labor rate variance

简明释义

人工工资率差异

英英释义

例句

1.To control costs, the company implemented measures to reduce the labor rate variance 人工成本差异 in the upcoming quarter.

为了控制成本，公司采取措施减少即将到来的季度中的人工成本差异。

2.The management team reviewed the project budget and noted a significant labor rate variance 人工成本差异 due to higher-than-expected wages.

管理团队审查了项目预算，并注意到由于工资高于预期，出现了显著的人工成本差异。

3.The labor rate variance 人工成本差异 was analyzed to understand its impact on overall profitability.

对人工成本差异进行了分析，以了解其对整体盈利能力的影响。

4.An increase in overtime hours contributed to a higher labor rate variance 人工成本差异 this month.

本月加班小时的增加导致了更高的人工成本差异。

5.The finance department explained the reasons behind the labor rate variance 人工成本差异 during the quarterly review meeting.

财务部门在季度审查会议上解释了造成人工成本差异的原因。

作文

In the world of business and finance, understanding various financial metrics is crucial for effective management and decision-making. One such important metric is labor rate variance, which plays a significant role in analyzing labor costs and overall productivity. The labor rate variance refers to the difference between the actual hourly wage paid to employees and the standard wage that was expected to be paid, multiplied by the actual hours worked. This variance can provide valuable insights into how well a company is managing its labor costs and whether it is operating efficiently. To elaborate further, let's consider a hypothetical manufacturing company. This company has set a standard wage of $20 per hour for its workers. However, due to various factors such as labor market conditions or the need for specialized skills, the company ends up paying its workers an average of $22 per hour. If these workers collectively put in 1,000 hours of work during a specific period, the labor rate variance can be calculated as follows: Actual Wage = $22 per hour Standard Wage = $20 per hour Actual Hours Worked = 1,000 hours The labor rate variance would be: Labor Rate Variance = (Actual Wage - Standard Wage) x Actual Hours Worked Labor Rate Variance = ($22 - $20) x 1,000 = $2,000 This means the company has an unfavorable labor rate variance of $2,000, indicating that it spent more on labor than initially planned. Understanding this variance is essential because it can impact the company's profitability and pricing strategies. Additionally, the labor rate variance can be influenced by several factors, including changes in minimum wage laws, collective bargaining agreements, and fluctuations in the labor market. For instance, if the local economy is thriving, companies may face increased competition for skilled workers, driving up wages. Conversely, during economic downturns, companies might find it easier to hire workers at lower rates, potentially leading to favorable variances. Management can use the information from the labor rate variance to make informed decisions. If the variance is consistently unfavorable, it may prompt a review of hiring practices, wage structures, or even the efficiency of the workforce. On the other hand, a favorable labor rate variance could indicate effective cost management and could be leveraged to invest in other areas of the business, such as research and development or marketing initiatives. Moreover, it is important to note that while the labor rate variance is a useful tool for assessing labor costs, it should not be viewed in isolation. Other variances, such as the labor efficiency variance, which measures how effectively labor is being utilized, should also be considered. Together, these metrics provide a comprehensive view of labor performance and cost management. In conclusion, the labor rate variance is a critical concept for businesses seeking to manage their labor costs effectively. By analyzing this variance, companies can gain insights into their labor spending, make informed decisions about hiring and wages, and ultimately enhance their operational efficiency. Understanding and monitoring the labor rate variance can lead to better financial outcomes and improved competitive positioning in the marketplace.

在商业和金融的世界中，理解各种财务指标对有效管理和决策至关重要。其中一个重要的指标是劳动力成本差异，它在分析劳动成本和整体生产力方面发挥着重要作用。劳动力成本差异指的是支付给员工的实际时薪与预期支付的标准工资之间的差额，乘以实际工作小时数。这个差异可以为公司如何管理其劳动成本以及是否高效运营提供宝贵的见解。进一步阐述，让我们考虑一家假设的制造公司。该公司为工人设定了每小时20美元的标准工资。然而，由于劳动市场条件或需要专业技能等各种因素，公司最终平均支付工人每小时22美元。如果这些工人在特定时期内共同工作了1000小时，则可以按如下方式计算劳动力成本差异：实际工资 = 每小时22美元标准工资 = 每小时20美元实际工作小时数 = 1000小时劳动力成本差异将是：劳动力成本差异 = (实际工资 - 标准工资) x 实际工作小时数劳动力成本差异 = (22 - 20) x 1000 = 2000美元这意味着该公司有2000美元的不利劳动力成本差异，表明其在劳动上的支出超过了最初的计划。理解这一差异至关重要，因为它可能会影响公司的盈利能力和定价策略。此外，劳动力成本差异可能受到多种因素的影响，包括最低工资法的变化、集体谈判协议以及劳动市场的波动。例如，如果当地经济繁荣，公司可能面临对熟练工人的竞争加剧，从而推高工资。相反，在经济低迷期间，公司可能会发现以较低的价格雇佣工人更容易，从而可能导致有利的差异。管理层可以利用劳动力成本差异的信息做出明智的决策。如果差异持续不利，可能会促使对招聘实践、工资结构甚至员工效率进行审查。另一方面，有利的劳动力成本差异可能表明有效的成本管理，可以用来投资于业务的其他领域，例如研发或市场营销活动。此外，需要注意的是，虽然劳动力成本差异是评估劳动成本的有用工具，但不应孤立地看待。其他差异，例如劳动效率差异（衡量劳动的有效利用），也应予以考虑。这些指标共同提供了劳动力表现和成本管理的全面视角。总之，劳动力成本差异是企业寻求有效管理劳动成本的关键概念。通过分析这一差异，公司可以获得有关其劳动支出的见解，做出关于招聘和工资的明智决策，并最终提高运营效率。理解和监测劳动力成本差异可以带来更好的财务结果，并改善市场竞争地位。