How should piece factory manage its employees well? Improve employees' work consciousness and quality?

Some people say that the piece-rate method has fallen behind. Is that really the case? What are the advantages and disadvantages of piecework wage system, and what impact does it have on factories and employees? This paper will briefly analyze this point for the reference of managers and workers in manufacturing enterprises.

The advantage of adopting piecework wage system is that it can improve the enthusiasm of employees and improve the production efficiency of enterprises. Because it is more work, so as long as you work hard, you will get the corresponding reward. Moreover, employees will spontaneously improve their working methods and skills, which can form a strong benign atmosphere of learning and competition.

Piece-by-piece wage system is also conducive to cost control, making the expenditure of enterprises relatively clear and effectively controlling hidden waste. The disadvantages of adopting piecework wage system are also obvious. Employees often only talk about quantity rather than quality, which is easy to confront quality requirements.

As long as it is a piecework system, there will be uneven phenomena, many contradictions, poor handling and easy fluctuations. Small orders of enterprises are also easy to handle, paying more and generating less benefits. Moreover, the piecework system should be based on products, and every time a new product goes online, it should be treated with caution, which requires much higher management personnel.

The first thing to pay attention to when implementing piecework wage system is the need for a manager who is proficient in technology and wage estimation. Experts who set wages must be authoritative, preferably people who have done it from the front line and have rich industry experience and professionalism. No matter how high the educational background is, no matter how strong the theoretical knowledge is, as long as there is no long-term experience in front-line production and operation, it is difficult to formulate scientific and reasonable standards. The existence of professional managers determines the rationality and enforceability of the system.

In addition, once the piecework wage system is formed, the workers who can really stay in the enterprise for many years are basically skilled workers who can fight and fight. Therefore, if there is no overall salary higher than that of peers, then people will not be recruited and retained, which will affect the healthy operation of enterprises. In piecework enterprises, wage equality and wage level are very important, which are the main factors affecting the stability and enthusiasm of employees.

Piece rate must be open and transparent from the beginning. Especially those enterprises that frequently change new products, they must announce them at the beginning. The managers of many enterprises are not professional enough and are not sure about the fixed salary. The usual method is to do it first, depending on the efficiency of the workers. If so, after a long time, workers will certainly find operational space and undermine mutual trust.

Enterprises that implement piecework wage system should still strictly abide by reasonable working hours and scheduling time. Many enterprise managers fall into a misunderstanding that workers' work is piecework anyway, and there is no need for redundant human resource management, but it is not. Enterprise system is still necessary, and loose management will inevitably lead to loose quality and output.

Using piecework system, managers should also carefully control the labor time and intensity, and everything will not work beyond the limit. Workers working too hard can really bring benefits to enterprises in the short term, but over time, it is not conducive to the sustainable development of employees and enterprises.

Piece-by-piece system is the most prone to quality problems, and workers only talk about quantity rather than quality. Managers should constantly promote the concept of quality. Facts have proved that high quality and high efficiency are incompatible, and high quality is the basis of high efficiency. When employees are in production, there should be constant inspection by quality inspectors, and the operator of the next working procedure should be responsible for the quality inspection of the previous working procedure. This is a matter of concept, not a matter of timing. If piece rate can't control quality, neither can timing.

Enterprises will have a low season. In the peak season, it is easy to say that all employees are worthy of Man Qin, but problems will arise in the off-season. Therefore, the off-season deposit system should be formulated at the same time as the piece-rate wage system, and the deposit should be paid on a daily basis. Employees who go to work try to work all day, and those who go to work are subsidized by the day.

Piecework system is not only a matter of setting unit price. As the management of an enterprise, we should be well aware of the disadvantages of piecework system. That is, no system can solve all the problems, and it has absolute applicability. Workers' working ability and so on are variables. To sum up, the piecework wage system has advantages and disadvantages, and the key is to constantly control and adjust before and after the problems appear. Do you have any views on piece-rate or hourly wage system? Welcome everyone to discuss together.