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- development and improvement of processes to identify, assess, monitor and control liquidity risk.
In order to minimize liquidity risk, the bank must: select pamb strategists w ands risk management practices; formirova be policy bank in asset and liability ma nagement; set it's limit, i.e. adjusting the banks' liquidity position.
Liquidity management is intended to strike a balance between sustainability and the desire for high returns. The solution of all these problems x requires not o nly a detailed analysis of the internal environment of the bank, but also the ongoing monitoring of the environment.
Literature:
1. Zharkovskaya E. II. Banking. 5th ed. M:. Omega-A 20 May 1st.
2. The URL: http: // ria. ru / economy / 20160303/ 1383467123. html ixzz 41 pW 4 RcAQ)
3. Batrakova h. R. Economic analysis of commercial bank. M:. Logos 2005.
4. Federal Law of July 10, 2002 № 86-FL (ed. By 12.30.2015) // Ref. "Consultant" -pravovaya system.
3. On banks and banking activity: Federal Law of December 2, 1990 Number 3951 (ed. By 05.04.2016) // Sprav. legal system "Consultant".
6. Tagirbekov K. P. Organization and management of commercially valuable bank . M:. World Review 20 May 1st.
7. Mandatory ratios of banks: Bank of Russia Instruction 201 of December 3, 4 g. № 139-I (ed. 11.30.2015)
УДК 331
Shevchenko А.А. 3rd year Bachelor's Degree student Plekhanov Russian University of Economics Kemerovo Institute (branch) Kemerovo
НЕОБХОДИМОСТЬ ПРЕМИРОВАНИЯ ДЛЯ ПЕРСОНАЛА
Аннотация: Данная статья посвящена такому виду выплаты в денежном выражении, как премирование. В статье приведены основные условия для получения премий и наиболее популярные системы премирования. А также в статье даются некоторые рекомендации по стимулированию работы сотрудников.
Ключевые слова: : работа, премирование, премии, сотрудники.
NECESSITY OF BONUS SYSTEM FOR STAFF
Annotation: This article is devoted to such a type of payment in monetary terms, as premiums. The article contains the main conditions for obtaining premiums and the most popular bonus systems. And there are also some recommendations to stimulate the work of employees in this article. Keywords: work, bonus system, premiums, employees.
Bonus system is payments in monetary terms to an employee in excess of basic wages. Bonus is a reward for the effective performance of duties and the achievement of certain results. It is possible to say that bonus system is also a stimulating the growth of the achieved indicators method. Bonus system is developed by representatives of the labor and wages department or the staff development service, then it is approved by the company management.
The bonus condition is usually the work during the accounting period and the achievement of the established indicators. One of the most important conditions for premiums is the observance of labor discipline. Employees who performed bonus indicators, but at the same time made absenteeism or appeared at work in a state of intoxication, committed another disciplinary offense, for example violated the technological rules for manufacturing products, are not entitled to receive a premium in full, i.e. if they committed serious mistakes, the employees do not either receive premiums, or the premium is paid to them in a smaller amount than to workers who performed the bonus conditions [1].
The most popular bonus systems are highlighted below:
• This type of bonus as a project bonus is considered to be the most obvious bonus scheme, because at the end of the work the employee receives the agreed amount;
• Premiums that generate loyalty to the company. The traditional form of such a premium is the so-called 13th salary, which is given to the employee at the end of the year and it is often difficult to explain what exactly this premium is provided for, but it has become a long-established habit;
• Bonuses for current activities, which is very similar to the accrual of a permanent salary. The essence of this bonus is that if an employee works responsibly and without mistakes, then a constant premium is paid each month, usually in the form of a percentage of salary. Such bonuses are simple in accrual and effectively influence labor productivity;
• Bonus programs. The amount of such payments is determined by the percentage that the employer is willing to pay to staff, and its size is set by the company's head. The amount of bonus percent depends on the manager's personal willingness to allocate a certain amount for this bonus. This kind of bonus is really effective when in the company most of the work is performed in a group with similar functions among the department employees [2].
As a rule, the size of the premium is determined as a percentage of salary. The most common is the bonus payment document up to 40% of salary, but there are also bonus payment documents up to 75% of salary. In turn, the size of a specific employee's premium is determined by the employer, taking the degree of indicators performance and bonus conditions into account. These indicators are:
- Saving of used resources, namely economical expenditure of raw materials, reduction of expenses for maintenance and repair of equipment, etc.;
- The use of technology, for example, implementation of the new technology development timing and advanced technology, increasing the load
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factor of equipment, etc.;
- Quantitative indicators, namely doing and overdoing of the work, the percentage of performance standards, the observance or reduction of the planned work terms, the provision of uninterrupted and rhythmic equipment operation, the performance of works in a smaller number in comparison with the normative, the reduction of the labor intensity of products, etc.;
- Qualitative indicators, such as improving the quality of products, increasing the product grade, reducing the percentage of defective products, etc.[1].
Thus, the following can serve as a recommendation. If an employee does not earn a bonus in a certain period, then it is better to deprive him of the premium for this period, so that he understands that the bonus must be also earned, but not just received. Also directorship needs to be able to thank employees for any achievements in their work. If directorship does not thank employees for what, then it points the inefficiency of the motivation system in this company, because if the person in itself is hardworking and responsible, then in his work it would be possible to note any achievements and positive sides. Therefore, in order to avoid situations where employees do not have the motivation to work at all, and even more to work overtime and qualitatively, it is necessary to improve the comfort of the working space, for example to create a recreation room, a nicely decorated dining area, etc. And another important condition for creating motivation for employees to work in this company is the regular organization of general meetings, which consider the goals of this company, its indicators that have been achieved so far, and the successes of individual employees. The most difficult, but the most important thing for any company is to create such conditions for employees in which they would like to work always and more and more, making not money a priority, but self-development and the desire to become the best employee for this company. That is the effectiveness of premiums for the company is the better the employee works and the comfort conditions higher, the higher the premium, and the higher the premium, the higher the motivation to work and become the best in this business [3].
References:
1. Герчиков В.И. Мотивация, стимулирование и оплата труда персонала. М., 2013. 412 с.
2. Электронный Журнал «Генеральный Директор» - профессиональный журнал руководителя [Электронный ресурс]. - URL: https://www.gd.ru/articles/8233-premirovanie-rabotnikov.
3. Губанов С. А. Система организации и поощрения труда (опыт методической разработки). // Экономист, 2014, №1. С. 10. С. 11-16.
