Wage fund: calculation formula. Wage fund: formula for calculating the balance sheet, example

2024 Author: Howard Calhoun | [email protected]. Last modified: 2024-01-17 18:37

The current financial and economic crisis in our country has a certain significant impact on the decline in income of organizations, which is associated with a decrease in demand for goods and services among the population. In turn, the rise in prices for goods and services increases the demands on the size of wages for employers. On this basis, conflicts often arise between them. Therefore, a thorough study of remuneration is the key to the success of the company, as it affects the productivity of the staff as a whole.

In the coming years, a scenario of worsening business development conditions in our country is possible, which puts many enterprises on the verge of bankruptcy. Management is thinking about optimizing their costs and maximizing profits, including by rationalizing payroll costs.

In the current conditions of instability of the global economy, any organization faces the question of how to effectively and with minimal losses cope with the current economic crisis.

Overcoming economic difficulties contributes to the rationalization of wages as an integral part of the functioning of the organizationin general.

Remuneration is the main mechanism for regulating labor relations and a powerful means of stimulating the production behavior of employees of the organization. Remuneration, its organization, forms and systems, additional benefits and compensation, bonus systems are an important element of the company's personnel management. It allows you to connect the material interests of employees with the strategic goals and objectives of the organization.

In the current economic conditions, one of the central tasks of any organization is to change wages with the purpose of making it more flexible, meeting the rapidly changing situation on the labor market, stimulating the material interest of participants in the labor process, i.e. organize effectively to achieve the main goals of the organization.

The concept of PHOTO. Difference from payroll

Both of these concepts, at first glance, are very similar. In fact, they have a certain difference.

Every leader of a modern company should have an idea of what is included in the payroll.

The first and most important elements of the payroll are salaries and bonuses, as well as numerous additional payments. In the background, various allowances in the form of compensation should be taken into account.

Composition

Let's note the four main elements of PHOTO:

• the salary itself;
• unworked time (e.g. holidays, downtime, etc.);
• various incentive payments;
• various "maintenance" payments.

The structure in the payroll balance varies from organization to organization. For example, the structure of the "salary" fund of a certain consulting company is the following calculation.

The total payroll amount is 100%, of which:

• payments to management - 35%;
• Pay to consultants – 40%;
• accounting payments – 15%;
• payments to technical staff - 10%.

Calculation formula. Detailed Description

Let's consider how to correctly calculate the payroll by examining the formula for calculating the wage fund. What does it take?

The issue of calculating the wage fund and the formula for calculating it is very relevant for modern companies, since the salary component is part of the cost of products, goods and services (and, often, this is a significant share), which means that it affects the final result of the functioning of the company.

In turn, excessive hyper-economy on the size of the payroll is dangerous because the performance of employees is deteriorating towards a decent profit. The final result of such a situation may be an increase in staff turnover, a decrease in labor productivity, and the desire of individual employees to steal.

For the wage fund, the calculation formula will be the sum of its individual components. The composition of the indicator elements may depend on the content of intra-company local labor acts.

FOT=ZP+PR+OTP+MP, where:

• ZP - salary, rub.;
• OL -premiums, thousand rubles;
• OTP - holiday pay, thousand rubles;
• MP - material assistance, thousand rubles.

The example of calculating the payroll according to the formula above is schematic, so the payroll calculation in different companies can be carried out according to a more detailed version, depending on the elements.

Here it should be noted that to calculate the annual wage fund, the calculation formula takes the following form:

FOT year=CF MessH Wed_{12, where:}

FOT year - annual wage fund, thousand rubles;

ZP month - average monthly salary, thousand rubles;

H wed – total number of staff, people

Balance calculation

Wage fund (balance formula) discussed below.

It is necessary to sum the data on credit account 70 from debit accounts:

• score 20;
• score 25;
• score 26;
• account 08;
• score 91.

Calculation by estimate

The main purpose of the salary fund estimate is the more or less systematic use of "salary" funds. In most organizations, such calculations are made for the year with a quarterly or monthly breakdown. With the help of the estimate, it is predicted in which areas the funds will be spent, as well as the average indicators of the size of the payroll components.

The wage fund according to the calculation formula in the estimate is the most important element of planning, which reflects the estimatedemployee wages.

Accounting for the district coefficient and bonuses

Next moment. The payroll fund with a district coefficient and bonuses according to the calculation formula is presented below:

PHOT=CF smH12Rk _{Kp, where:}

• ZP cm - average salary per month, thousand rubles;
• H – number of employees, people;
• Rk- district coefficient;
• Kp - bonus factor.

Area coefficient is a factor by which wages must be multiplied in order to cover the costs associated with difficult living conditions in a particular area.

Here is an approximate list of coefficients for some regions of Russia:

• Yakutia - 2;
• Sakhalin Region - 2;
• Krasnoyarsk Territory - 1, 8;
• Kamchatka region - 1, 6;
• Tyumen region - 1, 5;
• Khabarovsk Territory - 1, 4;
• Karelia - 1, 15, etc.

The main purpose of the bonus system can be called the achievement of agreement between the interests of all parties of the enterprise in guaranteeing the growth of the company's final performance indicators.

Taxes

The formula for calculating the wage fund when accounting for them is also modified. How?

When calculating personal income tax withheld from an employee's salary, use the formula:

NDFL=NB_{C/100, where:}

• NB - taxbase, thousand rubles;
• С – tax rate, %.

The standard tax rate for residents is 13%, for non-residents - about 30%.

The tax base is all the income of an individual, with the exception of the amount of deductions established by law.

Example. Tables

An example of the payroll formula is shown below. So.

Before proceeding with the analysis and evaluation of the wage fund, it is necessary to summarize the data on all payments that were made in the indicated periods. The initial data are the data of accruals and deductions. The composition of the wage fund for the period from February to June 2015 and 2016 are presented in tables 1 and 2, respectively.

The tables contain data on payment for hours worked and unworked (including: regular vacation, sick leave payment at the expense of the organization, compensation for leave upon dismissal).

Table 1

FOT for the period from February to June 2015

Indicator						total
	02.2015	03.2015	04.2015	05.2015	06.2015
Salary payment
all the time	0	0	2 400, 00	807, 62	12 521, 38	15 729, 00
including:
Regular vacation					11 725, 28	11 725, 28
Paying sick leave at the expense of the organization			2 400, 00	807, 62	796, 10	4 003, 72
Compensation for vacation upon dismissal						0, 00
FOT	153 547, 36	160 800, 00	155 685, 70	172 283, 80	213 996, 38	856 313, 24

Table 2

FOT for the period from February to June 2016

Indicator						total
	02.2016	03.2016	04.2016	05.2016	06.2016
Salary payment	685 000, 00	730 000, 00	733 054, 54	691 850, 00	604 850, 00	3 444 754, 54
Unworked hours	14 807, 46	1 034, 48	0, 00	21 630, 33	23 335, 01	60 807, 28
including:
Regular vacation				12 340, 44	9 771, 19	22 111, 63
Paying sick leave at the expense of the organization	1 916, 72	1 034, 48		976, 74	808, 82	4 736, 76
Compensation for vacation upon dismissal	12 890, 74			8 313, 15	12 755, 00	33 958, 89
FOT	699 807, 46	731 034, 48	733 054, 54	713 480, 33	628 185, 01	3 505 561, 82

It is also advisable to calculate the deviations and evaluate the dynamics of indicators. The calculation of all these indicators is presented below in the form of a table 3.

Table 3

Estimate of the payroll for the period from February to June 2015 and 2016

Indicator name	Absolute value				Plan-fact analysis
	for 2015year		for 2016
	in RUB	to %	in RUB	to %	absolute deviation, rub.	relative deviation, %	structural dynamics, %
1	2	3	4	5	6=4 - 2	7=4 / 2100	8=5 / 3
Hours worked	840 584, 24	98, 16	3 444 754, 54	98, 27	2 604 170, 30	4, 10	0, 10
Unworked time	15 729, 00	1, 84	60 807, 28	1, 73	45 078, 28	3, 87	-0, 10
including:
Regular vacation	11 725, 28	1, 37	22 111, 63	0, 63	10 386, 35	1, 89	-0, 74
Sick leave payment	4 003, 72	0, 47	4 736, 76	0, 14	733, 04	1, 18	-0, 33
Compensation for vacation upon dismissal	0	0	33 958, 89	0, 97	33 958, 89		0, 97
FOT	856 313, 24	100, 00	3 505 561, 82	100, 00	2 649 248, 58	4, 09	0, 00

The calculation method of Table 3 is presented below.

CF_in%=CF_{RUB×100%÷∑ POT, where:}

• ZP_{in% - indicator value, %;}
• ZP_{RUB– indicator value in rubles;}
• ∑ Payroll - the total amount of the wage fund for the period, rub.

– share of pay for hours worked in 2015 in the total payroll:

ZP_{in%=840 584, 24×100%÷856 313, 24=98, 16%.}

– share of pay for hours worked in 2016 in the total payroll:

ZP_{in%=3 444 757, 54×100%÷3 505 561, 82=98, 27%.}

– share of pay for unworked time in 2015 in the total payroll:

ZP_{in%=15 729, 00×100%÷856 313, 24=1, 84 %.}

– share of pay for non-worked time in 2016 in the total payroll:

ZP_{in%=60 807, 28×100%÷3 505 561, 82=1, 73 %.}

Abs. off=RF_RUB2016–RF_{RUB2015,where:}

• Abs. off – absolute deviation, rub.;
• ZP_{rub.2016 – indicator value in rubles in 2016;}
• ZP_{rub.2015 – the value of the indicator in rubles in 2015.}

– absolute deviation in pay for hours worked:

Abs. off=3 444 754, 54–840 584, 24=2 604 170, RUB 30

– absolute variance in pay for hours not worked:

Abs. off=60 807, 28–15 729, 00=45 078, 28 RUB

TR=RF_RUB2016÷RF_{RUB2015, where:}

• TR – growth rate, %;
• ZP_{rub.2016 – indicator value in rubles in 2016;}
• ZP_{rub.2015 – the value of the indicator in rubles in 2015.}

– Growth rate of pay for hours worked in 2015:

TP=3 444 754, 54÷840 584, 24=4, 10.

– Growth rate of pay for hours worked in 2015:

TP=60 807, 28÷15 729, 00=3, 87.

SD=RF_%2016–RF_{%2015, where:}

SD – structural dynamics in %;

ZP_{%2016 – indicator value in % in 2016;}

ZP_{%2015 – indicator value in % in 2015.}

– structural dynamics of pay for hours worked:

SD=98, 27%-98, 16%=0, 10%.

– structural dynamics of pay for hours not worked:

SD=1, 73%-1, 84%=-0, 10%.

Settlement at Russian Railways

A good example. The wage fund according to the calculation formula in Russian Railways is presented below:

FOT=ZP_{(T+H+Rk), where:}

SW - wages, thousand rubles;

T - fixed rate (salary), thousand rubles;

Н – additional allowances, thousand rubles;

Рк - a certain regional coefficient, thousand rubles.

According to this formula, calculations are made for each subgroup of Russian Railways employees separately.

Improving wages in modern enterprises

Among these areas, we note the following points:

• Calculate the performance criteria on which wages are based.
• Develop a special criterion for customer satisfaction with the quality of service. This criterion will be the main one in the formation of wages.
• Determine the effectiveness of the project.
• Conduct a set of information events for staff on plans for the upcoming improvement of POT.
• Develop a draft amendment to the Regulation "On wages".
• Introduce changes to the Regulation "On wages".
• Make necessary changes to the job descriptions of managers of agency departments.

Conclusions

Remuneration is a multifactorial concept, consisting of many elements aimed at setting wages and rationalizing the costs of the enterprise. An important element of the remuneration system is taking into account the individual, collective and general contribution of the employees of the organization.

However, it should be borne in mind that remuneration should be based on the specifics of the activitythe enterprise or organization itself.

To implement the principles and functions of remuneration, factors that determine the scope of the organization should be taken into account.