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Labour Cost: Presented By: Akshay Bhambri (301) Nitish Kumar Singh (322) Rohit Mehta (324) Harsh Shah

This document discusses labour costs, including wages, benefits, and incentives. It provides an example of the labour cost structure of Easyweld Welding Equipment Company in China. The company classifies workers into three levels based on experience and skill. Wages include a base salary along with bonuses, benefits include food, housing, medical insurance, education subsidies, and social welfare contributions. The company also struggles with high annual labour turnover of 20% and aims to reduce it through an annual bonus for level 3 workers. In summary, the document examines labour costs and incentives through an industrial case study of a Chinese manufacturing company.

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Nitish Kumar Singh
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261 views

Labour Cost: Presented By: Akshay Bhambri (301) Nitish Kumar Singh (322) Rohit Mehta (324) Harsh Shah

This document discusses labour costs, including wages, benefits, and incentives. It provides an example of the labour cost structure of Easyweld Welding Equipment Company in China. The company classifies workers into three levels based on experience and skill. Wages include a base salary along with bonuses, benefits include food, housing, medical insurance, education subsidies, and social welfare contributions. The company also struggles with high annual labour turnover of 20% and aims to reduce it through an annual bonus for level 3 workers. In summary, the document examines labour costs and incentives through an industrial case study of a Chinese manufacturing company.

Uploaded by

Nitish Kumar Singh
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Labour Cost

Click to editby Master Presented : subtitle style Akshay Bhambri (301) Nitish Kumar Singh (322) Rohit Mehta (324) Harsh Shah (333)

Labour Cost
Wages paid to workers during an accounting

period on daily, weekly, monthly, or job basis, plus payroll and related taxes and benefits (if any).

Labour costing is required to be carried out for

maintaining proper record of expenditure on payment to the workers.

The Managers Thought - Labour Cost

C L A S S I F I C A T I O N

Components of Pay Structure


Basic wage Idle time Overtime Bonus & premiums Incentive wage plans

System of wages
Should satisfy both employees & employer.

Types of Incentives

Types of incentive wage plans


Halsey premium plan i. Rowan plan ii. Taylors differential piece rate system iii. Merrick differential piece rate system iv. Gantt task & bonus plan v. Halsey- weir premium system vi. Bedaux point premium system vii. Emerson efficiency system
i.

HALSEY
Time taken* rate + %(standard time-time taken)* rate

PREMIUM

ROWAN SYSTEM
Time taken* rate + std time time taken* time taken* rate Std time

JOB

EVALUATION

It is the comparative MERIT RATING

It enables

determination of the most appropriate and effective labour remuneration structure that can be adopted for the enterprise.

analysis and evaluation of the merit of the employees within an enterprise.

Employees can be

merit-rated for promotion and incremental payments.

Why control Labour Cost ?


Inefficiency of labor Wasting material due to improper supervision Idle time normal & abnormal causes. Unusual overtime work Inclusion of dummy names in payrolls etc Quality of goods gets affected due to improper labor

control

Controlling Techniques

Idle Time Cost


Treatment of normal idle time cost i. ii.

treated as direct wages. treat as an item of factory expenses and recover as indirect charges.

.Treatment of abnormal idle time cost i. i.

does not form part of cost of production Additional cost/loss

ELIMINATE ABNORMAL CAUSES & MINIMISE NORMAL ONES

Methods of measuring workforce performance


Labour turnover Labour productivity Absenteeism

Turnover and costing

Labour productivity
It is the amount of goods and services that a worker produces in a given amount of time

Out
Total value of Output Total Number of workers

Cost per unit

Total Labour Cost Number of units produced

Labour Productivity

Click to edit Master subtitle style

Defined as the number of staff who miss

Absenteeis m

work as a proportion of the total number of staff.

Number of staff absent per time period x 100 Total number of staff days worked per time period

Labour Absenteeism

Click to edit Master subtitle style

An Industrial Case in ChinaEasyweld Welding equipment company

An Industrial Case in ChinaEasyweld Welding equipment company

Easyweld Welding Equipment Company is one of the Hong Kong-invested industrial enterprises and the company makes welding equipment in Pun Yu District, Guangzhou. There are 30 factory workers, one assistant supervisor and one supervisor in the plant. Their daily work is to construct welding equipment on an individual or group basis. The workforce comprises three levels of workers, and the classification is by work experience and skills level. The remuneration structure is mainly based on time worked. Level 1: Fresh workers: Newly recruited workers are offered a probation period of 3 months. The daily wages are RMB20, and the workers work 8 hours a day and 6 full days a week. As the quality of work is of

Level 2: Workers with less than one years experience on the post: Once workers have their employment confirmed after the 3-month probation period, they are paid monthly salaries. The factory adopts a merit rating, and the workers salaries depend on their skill levels. Workers at a low to medium skill level are paid RMB500 to 600 a month, while workers at a high skill level are paid up to RMB 1,000 a month. In addition, a merit payment of RMB50 a month is offered to certain workers, depending on their attitude. Level 3: Workers with more than one years experience at the post: These workers, who include the assistant supervisor and the supervisor, are paid RMB1,000 to 1,500 a month. In addition, they are offered a group bonus. Since product quality is of prime concern in engineering production, there is no incentive scheme for pushing up production volume. Nevertheless, if there is premium production in any one month, these

For all levels of workers the factory pays for food and accommodation on top of labour wages or salaries. Both the food costs and accommodation costs are around RMB200 a month for each worker. The factory also pays RMB10 a month as social welfare contribution for each worker. This social welfare contribution by employers is mandatory in China. A pension fund contribution is not mandatory in China; it is established on mutually-agreed basis by both employers and employees. The factory also contributes RMB4 a month as medical insurance for each worker. In addition, the employer and workers contribute an equal payment for social insurance; the amount is around RMB80 to 90 a month from each side. In order to encourage staff development, the factory offers a work-related education sponsorship of RMB600 to RMB1,000 to workers. Workers usually take work-related courses like electronic engineering,

Other benefits provided by the company


the factory pays for food and accommodation

on top of labour wages or salaries around RMB 200.

factory also pays RMB 10 a month as social

welfare contribution for each worker.

RMB 4 a month as medical insurance for each

worker.
In order to encourage staff development, the

factory offers a work-related education

Labour Turnover a major issue


High labour turnover is a significant problem in Guangdong. In recent years, Easyweld has suffered a labour turnover rate of around 20% a year. Usually, this turnover happens when workers do not return to work after the Chinese New Year (CNY) holidays. To remedy this situation, the factory offers an annual bonus to its level 3 workers. Half of the annual bonus

Concluding Remarks
Labour cost accounting involves the study of the behaviour of labour, performance measurement, time and motion studies, control on attendance and government regulations. In modern industrial enterprises the workers wage is based upon job evaluation, merit rating, incentive remuneration schemes and government ordinances. Thus we have studied a case study of an industrial firm in CHINA.

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