Normative regulation of material incentives for workers in the sphere of high-rise construction

. The article is devoted to the problem of normative and legal regulation of incentives for workers of the building companies. The company considered is engaged in high-rise construction. The part of the document "Regulations for the incentives of employees of the enterprise" is presented. This document is introduced into the practical activities of the Tyumen enterprise. The presented part of the document regulates the issues of material incentives for employees of the enterprise. The document "Regulations for the incentives of employees of the enterprise" is developed in accordance with the approach proposed by author. The document was developed, after the authors had carried out an analysis of the scheme of incentives at the enterprise.


Introduction
In a highly competitive environment, trade organizations need to look for reserves to improve the efficiency of their activities. Successful work in the service sector assumes that the staff of the enterprise has certain incentives, which, in turn, is impossible without an appropriate effective incentive system.
Material incentives for workers in a construction enterprise are the most important motivational unit that affects the effectiveness of the organization. [1][2][3][4][5][6][7][8][9][10] 2 Мethodology When creating a system of incentives for workers in a construction organization, a rational incentive system was used (Fig. 1). [4,6,7] An important feature of a rational incentive system is that it makes possible selfdetermination by the organizations (according to the needs of workers as well as their own capabilities, available resources and the existing limitations) of the structure of their incentive system [8]. The proposed model provides a choice (like the menu in the cafeteria) by the organization needed and possible (rational for it) components of the incentive system.
For the Tyumen construction company, we developed a document "Regulations for the incentives of employees of the enterprise." The article provides an overview of a part of this document, namely, material incentives for employees.

Results
Material incentive is one of three types of incentives (material, non-material and stimulating with comfortable living conditions) and includes five components: qualification, bonuses, deprivation of bonuses, importance of the post for organization, compensations. Taking into account these five elements, the material incentive unit, which is part of the "Regulations of incentives for employees of the enterprise," was developed at the enterprise.
The first element is qualificationю. it provides for the assessment of the employee in four areas: the level of education, the compliance of the employee's education with the position held, the length of service in the position held and the length of service in the organization.
1. The level of education. Salary increases in accordance with the assessment scale presented in Table. 1. Thus, an employee with a secondary vocational education receives a bonus of 2% of salary monthly, and an employee with a higher education has bonus of 5% of salary.

Deprivation of bonuses
2. For the compliance of the education of an employee with the position held by him, an additional payment of 5% to the salary is provided. The enterprise under consideration is a trade organization with a small number of personnel, most of the employees have the right to receive such a payment.
3. Length of service in the position held. The estimated scale is presented in Table. 2. Compliance with the working time regime (labor discipline). Payments occur once a quarter. Absence of admissions (considered on the basis of the schedule approved at the beginning of each month) for sickness, schooling and other valid reasons is rewarded with a bonus of 7% of the official salary. [11,12,13,14] The component "Deprivation of bonuses" provides for two elements: 1. Violation of the workflow. Personnel actions that entailed material losses (sanctions on the part of counterparties, etc.), changes in the quality of products sold, inappropriate execution of documents, worsening of the opinion of contact groups on the quality of the enterprise, litigation of the enterprise with various subjects, etc. can lead to the deprivation of the employee of the entire stimulating part of the payment. [15,16,17,18] 2. Violation of discipline (the presence of delays, appearance in the workplace in an unacceptable form, etc.) may entail the deprivation of the employee of the entire stimulating part of the payment.
The component "The importance of the post for the organization" implies an additional payment for those professions that are recognized as the most significant for the enterprise. Coefficients of surcharge for the importance of the post for the Tyumen enterprise under consideration are presented in Table 5.

Discussion
Material incentives for workers in a construction organization are the powerful tool for influencing the work activity of workers. [11,19,20,21,22,23,24,25] Material incentives include: wages, bonuses, allowances, surcharges, compensations. This grouping can be considered in a different ways, which may be a direction for further research. Wages are characterized by remuneration for work, depending on the qualifications of the employee, the complexity, quantity, quality and conditions of the work performed.
Bonuses are used to stimulate the quality of performance and overfulfilment of the plans (tasks) put. Thanks to such an incentive element as bonus, the economic interrelation between the growth of the effectiveness of the organization and the increase in wages is manifested. Bonuses can be of a systematic or one-time nature. The incentive bonuses may not depend on the results of work (paid for the holidays).
Supplements are used to stimulate conscientious attitude to work, increase the efficiency of workers, auxiliary processes.
Stimulating surcharges give impetus to the development of skills. If the employee has sufficient knowledge and skills to perform work of higher qualification than required by the position held, the employer can entrust him with this work with an appropriate surcharge.
Compensation is used at enterprises with harmful working conditions; with a decrease in the time for rest (working at holidays, weekends); in conditions of influence on biorhythms of sleep and wakefulness of the person; in the conditions of high physical and mental loads, etc. Such payments can be used for employees of laboratories, lifters, security guards, etc.

Conclusions
Thus, the material incentive system developed for the Tyumen Construction Company within the framework of the regulations for the stimulation of employees currently operates and extends to all employees of the organization. And it provides five components: qualification, bonuses, deprivation of bonuses, the importance of the post for the organization, compensation.