Help andindicator GCI WEF factor "labor market efficiency"
Labor market efficiency
For reference: Factor is the competitive advantage of Kazakhstan.
The main source of information The rankings - results of a survey of business executives (ExecutiveOpinionSurvey), which make up 70% of total data used in the evaluation of the outcome of the ranking.
Statistical data (Harddata) constitute only 30%.
According to the factor "labor market efficiency" - in 2017, Kazakhstan took 35th place with an average score of 4.6. factors includeIndicators 6: 2 - statistical, 4 - questionnaires.
The Labor Code establishes minimum guarantees governing compensation payments due to a job loss in the amount of the average salary over the last month to terminate the labor contract by the employer in the case of staff redundancy or termination of activities of the employer (Art. 131 TC RK).
In the event of termination of employment contract with an employee on the grounds of liquidation or reduction of the employer must state in writing notify the employee one month (Art. 53 LC RK, during this period, for 4 weeks, the employee works and receives a salary).
In addition, since 2016, in addition to the employer have the right to reduce the number of employees in the event of loss of production, works and services, which caused deterioration of the economic status of the employer. In this case, the employer makes compensation payments in the amount of the average salary for two months.
The country has systematically implemented measures to improve the situation of the family, women and children in order to fulfill the objectives of the third millennium with regard to gender equality. The laws of our country stipulates that women enjoy equal rights with men to work, actively participate in all spheres of economic activity.
In accordance with the request of the Head of State has adopted and implemented a mass of productive employment and enterprise development program (hereinafter - the Program), which is actively involved women (LEAD from December 29, 2016 № 919).
As of January 1 this year of the participants in the program included 281.9 thousand. women, their share was 49.2%.
In the first direction of professional training 48.8 thousand. Women were covered.
In the second direction of the basics of business 5.5 thousand. Women, micro-credit received 2.2 thousand., Of which started their own business 730 women.
In the third direction, in the framework of increasing the mobility of the labor force, the number of able-bodied 440 116 women are employed.
The number of employed women in the 4th quarter of 2017 amounted to 4 112.0 thousand people (Q4 2016 -. 4 091.4 thousand.)., The self-employed in the composition of the working population - 952.0 thousand (959.1,. 5 th.).
It is worth noting the growing number of women not in the labor force - 2 456.3 thousand persons in the 4th quarter of 2017 to 2 434.3 thousand persons in the 4th quarter of 2016. These include including women who are on leave to care for a child more than one year, broken housewife.
Women's unemployment rate at the end of the 4th quarter of 2017 remained at the level of the same period of 2016 and amounted to 5.4%.
Question: "How would you characterize the relationship between employers and employees in your country?"
Answers "Basically confrontational" or "Basically partner" response scale from 1 to 7 points
In a country with 01.01.2016, the Labor Code of the Republic of Kazakhstan conceptual model which clearly defines the boundaries of state intervention in the sphere of labor relations between employers and employees, and with a view to ensuring the balance of interests of the parties.
Maps based on labor conflicts monitors labor relations, risk identification and preventive measures for their prevention.
The system of social partnership. Signed a general agreement between the Government, employers' associations and trade unions in the 2018 - 2020 years, under which pledged to address the issues of formal and productive employment, improving the quality of human capital, working conditions and safety and safe working conditions.
Also, on a permanent basis sessions of the tripartite commission on social partnership and regulation of social and labor relations at the national, sectoral and regional levels, with the participation of representatives of employers (NPP) and the workers.
Collective agreements are in 90% of large and medium-sized enterprises and 31% of small businesses.
Work continues on the conclusion of memorandums of mutual cooperation between akimat and enterprises of the regions on stabilization of manufacturing processes, ensuring labor rights and guarantees of workers from industrial enterprises and the simultaneous monitoring of compliance with the commitments made by employers. To date, the country has concluded more than 115 thousand. Such memoranda.
As part of outreach:
1. The Ministry together with the National Chamber of Entrepreneurs of the Republic of Kazakhstan and the Federation of Trade Unions of the Republic of Kazakhstan is implementing a comprehensive plan for the expert explain the provisions of the new Labor Code of the Republic of Kazakhstan (hereinafter - the Comprehensive Plan), under which, as of January 1, 2018 generally conducted over 3730 seminars:
- Federation of Trade Unions of Kazakhstan and its affiliates - 1359 seminars, round tables and workshops, trained more than 61 thousand people;.
- Center for teaching, research, and resolve conflicts FPRK - 65 seminars and trained 634chelovek 1;
- National Chamber of Entrepreneurs of Kazakhstan - 23 seminars and round tables with participation of more than 4 thousand employers..
2. Subject to the requirements of the new Labor Code, developed teaching materials on the theme "Development of skills negotiation skills and consensus in labor disputes", "Fundamentals of the labor legislation" and booklets on 8 special topics in Russian and state languages, which are directed to the regions for distribution companies and professionals.
3. Information on the practice of application of the labor legislation, methodology and remuneration systems in the organizations quarterly placed on the official website of the Ministry www.enbek.gov.kzunder the heading "Statistics", "Inquiries and explanations", "News". All the news stories are posted on the site office, apply to all media.
4) The practice of hiring and firing, position worsened - from 31 to 41 seats
Question: "How would you describe the practice of hiring and firing employees?"
Answers "severely limit" top "regulatory acts" or "extremely flexible" response scale from 1 to 7 points
The new Labor Code of the Republic of Kazakhstan, for employers, on the one hand, to a certain extent simplified recruitment procedures, personnel changes, layoffs, to determine the conditions and compensation of employees, on the other hand, fixed basic labor guarantees and rights of employees with the possibility of extension by concluding individual, collective contracts and agreements.
Advocacy work on hiring and firing practices, taking into account the provisions of the new Labor Code of the Republic of Kazakhstan (on a separate plan).
Established an expert group to analyze the legal practice of labor laws, According to the results of the analysis prepared proposals on amendments and additions to the Labor Code of the Republic of Kazakhstan, which will be considered together with the social partners.
Within the framework of the ILO technical mission in the period 7-8 February 2017 on the improvement of the trade union legislation, has also been discussed improve performance GIK WEF.
In March of 2017 (the delegation of the MFA of RK) and May 2017 (the permanent representative of Kazakhstan in Geneva) held talks with the ILO Secretariat, which resulted in an agreement on further work to bring the country's labor legislation in line with international obligations of Kazakhstan and ILO assistance will be provided.
Question: "To what extent are salary in your country depends on the performance?"
Answers: Do not depend on the productivity of workers - is heavily dependent on the performance of the employee, "the scale of the response from 1 to 7 points
Compensation of employees is an integral part of the corporate management of any company, with a market economy, the company independently form part of the necessary personnel, number of staff, develop and approve its own system and the wage fund.
At the same time, the formation of the wage fund in the organization depends on the productivity of labor, ie, of the volume of production (the number of sales, services).
If the enterprise has a permanent income, income from production is therefore to motivate their employees Head sets good wages.
Ratified ILO Convention № 95 "On the Protection of Wages."
Developed and posted on the website of the Ministry guidelines for the development of a payment system of private ownership of workers' organizations;
Advocacy on the methodology of work and productivity through the answers to the questions submitted to the official website of the Ministry of the payment, the Minister's blog, appeals of legal entities and individuals;
Together with the trade unions, as well as the National Chamber of entrepreneurs - legal literacy basics of labor legislation through advocacy, workshops, providing methodological and practical assistance, counseling legal assistance in labor relations, in which one of the main issues is the definition of a payment system based on performance .
Question: "How should the salaries in your country?"
answers: "Are set centrally by "-" are set by each company individually, "the scale of the response from 1 to 7 points
It should be noted that Kazakhstan has ratified the ILO Convention № 95 "On the Protection of Wages" and № 26 "On establishment of procedures for setting the minimum wage."
The Labor Code of the Republic of Kazakhstan gives organizations the right to determine the size of salaries of employees, depending on the financial capacity of the organization in accordance with labor law, collective agreements and (or) acts of the employer.
In accordance with Article 107 of the Codearabotnaya pay employees set an employment contract in accordance with the employer the wage system.
wage workers in commercial organizations determined by the conditions of employment and collective contracts and (or) acts employer.
The Code establishes only the minimum guarantees of rights and freedoms in the workplace, for example, the employee should not be less than the minimum wage set by law on the republican byudzhete.Storony employment and collective agreement can change this at least in the direction of improvement.
The remuneration system of employees is developed taking into account the specificity and activity of the Organization, its structural units, especially labor and production processes, and should help to strengthen the interest of both individual employee and workers groups in the final results of the organization, including a profit, in the performance of production of the work Plan and to respond flexibly to changing them.
In establishing the size of salaries of employees must take into account the employee's qualifications, experience, the complexity of the work, the amount of assigned duties, taking into account the structure of the organization, as well as to which category the position: in the category of managers, professionals and other employees (technical artists).
In addition to the tariff rate (salary), in order to differentiate the efforts of employees and assess the quality of their work, enhancing the material interest, productivity, employee bonuses and allowances are established for working conditions.
Article 105 of the Code requires all employers to pay workers engaged in heavy work or work under harmful (particularly harmful), hazardous working conditions, at a higher rate as compared to the compensation of employees employed in jobs with normal working conditions by setting high officials salary (bid) or surcharges.
At the same time, these conditions of payment apply to employees whose work is heavy, harmful (particularly harmful), hazardous conditions confirmed by the results of certification of workplaces.
Article Code 107 it is determined that dTo gain increasing interest of workers to increase production efficiency and quality of work performed by the employer can be introduced bonus system and other forms of stimulation of work, certain terms of the collective agreement and (or) acts of the employer.
This provision legislation entitles employers to encourage their employees work through the establishment of various types of bonuses based on profits from their activities.
Questions of increase of wages, periodicity, procedure, etc. subject to the terms of the collective labor contract and (or) acts of the employer.
On an ongoing basis, advocacy, provide clarification on the establishment of salaries in private ownership organizations (health, education, culture, sports, mining industry).