Faculty of air transport engineering the department of «air navigation systems»

2.4 Graphical example of PMS for Tashkent TMA.
Taking into account the actual speed and altitude restrictions, the following scheme of PMS was designed:
The given graph is an analogy of the PMS of Pulkovo Aerodrome (Saint-Petersburg). The PMS will be placed within the responsibility area of Approach control, making FL80 the lowest flight level on the arc. However, the remaining points (IAF, IF) will have altitude and speed restrictions in accordance with the current chat.
CHAPTER III. ECONOMICAL PART.
3.1. Wage and its calculations.
The task of the economic development of the Republic of Uzbekistan is to increase production efficiency on the basis of accelerating scientific and technological progress and saving all types of resources.
Accelerated implementation of scientific and technological progress in the production and operation of aviation technology covers a specific range of problems, among which the selection of the most effective areas of research and development, the feasibility of designing certain models of new aircraft becomes critical.
With existing speeds and altitudes, it is impossible to fly without stable and reliable information about flight parameters, operating modes of engines and numerous onboard devices and components, therefore the role of aviation instruments and automatic systems in ensuring flight safety is constantly is increasing.
Information from on-board systems and sensors of primary information is processed using electronic on-board machines, and automatic devices issue commands to perform operations to ensure all flight modes.
The incentive function of remuneration is important from the standpoint of management of the company: you need to encourage the employee to work, to maximize returns, to increase the efficiency of labor. This goal is the establishment of the amount of earnings depending on the results achieved by each work. The separation of wages from the personal labor of workers undermines the labor base of wages, leads to a weakening of the stimulating function of wages, to turning it into a consumer function and dampens the initiative and labor efforts person
The status function of labor remuneration assumes compliance with the status determined by the size of the salary and the labor status of the employee. Under “Status” means the position of a person in a particular system of social relations and connections. Labor status is the place of this employee in relation to other employees both vertically and horizontally. Hence, the amount of remuneration for labor is one of the main indicators of this status, and its comparison with its own labor efforts allows us to judge the fairness of wages. It requires a transparent development (with mandatory discussion with the staff) of the system of criteria for remuneration of individual groups, categories of personnel, taking into account the specifics of the enterprise, which should be reflected in the collective agreement (contracts). For example, one can lay down the principle of threefoldness common in developed capitalist countries:

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  total cost effectiveness criteria enterprises;
  
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  similar criteria for individual divisions;
  

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  individualized criteria that play a large stimulating role (personal labor contribution, the coefficient of labor participation, “merit”, etc. P.).
  

Violation of fair wages is fraught with the following consequences: minimum effort by the employee; loss of interest in work; search for additional income; theft; intrigue; dismissal [9].
The main problem is to find the most appropriate combination of collectivism in the work necessary for the success of the company, and individualism in wages.
The status function is important, first of all, for the workers themselves, at the level of their salary claims, which are employees of relevant professions in other firms, and personnel orientation towards a higher level of material well-being. To implement this function, we also need a material basis, which is embodied in the corresponding efficiency of labor and the activities of the company as a whole.
Affects the relationship between demand and offer workforce, to form a team, to ensure its employment. This function acts as a balance between employees and the employer. The basis for the implementation of the function is the differentiation in wages by groups of workers.
Piecework form of remuneration is used in cases where there is a real opportunity to fix the number of indicators of the result of labor and normalize it by setting production standards and time.
Direct piece-rate wages — with it, workers ’wages increase in direct proportion to the number of products they have worked out and the work performed, based on solid piece-rates set with regard to the necessary qualifications. Earnings for this form of payment is calculated as follows in the following way:
^W _etc. ^{= R} _units ^× V
where: R _units - price per unit of production; In - release.
R _unit = Tc × H _bp, where:
T_C - tariff rate;
H _BP - the rate of time.
^W _etc. ^{= Tc x H} _bp ^{× B , sum.}
Piecework and premium wages provide for bonuses for overfulfilment of development standards and specific indicators of their production activities (no marriage):
^W _DM-prem. ^{= P} _units ^{× B + Bonus, sum}
Piece-wage progressively provides for the payment of manufactured products within the established norms at constant prices, and products above the norm are paid at elevated rates according to the established scale (but not more than double piecework). rates):
^S _cd-prog. ^{= P} _units ^× H ^{+ (P} 1 ^{× В) + (Р} 2 ^{× В), sum,}
where: B _n - release in the norm;
P ₁ , P ₂ - progressive rates, if the release is above the norm.
Indirect piecework wage is used to increase the productivity of workers serving the equipment and jobs. Their labor is paid at indirectly piece-rates at the rate of the quantity of products produced by the main workers they serve:
^W _{indirect sd.} ^{= P} _units ^{× B} _f ^{+ Bonus, sum.}
where: In _f - the actual development.
Collective piecework wages - with her wages are determined for the whole team and distributed by the decision of the team. Earnings per employee depend on the effective operation of the whole collective:
^Z _{collective-sd}. ^{= P} _col. ^{× B} _f ^{+ Bonus ,
sum.,} Where: R _count. - rate for the team.
Lump sum labor compensation is a system in which a complex of various works is estimated with an indication of their deadlines. execution:
^Z _chord-sd. ^{= P} _{for the entire scope of work} ^, sum
Remuneration as a percentage of revenue - with her earnings depends on the volume of sales now:
³ _% ext. ^{= Sales volume ×% of the fee, sum}
Time wage
With time-based remuneration of an employee’s salary is determined according to his qualifications and the amount of time worked. Such payment is applied when the employee’s work cannot be rationed or the work performed is not amenable. to account
Simple time wage - payment is made for a certain amount of time worked, regardless of the number of completed works
³ _{is simple. damage} ^{= Tc × t} _f^{, sum.}
where: t _f - actual hours worked.
Time-premium remuneration of labor - payment of not only the time worked at the rate, but also premiums for quality work:
^W _-Prem. ^{= Tc × t} _f ^{+ Bonus, sum.}
Salary remuneration - in this form, depending on the qualifications and work performed, it is established each time salary:
^W _salary ^{= Salary, sum.}
Contract wages - salary negotiated in contract:
^W _counter ^{= ∑} _{by contract}^{, sum}.