1. Labour

2. The main idea of the productive process
Equipment
Labour
Material
Combination and consumption of the basic productive factors in order to produce
Basic productive factors
Productive process
Company’s output
The result of the firm’s production in the form of goods, services and work's delivery
The evaluation of the output
Other firm’s activities what make possible to evaluate the production (sale, transport etc.)
Profit
Labour

3. Regulations determining human labour management
The process of the human labour management in the firm is
determined with various regulations:
External
Labour Code and other various laws, government decrees etc.
The intra-plant regulations
these regulations delimit:
Criteria of the human labour evaluation (the qualification catalogues of the professions)
Wage regulations
Authorities and duties of the human labour (the organisation manual, the working regulations)
Contractual settlements
Between employees and employer (collective agreement)
Between employee and employer (contract of work)
Labour

4. The labour classification
Human labour:
The use of physical and intellectual abilities of particular employees in the
productive process or in the activities connected with the assurance of the
productive process
Classification of labour:
Workers
Workmen
Workers (we use especially their manual skills and abilities)
Productive workers:
they partake on the production directly, their work becomes the important part of the final production
Non-productive workers:
they partakes on the production assurance
Labour

5. The labour classification
Workmen (we use especially their intellectual skills and
abilities)
Technical workmen:
in the case of structural production they ensure the production from the aspect of technical requirements for the productive process (workmen at the production preparation, site engineers, etc.)
Economical workmen:
they partake on the production with the assurance of economic needs of the firm (economists, accountings, economists of building orders, etc.)
Senior managers:
they assure the production from the viewpoint of organisation needs of the firm, their main activity is connected wit the management of all processes in the firm
Labour

6. The labour evaluation
The ways of labour evaluation in the firm involves two
steps:
Assignment of the requirements for the human labour
Own evaluation
In the case of worker it concerns especially about the productivity and quality of his work
In the case of manager on various levels is to assign this requirements quite harder, because the activity of this kind of employee is more general then in the case of worker
It’s possible to define required activities, harder it is to describe required quality of work
Labour

7. The labour evaluation Own evaluation
to compare the human labor with the certain type sample
type sample is assigned in advance according to the elected requirements for the each employee or better for each kind of the work activity
Evaluation of workers, when we are able exactly to assign the required form of output of work
individual evaluation:
it is necessary to implement the analysis, where we compare the firm’s needs required on the employee and the ability of each employee to provide these services
employees on the higher levels of firm’s management
Labour

8. The labour remuneration
The system of labor remuneration involves two parts:
wages
voluntary pleasures provided by the company
Classification of wages:
Classification of the wages according to the character of activity
Time wage
Task wage
Combination
Classification of the wages according to the structure
Basic wage
Individual wage
Classification of the wages according to the compulsory payments followed from the legislation
Gross wage
Net wage
Labour

9. Classification of wages
Classification of the wages according to the character of activity
Time wage
human labour is remunerated according to the time usage
hour wages
daily wages
weekly wages
month wages
Task wage
it is remuneration according to the amount of produced work, that means the workers are remunerated according to work they produce
there is in advance assigned the wage connected with production of unit of production and the whole wage is established according to the produced amount. This wage could be calculated for:
individual: the wage is calculated for certain worker according to the his production quantity
working group: the wage is established for whole working group and later divided according to the inner rules
the delivery, fitting – task wage: there is a sum of money intended for wages of certain delivery of e.g. civil work and the wages are divided among the workers in dependence on the each person share on the whole delivery and the price of his work
Combination
it is a remuneration partly in the time wages and partly in the task wages
Labour

10. Classification of wages
Classification of the wages according to the structure
basic wage
this is the wage that belongs to the employee according to the contract of work concluded between employer and employee (remuneration for performances or for the quantity of the performance)
individual wage
it is a remuneration for next performances that are not evaluated in the basic wage. It involves:
the wage incentives: it remunerates increased performances (e.g. the personal evaluation, bonus and premium, the rates on the firm’s economical results)
refunds of wages: holiday-leave, other impediments to work
additional and premium pay: overtime work, working at the weekend, working in bed conditions, etc
Labour

11. Classification of wages
Classification of the wages according to the compulsory
payments followed from the legislation
It concerns about payments of the income tax, charges into the social and health funds
We recognise:
Gross wage:
the sum of basic and individual wage
Net earnings:
the wage after the reduction of the compulsory settlements from the wage
Income tax
Health insurance (4.5 % from the gross wage)
Social insurance (6,5 % from the gross wage)
Sickness insurance
Retirement income insurance
Unemployment insurance
Labour

12. Voluntary pleasures provided with the firm
The firm can to its employees provide following voluntary pleasures:
Health care
the firm ensures and covers the preventive check – ups, the firm contributes for spa, the firm ensures the conditions for the increasing of the working safety
Catering
firm can contribute from its sources for the catering in own or in the foreign eating places
Living
the firm can help to its employees to find or obtain the living with the providing of the firm’s flats, loans, ex-interest loans etc.
Superannuating scheme
besides the compulsory payments into the social funds the firm can provide voluntary payments to improve employee’s situation
Labour

13. The basic factors that can influence the creation of the wage in the firm
Working function
each working function is connected with certain way of creating of a wage and the creation of particular wage depends on the character of the work
The worker’s performance and behaviour
in the case of determinable profession the wage is assigned according to the producing of determined amount of work,
in the case of indeterminable profession the wage depends on individual filling of working duties
The situations on the labour market
according to the demand for the labour the wages vary
in the case of low demand the wages decrease, in the case of higher demand for the labour the wages increase.
Labour

14. Basic factors, those can influence the working performance
Personnel option
it is connected with the receiving of new workers and the other activities connected with personal management
the firm’s managers try to find right person for the corresponding working position, this could help to ensure efficient production
Working conditions
the working conditions are very important for every employee, we have to take care especially about following working conditions:
the work organisation
working hours: the duration and the layout in time (rozložení v čase)
the organisation of the workplace: the arrangement of the labour and of the working machines and machinery, the time arrangement of works
business climate: the relations between employees, the relation of each employee to the firm, the behaviour of the firm management in the face of the employees etc.
Voluntary firm’s pleasures
The remuneration for the work
Labour

15. Costs for the labour power in the firm
Wages and compensations of the wages (in the case of holiday-leave etc.), this group of costs create about 70 % from the total costs for the label
Firm’s payment into the fund of social and health insurance, the amount is assigned according to the legislation
Health insurance (9 % from gross wage of the employee)
Social insurance (25 % from gross wage of the employee, it includes sickness insurance, retirement income insurance, unemployment insurance)
Social costs – these costs arise in the case that the firm has other costs connected with labor besides the costs assigned from the law
voluntary payments to the funds of social and health insurance,
costs connected with catering, living etc.,
Assurance of the prevention and safety of work
Labour

16. The ways of assigning of particular costs connected with labour power
The employee’s wage consists from two parts,
the basic wage and
the individual wage (assigned individually according to the kind of firm, habits in the firm etc.)
Costs for the time wage:
The costs for the labour work are assigned according to duration of the time usage in hours and the wage tariff in monetary units per an hour.
The wage tariffs vary according to the working function, kind of the firm, kind of the work etc.
Wage size (C.U.) = Duration of time usage (h) x wage tariff (C.U./ h)
The time wage is used usually in the case, when the activity is indeterminable, that means that we are not able to assign the amount of work in measure units that the employee has to provide
Labour

17. The ways of assigning of particular costs connected with labour power
Costs for the task wage
To assign the costs connected with this kind of wages is more difficult
Wage size (C.U.) = unit task wage (C.U./ M.U.) x workers performance (M.U.)
The unit task wage is assigned according to the following relation:
Unit task wage (C.U./ M.U.) = norm of labour consumption (h/ M.U.) x wage tariff (C.U./ h)
Labour