Labour Cost Accounting

Transcription

1 CHAPTER 17 Labour Cost Accounting Introduction Labour cost is one of the important elements of production. Wage. salaries and other incentives of employee remuneration constitute a very large component of operating costs. Remuneration of employees is a vital factor not only affecting the cost of production but also industrial relations of the organization. No organization can expect to attract and attain qualified and motivated employees unless it pays them fair remuneration. Employee remuneration. therefore. influences vitally the growth and profitability of the company. For employees. remuneration is more than a means of satisfying their physical needs. Wages and salaries have significant influence on our distribution of income. consumption. savings. employment and prices. Thus. employee remuneration is a very significant issue from the viewpoint of employers. employees and the nation as whole. Objectives of an Ideal Wage System An ideal wage system is required to achieve the following objectives: (1) The wage system should establish a fair and equitable remuneration. (2) A sound wage system helps to attract qualified and efficient worker by ensuring an adequate payment. (3) It assists to improve the motivation and moral of employees which in turn lead to higher productivity. (4) It enables effective control of labour cost. (5) An Ideal wage system helps to improve union-management relations. It should reduce grievances arising out of wage inequities. (6) It should facilitate job sequences and lines of promotion wherever applicable. (7) An ideal system seeks to project the image of a progressive employer and to comply with legal requirements relating to wages and salaries.

2 Labour Cost Accounting Principles of an Ideal Wage System The following principles should be adopted for an ideal wage system (1) Differences in pay should be based on differences in job requirements. (2) Follow the principle of equal pay for equal work. (3) The scheme should be based on work study, and the work contents of various jobs should be stabilized. (4) Recognize individual differences in ability and contributions. (5) The scheme should not be very costly in operation. (6) The scheme should be flexible. (7) The scheme should encourage productivity.. (8) The scheme should not undermine co-operation amongst the workers. (9) The scheme should be sufficient to ensure for the worker and his family reasonable standard of living. Method of Remuneration There are two basic methods of wage payment: (1) Time Wage System and (2) Piece Wage System. Under time wage system. wages are paid on the basis of time spent on the job irrespect of the amount of work done. This is known as Time Rate or Day Wage System. The unit of time may be a day, a week, a fortnight or a month. Under piece wage system, remuneration is based on the amount of work done or output of a worker. This is known as "Piece Rate System" or "Payment by Result." Thus. a workman is paid in direct proportion to his output. A variety of bonus and premium plans have been designed to overcome the drawbacks of two basic methods of wage payments. A system of incentive plans also takes into consideration the primary principles of these two basic plans known as Incentive or Bonus or Premium Plan. The following are the important methods of remuneration which may be grouped into : (1) Time Rate Systems (2) Piece Rate Systems (3) Bonus System (or) Incentives Schemes. (4) Indirect Monetary Incentives. These may be further classified as under: (1) Time Rate Systems: (a) At Ordinary Levels (b) At High Wage Levels (c) Guaranteed Time Rates. (2) Piece Rate Systems: (a) Straight Piece Rate (b) Piece Rates with Guaranteed Time Rate 383

3 384 (c) Differential Piece Rates: (i) Taylor's Differential Piece Rate System (ii) Merrick Differential Piece Rate System (iii) Gantt Task and Bonus Plan. (3) Bonus System or Incentive Schemes: (1) Halsey Premium Plan (2) Halsey-Weir Premium Plan (3) Rowan Plan (4) Barth Variable Sharing Plan (5) Emerson Efficiency Plan (6) Bedaux Point Premium System (7) Accelerating Premium Plan (8) Group or Collective Bonus Plans. (4) Indirect Monetary Incentives: (5) Non-Monetary Incentives: A Textbook of Financial Cost and Management Accounting Comparison between Time Rate and Piece Rate System Time Rate System (1) Under this system earnings of a worker are calculated on the basis of time spent on the job (2) In this system, minimum guaranteed time rate is paid to every worker. (3) Under time rate system, remunerations are not directly linked with productivity. (4) Under this system emphasis is on high quality of work. (5) Under time rate system, strict supervision is essential. (6) This method may lead to trade unions to support it. (7) More idle time arises in time rate systems. (I) Piece Rate System In this system earnings of a worker are calculated on the basis of number of units produced. (2) Under this system, no guarantee of minimum payment to every worker. (3) Remuneration of workers directly linked with productivity. (4) Under piece rate system there is no consideration for the quality of work. (5) In this system, close supervision is not required. (6) Under this method the attitude of trade unions is not to co-operate with the schemes. (7) Compared with time rate system there is no change of idle time in piece rate schemes. (1) Time Wage System (a) Time Rate at Ordinary Levels: This is also termed as "Day Wage System" or "Flat Rate System." Under this system, wages are paid to the workers on the basis of time spent on the job irrespective of the quantity of work produced by the workers. Payment can be made at a rate per day or a

4 1 At Ordinary Levels [ Time Rate System 1 I 1 At High Wage Levels Guranteed Time Rates 1 1 Taylor's Differential Piece Rate System 1 Straight Piece Rate Merrick Differential Piece Rate System 1 I I Halsey Premium Halsey-Weir Rowan Plan Premium Plan Plan Method of Remuneration I I Piece Rate System 1 I Piece Rate with Guranteed Time Rate 1 Gantt Task and Bonus Plan I 1 Differential Piece Rates 1 I I Bonus System Individual Bonus Plan Group Bonus Plan I I Indirect Monetary Incentives 1 Non-monetary Incentives Barth Variable Emerson Efficiency Bedaux Point Accelerating Premium Sharing Plan Bonus Plan Premium Systems Plan 1 ~ <:>c ; '"., ~ 0 l:< g: ~ 0" " 2 ~ :: :i" '" s OCI 00 () ::r ~ () 0 ~ 'E ::r (;i. 3 0 s. e- o 3 0 e- o Co..., '" 3 c 0 ~. 0

5 386 A Textbook of Financial Cost and Management Accounting week, a fortnight or a month. The formula for calculation of payment of time rate of ordinary levels is as follows: Remuneration or Earnings Hours Worked X Rate Per Hour Time wage system is suitable under the following conditions: (1) Where the units of output are difficult to measurable, e.g., watchman. (2) Where the quality of work is more important, e.g., artistic furniture, fine jewellery, carving etc. (3) Where machinery and materials used are very sophisticated and expensive. (4) Where supervision is effective and close supervision is possible. (5) Where the workers are new and learning the job. (6) Where the work is of a highly varied nature and standard of performance cannot be established. Advantages (1) It is simple and easy to calculate. (2) Earning of workers are regular and fixed. (3) Time rate system is accepted by trade unions. (4) Quality of the work is not affected. (5) This method also avoids inefficient handling of materials and tools. Disadvantages (1) No distinction between efficient and inefficient worker is made and hence they get the same remuneration. (2) Cost of supervision are high due to strict supervision used for high productivity of labour. (3) Labour cost is difficult to control due to more payment may be made for the lesser amount of work. (4) No incentive is given to efficient workers. It will depress the efficient workers. (5) There is no specific standards for evaluating the merit of different employees for promotions. (b) Time Rate at High Levels: Under this system, efficient workers are paid higher wages in order to increase production. The main object of this method designed to remove the drawbacks of time rate at ordinary levels. This system is simple and easily understandable. When higher rate of wages are paid, it not only reduces labour turnover but also increases production and efficiency. (c) Guaranteed Time Rates: Under this method, the wage rate is calculated by considering to changes in cost of living index. Accordingly, the wage rate is varied for each worker according to the change in cost of living index. This system is suitable during the period of raising prices. (2) Piece Rate System This is also known as "Piece Wage System" or "Payment By Result." Under this system, wages of a worker are calculated on the basis of amount of work done or output of a worker. Accordingly, a worker is paid in direct proportion to his output.

6 Labour Cost Accounting Advantages (I) It facilitates direct relation between efforts and reward. (2) This system encourages the efficient workers to increase production. (3) Under this system efficient workers are recognized and rewarded. (4) It helps to reduce the cost of supervision and idle time. (5) Tenders or quotations can be prepared confidently and accurately. Disadvantages (1) Where a concern is producing large quantities, it is difficult to fix a piece rate. (2) In order to maximize their earnings, workers working with high speed may affect their health. (3) The quality of output cannot be maintained. (4) This system is not encouraging to the inefficient workers. (5) Temporary delays or difficulties may affect the earnings of the workers. Piece Rate System is Suitable Where (l) Quality and workmanship are not important. (2) Work can be measured accurately. (3) Quantity of output directly depends upon the efforts of the worker. (4) Production of standardized goods in a factory. (5) Job is of a repetitive nature. There are three important methods of paying labour remuneration falling under this type: (a) Straight Piece Rate (2) Piece Rates with Guaranteed Time Rates and (c) Differential Piece Rates. (a) Straight Piece Rate: Under this system, workers are paid according to the number of units produced at a given rate per unit. Thus, total earnings of each worker is calculated on the basis of his output irrespective of the time taken by him. The following formula is used for measuring piece work earning: Straight Piece Work Earnings Units Produced x Rate Per Hour (b) Piece Rates with Guaranteed Time Rates: Under this method, the worker earning from piece work less than the guaranteed minimum wage, will get the fixed amount of guaranteed time rate. A guaranteed rate would be paid per hour rate or day rate or week rate. (c) Differential Piece Rates: This system is designed to provide for variation of piece rates at different levels of output. Accordingly increase in wages is proportionate to increase in output. Under this system, efficient workers get ample reward and at the same time inefficient workers are motivated to earn more. The following are the three important types of differential piece rates : (a) Taylor's Differential Piece Rates System. (b) Merrick's Differential Piece Rates System. (c) Gantt Task Bonus Plan. 387

7 388 A Textbook of Financial Cost and Management Accounting (a) Taylor's Differential Piece Rates System EW. Taylor, who is the father of scientific management introduced this plan. Under this system, two piece rates are applicable on the basis of standard of performance established. Accordingly one is high rate and the other one is lower rate. Thus high piece rate is applicable for standard and above the standard performance. Lower piece rate for those workers with below the standard performance. Illustration: 1 Calculate the earnings of workers A and B under Straight Piece Rate System and Taylor's Differential Piece Rate System from the following particulars: Standard time allowed 50 units per hour. Normal time rate per hour Rs.. Differentials to be applied. 80% of Piece rate below standard. 120% of Piece rate at or above standard. In a day of 8 hours A produced 300 units and B produced 450 units. Calculation of Piece Rates : Standard production per hour 50 units. Standard production for 8 hours 50 x units. Rate per hour Rs.. Piece Rate per unit 50 Rs. 2 per unit Straight Piece Rate System A for 200 Rs x 2 Rs. 400 B for 250 Rs x 2 Rs. 500 Differential Piece Rate System Low Piece Rate at 80% differential 2 x Rs Earnings High Piece Rate at 120% differential Standard production in 8 hours 2 x x 50 units per hour 400 units A produced 300 units (below standard) Therefore low Piece rate of Rs applicable } Rs x 1.60 Rs.480

8 LAbour Cost Accounting B Produced 450 units (above standard) Therefore high Piece rate of Rs. 240 applicable (b) Merrick Differential Piece Rate System } 450 x 2.40 Rs.I080 This is also termed as Multiple Piece Rate system. This plan is 'designed to overcome the drawback of Taylor's Differential Piece Rate System. Under this method, three piece rates are applied with different levels of performance. Accordingly Performance (1) Less than 83% (2) From 83% to % (3) More than % Differential Piece Rate Normal Piece Rate (or) Basic Piece Rate 110% of Normal Piece Rate 120% of Normal Piece Rate 389 Illustration: 2 From the following particulars calculate the total earning of the three workers under Merrick Differential Piece Rate System. Normal rate per hour Rs. 5 per unit Standard production per hour 10 units In an 8 hours a day: A produced 70 units. B produced 90 units. C produced 65 units. D produced IlO units. Standard output per day Piece rate Level Performance: A produced 70 units 10 units x 8 hours 80 units Rs.5 per units A's level of performance Actual Output Standard Output x 70 x 87.5 % B's level of performance x % C's level of performance x % 80 IlO D's level of performance x % 80

9 390 A Textbook of Financial Cost and Management Accounting Piece Rate Applicable: Up to 83 % 83 % to % Above % Earning of Workers: Normal Piece Rate 110 % of Normal Piece Rate 120% of Normal Piece Rate Ns level of performance is 87.5 % Earnings 110 Units Produced x Normal Piece Rate x --- B's level of performance is % 70 x 5 x Rs Earnings C's level of performance is % Earnings D's level of performance is % 120 Units Produced x Normal Piece Rate x Ox5x-- Rs.540 Units Produced x Normal Piece Rate 65 x 5 Rs.325 Earnings 120 Units Produced x Normal Piece Rate x -- (c) Gantt's Task Bonus Plan x5 x-- Rs. 660 This system is designed by Henry L. Gantt. Under this system, standard time for every task is fixed through time and motion study. The main feature of this system is a good combination of time rate, differential piece rate and bonus. In this system day wages are guaranteed to all workers. Wages under this system are calculated as follows :' Performance Earnings (Output) (1) Output Below Standard (2) Output at Standard (3) Output at Above Standard Time Rate (Guaranteed) Wages of Time Rate plus Bonus of 20% of the Time Rate High Piece Rate on worker's output

10 Labour Cost Accounting 39/ Illustration: 3 From the following particulars, calculate total earnings of each worker under Gantt's Task and Bonus Scheme: Standard production per week per worker is 2000 units, piece work rate Rs. 5 per unit Actual production during the month : A-WOO units B units C units Standard production per month 2000 units Piece work rate Re per unit. '. Guaranteed Time Rate Level of Efficiency: Standard output per month 2000 units Rs per month (% efficiency) A's actual production 0 units 0 A's level of efficiency --- x 50 % 2000 B's actual production 2000 units 2000 B's level of efficieqcy x % 2000 Earnings: C's actual production 2500 units 2500 A's level of efficiency x 125 % 2000 Under Gantt's Task and Bonus Plan wages are computed as follows: Output Below Standard At Standard Above Standard The earnings of the worker will be as follows : A (50% below the standard) B (% efficiency) C (125% efficiency above standard) Rate Guaranteed Time Wages Given piece wages plus bonus of 20% High piece rate on worker's whole output. Rs (Guaranteed monthly wages) 2000 units x Re per unit + Bonus of 20% Rs % of Rs. 0 Rs Rs units x Re Bonus of 20% Rs % of Rs Rs.1500

11 392 A Textbook of Financial Cost and Management Accounting Bonus or Incentives Schemes Incentive schemes of wage payment are also known as Premium Bonus Plans. introduced in order to increase production with ensuring proper industrial climate. Wage incentive plans may be of two types : (1) Individual Incentive Plans and (2) Group Incentive Plans. Under individual incentive plans, remuneration can be measured on the performance of the individual worker. In the case of the group incentive scheme earnings can be measured on the basis of the productivity of the group of workers or entire work force of the organization. Various types of incentive schemes are combinations of time and piece rate systems. The following are the important individual incentive plans discussed below: (1) Halsey Premium Plan: This Plan was developed by F. A. Halsey. This system also termed as Split Bonus Plan or Fifty-Fifty Plan. Under this plan, standard time is fixed for each job or operation on the basis of past performance. If a worker completes his job within or more than the standard time then the worker is paid a guaranteed time wage. If a worker completes his job within or less than the standard time, then he gets a bonus of 50% of the time saved plus normal earnings. Under this method, the total earnings is calculated as follows: Where Total Earning Total Earnings T - Time Taken R - Hourly Rate S - Standard Time.'. Illustration: 4 Guaranteed Time Wages + Bonus of 50% of Time Saved (or) 1" x R + 50% (S - T) R 50 Total Earnings Time Taken x Hourly Rate + -- (Time Saved x Hourly Rate) Calculate the total earnings of the worker under Halsey Premium Plans: Standard Time 12 hours Hourly Rate Rs. 3 Time Taken 8 hours Earnings under Halsey Premium Plan: Standard Time Time Taken Time Saved Rate per hour Total Earnings Total Earnings :: 12 hours 8 hours Standard Time - Time Taken hours Rs.3 T x R + 50% (S - n R 50 8 x (4 x 3) Rs. 30 Rs. 30

12 Labour Cost Accounting Merits Demerits (1) It is simple to understand. (2) Total earnings of each worker can be easy to calculate. (3) Both employer and employee get equal benefit of time saved. (4) This system not only benefits efficient worker but also provides average worker to get guaranteed minimum wages. (5) This system is based on time saved and it can reduce the labour cost. (1) Lack of co-operation among the employees. (2) Under this system establishment of standard is very difficult. (3) Earning are reduced at high level of efficiency. (2) The Halsey~ Weir Scheme: Under this system, the worker gets the bonus of 30% of the time saved instead of 50% of time saved under Halsey Plan. Except for this, Halsey Plan and Halsey-Weir Systems are similar in all other respects. Illustration: 5 From the following particulars calculate total earnings of a worker under Halsey-Weir Plan : Standard Time Time Taken Hourly Rate :: :: 10 hours 8 hours Rs.2 per hour Earnings Under Hals.ey-Weir Premium Plan : Standard Time Time Taken Time Saved Rate per hour Total earnings Total Earnings :: :;: 10 hours 8 hours Standard Time - Time Taken hours Rs. 2 TxR+30% (S - T) R 30 8 x (10-8) x Rs (3) Rowan Plan: This plan was introduced by James Rowan of England. It was similar to the Halsey Plan in many respects except that it differs in calculation of bonus. Under this system. bonus is determined as the proportion of the time taken which the time saved bears to the standard time allowed. Under this system the following formula is applied to calculation of bonus: 393 Bonus Time Saved Standard Time x Time Wages Total Earnings Time Hourly Time Saved x + x T x R Taken Rate Standard Time

13 394 Illustration: 6 Time Saved Time Wages Standard Time Time Taken Time Taken x Hourly Rate A Textbook of Financial Cost and Management Accounting From the following information, calculate total earnings of a worker under Rowan System : Standard Time Time Taken Rate per hour 10 hours 8 hours Rs.3 Calculation of total earnings under Rowan Plan : Standard Time Time Taken Time Saved Rate per hour 10 hours 8 hours Standard Time - Time Taken hours Rs. 3 per hour Time Saved Total Earnings TxR+ x T x R Standard Time 2 8x3+--x8x Rs Illustration: 7 Calculate the earnings of a worker under (a) Halsey Premium Plan and (b) Rowan Premium Plan: Time Allowed or Standard Time 56 hours Time Taken 48 hours Rate per hour Rs.2 (a) Earning under Halsey Premium Plan: Standard Time 56 hours Time Taken 48 hours Hourly Rate Rs.2 Time Saved hours Total Earnings T x R + 48 x ~ (8 x 2) Rs. 104 (S - T) R (56-48) 2

14 Labour Cost Accounting 395 Illustration: 8 S-T Total Earnings TxR+ S x Tx R x 2 + x 48 x x Rs [ADS: (a) Earning under Halsey plan Rs. 104 (b) Earnings under Rowan Plan Rs J The finished shop of a company employs 60 direct workers. Each worker is paid Rs. 400 as wages per week of 40 hours. When necessary, overtime is worked upto a maximum of 15 hours per week per worker at time rate plus one-half as premium. The current output on an average is 6 units per man hour which may be regarded a standard output. If bonus scheme is introduced, it is expected that the output will increase to 8 units per man hour. The workers will, if necessary, continue to work overtime upto the specified limit although no premium on incentives will be paid. The company is considering introduction of either Halsey Scheme or Rowan Scheme of wage incentive system. The budgeted weekly output is units. The selling price is Rs. 11 per unit and the direct material cost is Rs. 8 per unit. The variable overheads amount to Rs per direct labour hour and the fixed overhead is Rs per week. Prepare a statement to show the effect on the company's weekly profit of the proposal to introduce (a) Halsey Scheme, and (b) Rowan Scheme. BODUS Total hours 60 workers x hours Output 8 units per hour (2400 x 8) Hours required 8 hours Standard hours allowed units 6 hours Time Saved hours units 8 hours 3200 hours Rs.400 Rate per hour ----Rs.1O 40 hours ::: 2400 hours Halsey Scheme Bonus 50% of Time Saved 50% of Time Saved hrs. x Rs. 10 Rs

15 396 A Textbook of Financial Cost and Management Accounting Rowan Scheme Bonus ::; ::; Time Saved -----x Actual Hrs. x Hourly Rate Std. Hrs 800 hrs hrs. x 2400 hrs. x 10 ::; Rs Particulars Sales units x Rs. 11 Direct Materials (19200 units x Rs. 8) Comparative Statement Present Rs. Halsey Rs. 2,11,200 2,11,200 1,53,600 1,53,600 Rowan Rs. 2,11,200 1,53,600 { units ::; 3200 hrs x Rs. 10 } hrs x Rs ,000 24,000 Overtime 800 hrs. x Rs. 5 4,000 Bonus - 4,000 Variable overheads 1,600 1,200 (3200 hrs x Rs hrs x Rs. 0.50) Fixed Overheads 9,000 9,000 2,00,200 1,91,800 Profit 11,000 19,400 24, ,200 9,000 1,93,800 17,400 (4) Emerson's Efficiency Sharing Plan: Under this plan, earning of a worker is by combining guaranteed day wages with a differential piece rate. Accordingly the level of efficiency is determined on the basis of establishment of standard task for a unit of time. If the level of worker's efficiency reaches 67% the bonus is paid to him at a normal rate. The rate of bonus increases in a given rate as the output increases from 67% to % efficiency. Above % efficiency, the bonus increases to 20% of the wage earned plus additional bonus of 1 % is added for each increase of 1 % in efficiency. Illustration: 9 From the following particulars calculate total earnings of a worker under Emerson's Efficiency Sharing Plan : Standard output per day of 8 hours is 16 units Actual output of a worker for 8 hours is 20 units Rate per hour is Rs Calculation of earnings under Emerson's Sharing Plan: Levelofpenormance ::; Actual Output Standard Output x 20 units ::; x ::; 125% 16 units

16 Labour Cost Accounting Bonus Payable Earning At % efficiency 20% of time wages Further increase of 1 % in the bonus is given for every 1 % increase in the efficiency.. '. For next 25% 1 % for each 1 % increase in efficiency Total Bonus payable 45% of Time Wages. } Time Wages for 8 Rs per hour Rs Add: 45% bonus of time wages -- x 20 Rs. 9 Total Earning Rs Rs. 9 Rs % of Time Wages (5) Barth Variable Sharing Plan: This scheme introduced to attract newly recruited and skilled employees who are motivated to learn woi'k. It provides sufficient incentives to inefficient workers who are motivated to increase productivity. Earning under this method is calculated by applying the following formula: Earnings Rate per hour x -Y Standard Time x Time Taken Illustration: 10 From the following particulars calculate earnings of a worker under Brath Variable sharing plan : Standard Time Time Taken Rate per hour 12 hours 8 hours Rs.5 Calculation of earnings under Barth Variable sharing plan: Earnings Rate per hour x -Y Standard Time x Time Taken 5x~12x8 Rs (6) Bedaux Point Premium System: This plan was introduced by Charles E.Bedaux in Under this plan, standard time fixed for each operation or job is expressed in terms of Bedaux point or's.' For example, a standard time of 360 B means the operation or job should be completed within 360 minutes. The chief advantage of this plan is that it can be applied to any kind of a job. Under this system, worker is paid at the time for actual hours worked, and 75% of the wages for the time saved are paid as bonus to the worker and 25% to the foremen, supervisors etc. The following is the formula for calculation of total wages of a worker: Total earnings S x R + 75% of R (S - T) Illustration: 11 From the following particulars, calculate total earnings of a worker under Bedaux Point Premium System: Standard Time Time Taken Rate per hour 360 B 240 B Re

17 398 Calculation of total earnings under Bedaux Point System: Standard Time 360 B's - Time Taken 240 B's hours hours Rate per hour Re.l Total earnings S x R + 75% of R (S - T) x x 1 ( ) x 120 Rs Rs. 90 Rs. 450 A Textbook of Financial Cost and Management Accounting (7) Accelerating Premium Bonus Plan: Under this plan, bonus is determined on the basis of time saved unlike a fixed percentage under Halsey Plan and as a decreasing percentage under Rowan Plan. The bonus is paid to workers at an increased rate according to more and more time saved. This provides increasing incentives to efficient workers. Group or Collective Bonus Plan The incentive schemes explained so far are applicable to individual performance depending directly on production. However. it is not the individual worker who produce the goods or services (operation) alone but group of several other workers are required to jointly perform a single operation. It is, therefore, essential that a group incentive scheme be introduced. Bonus is calculated for a group incentive scheme. The bonus is calculated for a group of workers and the total amount is distributed among the group of workers on anyone of the following basis : (a) Equally by all the workers of the group. (b) Pro rata on the time rate basis. (c) Pre determined percentage basis. (d) Specified proportion basis. Types of Group Incentive Plans The following are the important types of group incentive bonus plans: (1) Budgeted Expenses Bonus Plan (2) Priest Man Bonus Plan (3) Towne's Gain-sharing Plan (4) Scanlon Plan (1) Budgeted Expenses Bonus Plan: Under this method, bonus is determined on the basis of savings in actual expenditure compared with total budgeted expenditure.

18 Labour Cost Accounting 399 (2) Priest Man Bonus Plan: Under this plan, standard performance is fixed by the management and committee of workers. The group of workers get bonus when actual performance exceeds the standard performance irrespective of individual's efficiency or inefficiency. (3) Towne's Gain-sharing Plan: Under this plan, bonus is calculated on the basis of savings in labour cost. The group of workers get bonus when actual costs is less than the standard costs, one-half of the savings is distributed among workers including foremen in proportion with the wages earned. (4) Scanlon Plan: Scanlon Plan is designed with the chief aim of reducing the cost of operations in order to increase the production efficiency. This plan is generally applicable in industries where the operation cost is high. Under this scheme, bonus is determined on the basis of standard costs or w~.stages and percentage of the reduction in operation cost. Indirect Monetary Incentives Incentive schemes are regarded beneficial to both employers and workers. In this regard, under indirect monetary incentives by giving them a share of profit and introducing co-partnership schemes or as they have become partners in the business in order to make a very profitable enterprise. Profit Sharing: Profit sharing and bonus is also known as Profit sharing bonus. Under this scheme, there is an agreement between the employer and employee by which employee receives a share, fixed in advance of the profits. Accordingly profit sharing bonus refers to the distribution of profit on the basis of a certain percentage of one's monthly earnings. The amount to be distributed depends on the profits earned by an enterprise. The proportion of the profits to be distributed among the employees is determined in advance. Co-partnership: This system provides not only a worker to become partner in the business but also to share in the profits of the concern. There are different degrees of partnership and share of responsibilities allowed to the workers to take part in its control. Non-Monetary Incentive Schemes: Under this system, employees are provided better facilities, instead of additional monetary payments. Some of the examples of non-monetary incentives are free education for children, rent free accommodation, medical facilities, canteen facilities, welfare facilities, and entertainment facilities etc. QUESTIONS 1. What are the important objectives of ideal wage system? 2. Describe the factors to be considered for an ideal wage system. 3. What are the different methods of wage payment? 4. Critically examine the advantages and disadvantages of time wage system. 5. What are the differences between time rate system and piece rate system? 6. What do you understand by piece rate system? Discuss the merit and demerits of piece rate system. 7. What do you understand by Taylor's Differential Piece Rate System? Explain its significance. 8. How are incentive wages calculated under Halsey and Rowan incentive schemes of wage payment? 9. Explain the different types of time rate system. 10. Differentiate between the Differential piece rate system of Taylor and Merrick. 11. What do you understand by Incentive scheme of wage payment? 12. Write short notes on : (a) Halsey Plan. (b) Rowan Plan. (c) Emerson's Efficiency Plan. (d) Halsey-Weir Plan. (e) Gantt Task Bonus Plan. (f) Barth's System. 13. What do you mean by collective bonus plan? Explain the types of group incentive plans. 14. From the following particulars, calculate the earnings of workers X and Y under Piece Rate System and Taylor's Differential piece rate system : Standard time allowed 10 units per hour Normal time rate per hour Re.l Differential to be applied: 80% of piece rate when below standard

19 4()() A Textbook of Financial Cost and Management Accounting 120% of piece rate at or above standard In a day of 8 hours X produced 75 units and Y produced units [Ans : Earning of workers X Y Rs. Rs. Straight piece rate Taylor's Differential Piece rate 6 12] 15. From the following particulars, calculate total earnings of the worker under Halsey Premium Plan : Time allowed for job 20 hours Time taken 15 hours Rate per hour Rs per hour [Ans: Total earning Rs ] 16. From the following particulars, calculate total earnings of the worker under Rowan Plan: Standard time 20 hours Time taken 16 hours Hourly rate Rs. 2 per hour [Ans: Total earnings'" Rs ] 17. A worker takes 9 hours to complete a job on daily wages and 6 hours on a scheme of payment by result. His daily rate is 75 paise an hour: the material cost of the product is Rs. 4 and the overheads are recovered at 150% of the total direct wages. Calculate the factory cost of the product under: (a) Piece work plan; (b) Rowan plan; and (c) Halsey plan. [Ans: Piece work plan Rs Rowan plan Rs. 19 Halsey plan Rs ] 18. A workman's wage for a guaranteed 44 week is Rs per hour. The week time produce of one article is 30 minutes and under incentive scheme the time allowed is increased by 20%. During one week the workman manufactured articles. Calculate his gross wages under each of the following methods of remuneration : (1) Time rate (2) Piece work with a guaranteed weekly wage (3) Rowan premium bonus (4) Halsey premium bonus, 50% to workman [Ans: (1) Rs (2) Rs (3) Rs (4) Rs. 9.88] 19. An employee working under a bonus scheme saves in a job for which the standard time is 60 hours. Calculate the rate per hour worked and wages payable to a worker if incentive bonus of 10% on the hourly rate is payable when standard time (namely, % efficiency) is achieved, and a further incentive bonus of 1 % on hourly rate for each 1% in excess of that % efficiency is payable. Assume that the normal rate payment is Rs. 5 per hour. [Ans: Wages payable to workers Rs. 325] 20. A worker takes hours to complete a job on daily wages and hours on a scheme of payment by results. His day rate is 75 paise an hour, the material cost on the product is Rs. 4 and the overheads are recorded at 150% of the total direct wages. Calculate the factory cast of the product under: (a) Piece work plan (b) Rowan plan (c) Halsey plan [Ans : Piece work Rs ,Halsey Rs. 18.5, Rowan plan Rs ] 21. lobs are issued to operation X, to make 89 units to operation y, to make 204 units, for which a time allowance of 20 standard minutes and 15 standard minutes per units respectively, is credited for every hour saved bonus is paid at 50% of the basic rate which is Rs. 2 per hour for both the employee. The basic working week is 42 hours. Hours in excess are paid at double the normal rate. X completes his units in 45 hours and Y completes his units in 39 hours (but works a full week). Due to defective material 6 units of X and 4 units of Y are subsequently scrapped although all units produced are paid for. You are required to calculate for each of X and Y: (a) The amount of bonus payable (b) Total gross wages payable and (c) The wages cost per good unit made. [Ans: Bonus payable: X Rs. 18; Y Rs. 12 Gross wages: X Rs. 114; Y Rs. 90 Wage cost per unit: Y Rs. 62; Rs. 42] 22. From the following informations you are required to calculate the earnings of X, Y, Z and W under Merrick Differential piece rate system. Standard production per hour 12 units Normal rate per hour Rs 0.60 X Produced 64 Units

20 Labour Cost Accounting 401 Y Produced 96 Units Z Produced 84 Units W Produced Units [Ans: X - Rs ; Y - Rs ; z - Rs. 5.44; W - Rs. 72] 23. Standard output per day of 8 hour is 16 units, actual output of a worker for 8 hours is 20 units, rate per hour is Rs Calculate the wages payable to the worker according to the Emerson's Efficiency plan. [Ans : Rs. 29] 24. The standard hours of job is hours. The job has been completed by Gupta in 60 hours, Ram in 70 hours and Kumar in 95 hours. The bonus system applicable to the job is as follows : Percentage of time Saved to time allowed Bonus Saving up to 10% 10% of time saved 11% to 20% 15% of time saved 21 % to 40% 20% of time saved 41 % to % 25% of time saved The rate of pay is Re. I per hour. Calculate the total earning of each worker and also rate of earning per hour. [Ans : Total earning Guptha Rs. 68; Ram Rs. 76; Kumar Rs Earnings per hour Rs. 1.13; Rs. 1.08; Rs. 1.00] 25. (I) Calculate the earning of workers P & Q under: (a) Straight piece rate system and (b) Taylor's Differential piece rate system from the following details: Standard time per unit 12 units Standard rate per hour Rs. 60 Differential to be used 80% and 120%. In a particular day if 8 ho\lrs, worker P produced 30 units and worker Q produced 50 units [Ans : Earnings under straight piece rate system. Worker P - Rs. 360; Q - Rs Earnings under Taylor's Differential piece rate system Worker P - Rs. 288; Y - Rs. 720] (2) Calculate the earnings of a worker under: (a) Halsey premium plan and (b) Rowan plan Time allowed - 48 hours Time taken - 40 hours Rate per hour - Rs. I [Ans : Halsey premium plan Rs. 44; Rowan Scheme Rs ] 26. From the following data, you are required to calculate the total earnings of a worker under: (a) Halsey premium plan Hourly rate - Rs. 3 Standard time - 16 hours Time taken - 12 hours (b) Under Halsey-Weir premium plan Time allowed - 48 hours Time taken - 40 hours Rate per hour - Rs. 3 [Ans : (a) Rs. 4.2 (36 + 6); (b) Rs ( )] 000