State Regulation of Formation Small and Medium Businesses Quality Development Based on Grading

Abstract

Abstract. Determination of grading as a modern and progressive mechanism for motivational influence and confirmation of professional competence of employees, based on the implementation of the principles of transparency and fairness. Methodology include methodological, scientific and theoretical analysis of the literature on the problem under study. Based on analysis of the study the main methods of evaluating positions in the organization through grading are highlighted. In particular, there are the main negative (the need for significant investment in the development, implementation and operation; the need for professionals for initial work; procedure for moving between grades causes various problems (organizational, financial, psychological); there is a great probability of subjective approach in the development and evaluation grades) and positive (allows to streamline payroll avoid subjective approach to remuneration; improves handling human resources management etc.) sides of grading. Descriptive levels of job evaluation by factors (Human Resources Management, Independence of the Work, Labor Conditions, Level of Specialized Knowledge, Level of Communication Skills, Complexity and Novelty of Tasks, Cost of Failure) are developed and system of grades is created. The importance of advanced methods of payroll in the modern small and medium-sized businesses and ensuring development of this area with application of state regulation mechanisms are justified. The results obtained are unified and recommended to the state authorities of Ukraine for use in small and medium enterprises.

Alternative Interpretation of Calculation of the Unified Tariff Scale in the Wage System

“…The importance of advanced methods of payroll in the modern small and medium-sized businesses and ensuring development of this area with application of mechanisms of state regulation are justified (Sychenko, 2018).…”

“…In the other equal conditions, the more optimal this level is, the higher the level of socio-economic development of the country is and vice versa. Theoretical and methodological principles concerning the essence, methods of modeling and application of the remuneration tariff system are highlighted in the works of such scholars as Tyshchenko and Vyshnovetska (2018), Sychenko and Marenichenko (2018), Senaj and Vyskrabka (2015), Bruha (2011), which focus on different aspects of this scientific vector. However, in the current practice of organizing a remuneration tariff system, there is no methodology for building a unified tariff scale as an element of the remuneration tariff system.…”

“…and firms' labor cost tax rate increases by 0.4 p.p." (Senaj, Vyskrabka, 2015). The basic vector of the formation theory of a unified tariff scale, as a tool of the tariff system of remuneration, is the correlation between the level and the differentiation of wages of certain categories of workers and investments in human capital, that is, between actions that increase the qualifications and abilities, and correspondingly the productivity.…”