested psychological factor. The employee worked poorly. The company has fixed this fact, pay a fine, but still paid an additional amount (that is still credited the employee). He already appears more and moral obligation to correct in the next period. If an employee is constantly increasing debt, which means that it does not work effectively, there is need to have to make a decision either to transfer the employee to another location, or dismissal. Although, perhaps, the reason lies in the fact that a mistake was made certain at the stage of receiving the employee's work or after an employee was accepted, he was not properly trained.

Such a scheme is already more risky for the company, so it can not be applied to all employees, and, for example, only for the heads of the upper and maybe middle managers. It is unlikely that leaders allow themselves to leave the company with debt, if they decide to leave. For now, most companies when hiring top managers necessarily make inquiries with their previous jobs. Therefore, if a top manager allows himself to part with some company that does not pay its obligations, it will be very difficult to find a position in another company of the same status.

In some companies, the fines tend not to apply, so to speak, for economic reasons. The director of one of the grocery store so described the situation: "Now I know how I steal salesmen and sales managers. And I know about how much it costs me. Yes, I can spend a lot of money and introduce automated control system, but, first of all, these costs will be a long time to pay off, and, secondly, they still will not rest and will look for new ways to steal. Still do not know that they can come up with. And I know that they bring me a profit, so deliberately close their eyes to petty theft. "

Talking about the system of motivation and penalties, of course, do not forget about the legal aspect of this issue. In recent years, in our country there is a tendency to increase legal podkovannosti employees. Therefore, before entering any system of fines, it is necessary to assess in advance the possible consequences and to take action. Otherwise it may happen that after the company will fine employees, a massive recourse to the courts can begin.

As is known, such disputes are often resolved in favor of enough staff, not the company. Therefore, HR director must properly prepare for the introduction of a system of fines, including the need to be with the old and new staff to carry out explanatory work. After all, in fact, with the correct registration of labor relations company it may be well enough to defend against such attacks. Therefore, under appropriate conditions, there are plenty of options to dismiss those who would complain. For example, it is possible to carry out the certification of job descriptions and dismiss with a "bad" in the workbook.

In general, the role of Director of Human Resources is very important in dealing with such matters. We are not talking about the fact that the management of staff should be constantly threaten staff redundancies, but some kind of explanatory work must still be carried out.

Thus, the incentive system and the system of penalties, in particular, can be implemented in virtually any enterprise. In fact there's nothing complicated.