No description available.

O objetivo deste trabalho é o estudo da remuneração baseada em habilidades e competências, e a verificação dos resultados de sua aplicação por empresas brasileiras, aprofundando-se desta forma o conhecimento do assunto e obtendo-se subsídios para a sua sistematização. O trabalho foi realizado através do método de estudo de casos múltiplos, de caráter descritivo e explicativo. Na primeira parte do trabalho são discutidos os conceitos fundamentais da administração salarial, as técnicas tradicionais e as técnicas baseadas em habilidades e competências. Na segunda parte, desenvolve-se a apresentação e análise dos dados coletados, através do estudo de sete casos. Investigaram-se os resultados práticos da adoção de sistemas de remuneração por habilidades e competências, procurando-se aspectos coincidentes nos casos estudados e estabelecendo-se comparações com as recomendações e previsões da literatura atinente à matéria. Foram também investigadas as características gerais dos sistemas, as dificuldades encontradas nas suas implantações e as suas perspectivas de continuidade. Na apresentação dos resultados, procurou-se a tipificação dos modelos adotados, no tocante às suas estruturas e aos seus fundamentos. O estudo concluiu que as vantagens previstas na literatura, como o alinhamento dos sistemas de remuneração com os objetivos estratégicos das empresas, o estimulo ao desenvolvimento das habilidades e competências individuais, o aumento da flexibilidade na atuação dos profissionais, de modo geral, são confirmadas nas empresas pesquisadas. Isto indica que tais sistemas apresentam vantagens significativas sobre os sistemas de base funcional, aos quais se colocam como alternativa. Concluiu-se também que a tendência é de continuidade e desenvolvimento dos modelos adotados. Outras constatações foram realizadas, como a adoção dos sistemas baseados em habilidades e competências para apoiar importantes processos de transformações organizacionais, a inexistência de um padrão único para os sistemas de remuneração baseados em habilidades e competências, e a predominância dos sistemas voltados para a administração do salário base. Por outro lado foram também encontrados problemas, que apesar de previstos na literatura, representam importantes ameaças aos sistemas. Tais problemas podem ser atribuídos a aspectos culturais das empresas, como o apego ao referencial de cargos ou ainda, a falhas na concepção dos sistemas de remuneração, como a implantação isolada da gestão por competências em subsistemas de Recursos Humanos, a ausência de recursos para treinamento e desenvolvimento de competências, falhas na comunicação e divulgação do sistema aos empregados, definições vagas das competências ou ausência de instrumentos para a sua avaliação. Finalizando, são apresentadas sugestões para novas pesquisas e estudos, que aprofundem o conhecimento não apenas sobre a quantidade de empresas que utilizam sistemas de remuneração baseados em habilidades e competências no Brasil, mas também as razões para a sua não aplicação por maior número de empresas. Também são apresentadas outras sugestões, como a realização de novos estudos sobre metodologias para a elaboração de pesquisas salariais e o desenvolvimento de indicadores para a medição do desempenho dos sistemas de remuneração baseados em habilidades e competências. / The objective of this work is the study of skill and competency-based pay systems and the verification of the results of their applications by Brazilian companies, thus expanding knowledge of the subject and obtaining subsidies for its systematization. The work was carried out through a multiple case study methodology, with a descriptive and explanatory character. In the first part of the work the fundamentals of salary administration, the traditional techniques and the skill and competency-based techniques are discussed. In the second part, the presentation and analysis of the collected data, through seven case studies, is developed. The practical results of the adoption of skill and competency-based pay systems were researched seeking coincidental aspects in the studied cases and establishing comparisons with the recommendations and forecasts from the literature related to the subject. The general characteristics of the systems, the difficulties found in their implementation and their continuity perspectives were investigated as well. In the presentation of the results the aim was to typify the adopted models, concerning their structures and foundations. The study concluded that the advantages forecasted in the literature, such as the alignment of pay systems with the strategic goals of the companies, the incentive for the development of individual skills and competencies, the increase of flexibility in the performance of professionals, in general, are confirmed by the companies researched. This indicates that such systems present significant advantages over job based systems, for which they are an alternative. It was also concluded that the trend is of continuity and development of the adopted models. There were other findings, like the adoption of skills and competency-based systems to support important organizational changing processes, the lack of a single standard for such systems, and the prevalence of those that focus on base salary. On the other hand, persistent problems were found, despite having been forecasted by the literature and representing threats to the systems. Such problems can be attributed to cultural aspects of the companies, like the habit of considering the job as a main reference or even to failures in the conception of pay systems, like isolated implementation of competency-based management in Human Resources subsystems, the lack of resources for competencies training and development, failures in communication of the system to the employees and vague descriptions of the competencies or unavailability of instruments for their evaluation. Finally, suggestions are presented for new research and studies which increase knowledge not only about the quantity of companies which use skills and competency-based pay systems in Brazil, but also the reasons why it is not applied by a larger number of companies. Other suggestions are also presented, like new studies about methodologies for the elaboration of salary surveys and the development of indicators to measure the performance of skills and competency-based pay systems.

by Kwok Kwok-chuen. / Bibliography: leaves 62-63 / Thesis (M.Ph.)--Chinese University of Hong Kong, 1984

by Lee Pik-shuen. / Thesis (M.Phil.)--Chinese University of Hong Kong, 1995. / Includes bibliographical references (leaves 61-62). / ACKNOWLEDGEMENTS --- p.i / ABSTRACT --- p.ii / TABLE OF CONTENTS --- p.iv / LIST OF TABLES --- p.vi / Chapter / Chapter I. --- INTRODUCTION --- p.1 / Chapter II. --- LITERATURE REVIEW --- p.4 / Chapter 2.1 --- Marriage Pay Differentials --- p.4 / Chapter 2.2 --- Age at Marriage and Earnings --- p.11 / Chapter III. --- MARRIAGE AND EARNINGS --- p.16 / Chapter 3.1 --- A Simple Analysis of Marital Status in Hong Kong --- p.17 / Chapter 3.2 --- Regression Analysis for Marriage Effects on Earnings --- p.20 / Chapter 3.3 --- Regression Analysis for Cross-productivity Effects on Earnings --- p.29 / Chapter 3.4 --- Cross-productivity Effects upon Earnings for Couples Working in the Same Industry vs. Couples Working in Different Industries --- p.33 / Chapter 3.5 --- Further Analysis of Couples Working in the Same Industry: Cross- Productivity Effects on Earnings for Managerial Class Couples vs. Non-managerial Class Couples --- p.37 / Chapter 3.6 --- Cross-productivity Effects upon Earnings for Couples Working in the Same Field vs. Couples Workingin Different Fields --- p.41 / Chapter 3.7 --- Further Analysis of Couples Working in the Same Field: Cross-Productivity Effects on Earnings for Managerial Class Couples vs. Non-managerial Class Couples --- p.43 / Chapter IV. --- WAGE AND AGE AT MARRIAGE --- p.48 / Chapter 4.1 --- Regression Analysis of Wage Effect on Age at Marriage --- p.48 / Chapter 4.2 --- Regression Analysis of Marriage Duration Effects on Wage Rate --- p.51 / Chapter 4.3 --- Regression Analysis of Marriage Effect on Wives' Labor Supply --- p.54 / Chapter V. --- SUMMARY AND CONCLUSIONS --- p.58 / REFERENCES --- p.61 / TABLES --- p.63

Lee Chung-man. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2004. / Includes bibliographical references (leaves 58-61). / Abstracts in English and Chinese. / Abstract --- p.i / Acknowledgement --- p.iv / Table of Contents --- p.v / List of Tables --- p.vii / Chapter Chapter 1. --- Introduction --- p.1 / Chapter Chapter 2. --- Literature Review --- p.6 / Chapter 2.1 --- Empirical Findings on Gender Wage Differentials --- p.6 / Chapter 2.2 --- The Determinants of the Earnings Equation --- p.8 / Chapter 2.3 --- Decomposition of Gender Wage Differentials --- p.12 / Chapter Chapter 3. --- Data Description --- p.17 / Chapter Chapter 4. --- The Gender Earnings Gap in Hong Kong --- p.22 / Chapter 4.1 --- The Overall Gender Earnings Gap in Hong Kong --- p.22 / Chapter 4.2 --- The Gender Earnings Gap by Age Cohorts --- p.23 / Chapter 4.3 --- The Gender Earnings Gap by Education Levels --- p.24 / Chapter 4.4 --- The Gender Earnings Gap in Different Occupations --- p.26 / Chapter Chapter 5. --- The Earnings Equation and Return to Education in Hong Kong --- p.28 / Chapter 5.1 --- Determinants of Monthly Earnings --- p.28 / Chapter 5.2 --- The Overall Regression Pattern of the Earnings Equation --- p.29 / Chapter 5.3 --- Return to Education by Age Cohorts --- p.31 / Chapter 5.4 --- Return to Education in Different Education Levels --- p.32 / Chapter 5.5 --- Return to Education in Different Occupations --- p.33 / Chapter Chapter 6. --- Decomposition of the Gender Wage Differential --- p.36 / Chapter 6.1 --- Results from the Blinder-Oaxaca Male Weighted Decomposition --- p.38 / Chapter 6.2 --- Results from the Blinder-Oaxaca Female Weighted Decomposition --- p.40 / Chapter 6.3 --- Results from other Decomposition Approaches --- p.41 / Chapter 6.4 --- Decomposition Results by Groups --- p.43 / Chapter 6.5 --- Comparison for the Decomposition Approaches --- p.52 / Chapter Chapter 7 --- Conclusion --- p.55 / Bibliography --- p.58 / Appendix --- p.62 / Tables --- p.68

Huang Chong. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2006. / Includes bibliographical references (leaves 31-32). / Abstracts in English and Chinese. / Chapter 1 --- Introduction --- p.1 / Chapter 2 --- Empirical Strategy --- p.4 / Chapter 3 --- Data --- p.6 / Chapter 4 --- Empirical Results --- p.8 / Chapter 5 --- Potential Biases of Within-twins Estimates and Solutions --- p.10 / Chapter 5.1 --- Potential Biases --- p.10 / Chapter 5.2 --- Remaining Mating Effect in Within-twins Estimation --- p.13 / Chapter 6 --- Further Analysis --- p.14 / Chapter 6.1 --- Difference between Sexes --- p.14 / Chapter 6.2 --- Longer Hours or Better Paid? --- p.16 / Chapter 7 --- Conclusion --- p.17 / Appendix A Effect of Spousal Social Status --- p.19 / Appendix B Stronger cross-productivity when a couple work in same occupation? --- p.21 / Tables --- p.23 / References --- p.31

Thesis (Ph. D.)--University of Missouri-Columbia, 2000. / Typescript. Vita. Includes bibliographical references (leaves 114-117). Also available on the Internet.

Thesis (Ph. D.)--University of Missouri-Columbia, 2003. / Typescript. Vita. Includes bibliographical references (leaves 226-230). Also available on the Internet.

Thesis (Ph. D.)--University of Missouri-Columbia, 2000. / Typescript. Vita. Includes bibliographical references (leaves 114-117). Also available on the Internet.

Thesis (Ph. D.)--University of Missouri-Columbia, 2003. / Typescript. Vita. Includes bibliographical references (leaves 226-230). Also available on the Internet.