In the 21st century, the so-called fourth Industrial Revolution, productivity at work is becoming increasingly important. Companies are looking to invest in the technological pillars of Industry 4.0 in order to advance and improve their results. To this end, they are striving for greater process efficiency. Labour productivity is an essential measure for any company, as it is linked to economic growth and development. Higher worker productivity means better-used resources, more efficiently performed tasks and greater competitiveness, as well as an increase in strengths and a reduction in weaknesses. We know that one of the most common types of work measurement is the time study through which it is determined how much time a skilled worker spends under set conditions to complete a task. This study is carried out by a qualified professional who observes the employee using a time measurement device. At the same time, the quality of the work can be evaluated. The Swedish company, Xylem, famous for using water power, wanted to automate the time study in one of its assembly processes, in particular, the assembly of a water pumphead. The purpose of this idea was to reduce the number of sources required, to have a system to track the employee's hands and to identify the start and end points of the task. With all of this in mind, the possibility of using Augmented Reality was considered. With that goal in mind, a program was created that included hand tracking with coloured spheres to facilitate the assembly process. It also includes QR code scanning to help locate the work area correctly. In addition, it has cube-shaped sensors that help measure time and correctly provide process instructions that are implemented to assist workers. When the job is finished, the program automatically displays a time log and indicates the speed of the work performed. All of this helps to improve productivity and safety at work,making a significant contribution to business sustainability. / <p>Utbytesstudent Universidad de Málaga, Spanien</p>

Pour les entreprises concernées par le phénomène du vieillissement, le rapport entre la structure par âge de la main d’œuvre, les profils des salaires et de productivité est un élément clé abordé dans cette thèse. Le premier chapitre passe en revue divers concepts théoriques et décrit les résultats empiriques en ce qui concerne le profil des salaires et de productivité en fonction de l’âge. L’étude empirique présentée dans le chapitre deux évalue le profil de productivité marginale selon l'âge. Nous considérons la main d'œuvre à la fois par qualification (peu qualifiés, hautement qualifiés) et par âge (jeunes, âge moyen, âgés). Nous estimons, sur des données françaises d'entreprises, une fonction de production de type CES emboîtée qui autorise une substitution imparfaite entre les différentes catégories de travailleurs. Parmi les résultats principaux, nous avons trouvé que la productivité du travail par l’âge dépend étroitement de la catégorie de qualification et du secteur d’activité des travailleurs. Le chapitre trois analyse le comportement des juniors et des seniors, en particulier leurs attitudes face au risque, la confiance en soi et la propension à entrer en compétition. Pour cela, nous avons organisé une expérience avec des banquiers suisse. Nous trouvons que, bien que les deux générations ne présentent ni des différences considérables quant à leurs attitudes face au risque, ni face à l’ambiguïté, les seniors font preuve d’une propension plus élevée à entrer en compétition. Cette décision est clairement influencée par l’information sur l’âge des autres participants. De plus, les deux générations maximisent leurs profits dans les groupes équilibrés en termes d’âge. / The relationship between the age structure of workforce, earnings and productivity profiles is a key issue for the enterprises facing the phenomenon of ageing. The present thesis addresses these issues in the following order. The first chapter reviews different theoretical concepts and recent empirical findings concerning the profile of earnings and productivity by age. The empirical study presented in the chapter two aims at estimating the actual profile of labour productivity across different age groups. In this purpose, we differentiate the workforce simultaneously by skills (low-skilled, high-skilled) and by age (young, middle-aged, old). Using French firm-level data, we estimate a production function with a nested constant-elasticity-of-substitution (CES) specification in labour, which allows the imperfect substitution between different age and skill categories of workers. Among the main findings, labour productivity by age highly depends on skill category of workers and the sector of activity. The third chapter involves the behavioural analysis of the workforce composed of juniors and seniors. In particular, we study workers’ risk attitudes, self-confidence and propensity to enter the competition. In this purpose, we perform an artefactual field experiment with the employees of a Swiss bank. We find that, although there are no significant differences in attitudes towards risk and ambiguity between both generations, seniors have higher propensity to enter the competition. The information on age of others players clearly has an impact on this decision. Moreover, the profits of both generations are maximised, when a pool of competitors is balanced in terms of age.

No abstract available. / Thesis (M.Dev.Studies)-University of Natal, Durban, 2002.

The subject of this work is the approximation and explanation of methods of evaluation of economic variables using indicators and their systems. The thesis also uses a method of a multi-parametric comparison of the indicators. In the thesis are described the individual indicators, then the methods of their evaluation and the creation of the multi-parametric comparison. The thesis deals also with the harmonization of economic statistics and the definition of the assessed area. For practical use, indicators are then selected: Gross Domestic Product, Labor Productivity, Unit Costs, Unemployment Rate, Real Effective Rates, R & D expediture and Human Resources in Science and Technology. Selected indicators are evaluated from a time and space point of view. Furthermore, a method of the multi-parametric comparison was performed for these four indicators: GDP per capita, unemployment rate, R & D expenditure and unit labor costs. The analysis of the indicators shows that currently the economies of all selected countries are growing. Despite the EU's similarity efforts, there are major differences between economies. The great potential for further economic development is technological progress. The way states deals with this opportunity, it can decide on their future development.

Thesis (M.Com. (Economics)) -- University of Limpopo, 2022 / The purpose of this study was to investigate growth through innovation and productivity in the South African economy. The study employed the Autoregressive Distributed Lag (ARDL) approach to analyse the annual time series data from the period 1994 to 2018. The data of the study is quantitative and was collected from the South African Reserve Bank and the World Bank. Due to a decline in investment in innovation in South Africa as compared to Brazil, Russia, India and China, the study recommends increased investment in innovation, which may yield positive results on economic growth given the Fourth Industrial Revolution (4IR) presence. The results of the study indicate that there is a long-run relationship between the variables furthermore, in the short-run research and development (R&D), several patents and manufacturing: Labour productivity has a positive and is statistically significant on GDP. However, labour productivity in the non-agricultural sector is positive but statistically insignificant on GDP. Moreover, the findings, in the long run, reveal that R&D, number of patents, and manufacturing: labour productivity is positive and statistically significant on the economic growth in South Africa while labour productivity in the non-agricultural sector has a negative impact on economic growth. This study recommends that policymakers should aim at increasing government-funded R&D, education and human capital to induce productivity and eventually drive up economic growth in South Africa.

Contrairement à ses homologues européens, le Royaume-Uni n'a pas adopté en 1989, le texte de la charte communautaire des droits sociaux fondamentaux des travailleurs abrégée charte sociale. Il s'est tenu, jusqu'en 1997, à l'écart des décisions européennes en matière sociale. Au lendemain de son arrivée au pouvoir, le gouvernement de Tony blair a mis fin à cette exception britannique. Le parti travailliste, fervent opposant à l'adhésion du royaume-uni au marché commun dans les années 1970, a pu rallier ses partisans au chapitre social de la construction européenne deux décennies plus tard grâce à cette charte. Depuis, le Royaume-Uni a su démontrer son engagement européen par rapport aux politiques sociales. Il a approuvé le traité d'Amsterdam qui a vu la mise en place de la Stratégie Européenne pour l'Emploi. Pour autant, il reste toujours celui qui incarne en Europe, le « modèle libéral anglo-saxon », en vigueur aux États-Unis. Il est vrai que malgré cette adhésion, les politiques thatchériennes n'ont pas été modifiées en profondeur par le New labour mais juste infléchies et il existe toujours en Europe, une spécificité britannique au niveau de la législation du travail et des relations sociales. Paradoxalement, malgré cette spécificité britannique, le Conseil européen, en 2002, a estimé que les programmes mis en place au Royaume-Uni sont compatibles avec les objectifs européens pour l‘emploi.Ce travail de recherche s'intéresse aux enjeux que représente la Stratégie Européenne pour l'Emploi au Royaume-Uni. Notre analyse nous amènera à mettre en évidence la situation britannique par rapport aux recommandations européennes en matière de politiques pour l'emploi. L'intérêt de ce travail de recherche est de souligner un paradoxe : à la fois comprendre les spécificités du marché du travail britannique, occupant une position unique en Europe mais aussi se rendre compte que les politiques de l'emploi menées au Royaume-Uni sont tout à fait compatibles avec les recommandations européennes et compatibles avec la Stratégie Européenne pour l‘Emploi. / Unlike her European counterparts, Britain did not sign the Social Charter in 1989 and benefited from an opt out of the social rights included in this Charter until 1997. When the first New Labour government came into office, Tony Blair put an end to this British opt out. The Labour Party, which had been against the British entry into the EEC in the seventies, managed to convince its members to change their views on the European Union two decades later thanks to this Charter. By signing the Treaty of Amsterdam in 1997, the UK adopted the Social Charter and accepted the changes brought by the “Social Chapter” included in the Treaty. The Treaty of Amsterdam also introduced the European Employment Strategy. Since then, the UK has endorsed the Social Charter and implemented a range of UE social measures. Despite social policies, the UK compared to its European partners is considered as “the Anglo-Saxon model” available in the US because Margaret Thacher's economic policies have not been deeply modified and at the European level, there are British particularities as far as labour law and industrial relations are concerned. Yet despite such disparities, the European Council considered in 2002 that the employment policies carried out in the UK were in accordance with the European Employment Strategy. This thesis examines how the European Employment Strategy is operating in the UK. The analysis focuses on how the European guidelines are implemented in the UK labour market regulation. The aim is to shed light on a paradox: on the one hand, the UK labour market has its own specificities which are not similar to other European countries; and on the other, the employment policies pursued in the UK comply with the European guidelines within the European Employment Strategy.