The subject of the thesis "The system of remuneration in the chosen company" analyzes the current state of rewards and benefits in the company MARS Svratka as part of its remuneration system. It also defines their role and meaning and at the end it suggests possible recommendations which may lead to higher satisfaction of employees. The theoretical part focuses on findings from literature and it mainly addressed the motivation of employees and their remuneration. The practical part consists of an analysis of the current state of the company on its basis are outlined the results the recommendations for the company.

The theses deals with remuneration system in selected business with accent of possible resources of employees benefit rendition for supporting increase of motivation, productivity of labour and employees satisfaction. The first part of the theses is focused on explanation of basic concepts in remuneration area. In the second part the current system of renumeration is evaluated based on made analysis. The attention of the analysis was centred on benefits provided to employees. Based on detected facts it was then followed by examination of benefits suitability as motivational and employee satisfaction tool. Action plan suggestion with emphasis on employees benefits was made from the analysis results which should improve the current renumeration system.

Orientation: Over the years, the increase in executive remuneration in both the private sector and state-owned entities (SOEs) has been the subject of intense discussions. The poor performance of some SOEs with highly remunerated executives begs the question whether chief executive officers (CEOs) in South African SOEs deserve the high levels of remuneration they receive. Research purpose: The main purpose of the study was to determine whether there is a relationship between CEOs’ remuneration and company performance in South Africa’s Schedule 2 SOEs. Motivation for the study: A greater understanding of the relationship between CEO remuneration and organisational performance would expand knowledge when developing optimal CEO remuneration systems to ensure sustainability of SOEs in the South African context. If a relationship exists, it could justify the high remuneration received by CEOs. Research design, approach, and method: This quantitative, longitudinal study, conducted over a nine-year period, collected secondary data from the annual reports of 18 Schedule 2 SOEs. The primary statistical techniques used in the study included were OLS multiple regression analysis and correlational analysis on a pooled dataset. Main findings/results: The primary finding was that there is a relationship between CEO remuneration and company performance (mainly an inverse relationship), with no consistent trend between the constructs. Turnover appears to be an important component, as it was the most stable measure of company performance during the study period. The results indicate that the CEOs’ remuneration continued to increase, even when the SOEs were performing poorly. Practical managerial implications: Since the study focused on the relationship between CEOs’ remuneration and company performance, it may aid policymakers in forming new rules and regulations that would help improve the country’s economic performance while attracting international investors. Contribution/value-add: The study provides new knowledge to the limited research available on SOEs in South Africa. Further, this research focused on three different components of CEOs’ remuneration, thereby shedding more light on the relationship between their remuneration and company performance. / Business Management

The main objective of this thesis is to evaluate the current system of remuneration and motivation in terms of non-profit organizations and suggest steps that would lead to its improvement. To achieve the aim was selected Elementary school Ivana Olbrachta. To obtain information, an analysis of statistical reports and financial statements. Further interviews were conducted with employees of the organization. Established the amount and structure provided separately salary of teaching and non- teaching staff. Was also analyzed the effectiveness of paid salary costs. Based on this analysis were determined proposals to increase efficiency. Further motivation was decommissioned a total remuneration in the organization. Based on the analysis of the total remuneration were determined suggestions for its improvement.

The issue of fair remuneration The diploma thesis focuses on the issue of fair remuneration in the Czech Republic, or rather lack thereof. The aim of this paper is to outline and evaluate the legislation of fair remuneration that is currently in effect. It must be said that the current fair remuneration legislation, at the first sight, seems to be sufficient and effective in practice. However, that is not true yet, as one of the remaining issues of fair remuneration is the inequality in the remuneration of women and men, where women are generally paid less than men for the same work. This thesis comprises of five chapters. The first chapter provides an overview and evaluation of the legislation of fair remuneration. The second chapter attempts to define the term "fair remuneration" while also outlining other key terms. In general, fair remuneration is such that is in absolute accordance with the current legislation. However, that does not guarantee that such remuneration would be perceived as fair by the employees themselves. Therefore, each employee should know how he or she is remunerated and what specific criteria affect the amount of his remuneration. It follows that each employer should have a transparent remuneration system in place, which would indicate which criteria play a role in...

This Master thesis deals with the system of remuneration of employees in the selected company. The theoretical part of the work describes the basic concepts and knowledge of the issue. In the analytical part of the thesis, an analysis of the current state of the problem and an evaluation of internal and external factors influencing the remuneration system in the selected company were made. Based on the results of the analysis, the company has received suggestions to enhance the remuneration system that should improve the current situation.

The master's thesis deals with the system of remuneration for employees in the selected company. The theoretical part defines the basic terms related to the employee remuneration. The analytical part evaluates the current employee remuneration system in the company, including internal and external factors influencing the system. Based on this analysis, changes to the remuneration system are proposed to the employer in order to improve the current situation.

The master’s thesis is focused on the system of remuneration for employees in the selected company. The theoretical part defines the basic terms of the employee remuneration. The analytical part evaluates the current system of remuneration for employees in the company, including internal and external factors influencing the system. Based on this analysis, changes to the current remuneration system are proposed in order to increase employee satisfaction.

This diploma thesis deals with the topic of incentive system to streamline the work of employees in the manufacturing plant and it is divided into two main parts. The theoretical background part and the practical part. The goal of the thesis is to first analyze existing incentive system to streamline the work of employees in the manufacturing plant and then propose its improvements in line with the achieving higher efficiency of employees work. In the theoretical background chapter, author aims at explanation of basics concepts connected with this problematic. The practical part deals with the existing incentive system and after finding the results author will recommend maybe any modification of existing system or just completely new one.

Thesis (MBA)--University of Stellenbosch, 2011. / AFRIKAANSE OPSOMMING: Reeds vir dekades, maar spesifiek sedert vlaag op vlaag van groot korporatiewe skandale die laaste anderhalf dekade hoofnuus is, is die vergoeding van uitvoerende hoofde onder die vergrootglas. Die persepsie by baie aandeelhouers en die breë publiek is dat uitvoerende hoofde ruim vergoed word en dat hul vergoeding nie noodwendig verband hou met prestasie van die maatskappye wat hulle lei nie. Van die algemene kritiek wat voor die deur van maatskappye en uitvoerende hoofde gelê word, is dat salarisse en ander vorms van vergoeding, spesifiek aandeletoekennings en -opsies, nie deursigtig is nie. Daar is ook kritiek dat die vergoedingskomitees van maatskappye deur ’n botsing van belange geteister word, want juis die hoofde wat voordeel uit vergoedingsbeleide van die komitees kry, is verantwoordelik vir voorstelle rakende die vlakke van vergoeding wat betaal moet word. Daar word ook genoem dat hoewel Suid-Afrika een van die wêreldleiers is rakende gesonde korporatiewe bestuur, juis met die aanvaarding van die beginsels wat uiteengesit word in die King I-, II- en III-verslae, is daar steeds verskeie maatskappye wat nie aan die beginsels gehoor gee nie. In ‘n Amerikaanse studie rondom die eeuwisseling is bevind dat, in ‘n sakemodel waarin bestuursmag oorheers, lede van die direksie en die vergoedingskomitee geneig is om hul mededirekteure en bestuurshoofde te begunstig. (Crotty & Bonorchis, 2006). Die navorsingsverslag het ten doel om te bepaal of die totale vergoeding van uitvoerende hoofde van die 120 top-maatskappye van die Johannesburgse Aandelebeurs, wat bepaal is op grond van die 120 maatskappye wat aan die einde van 2009 die grootste markkapitalisasie gehad het, geregverdig kan word op grond van die individuele maatskappye se markvertoning. ’n Korrelasie tussen die totale vergoeding, wat alle kontant- en aandele-vergoeding insluit, is dus in verband gebring met die volgende drie veranderlikes: Omset, Totale Inkomste en EBIT-winssyfers. Dit is beduidend dat in meer as 80 persent van alle korrelasie-waarnemings van vergoeding teenoor al drie veranderlikes was daar ’n baie sterk positiewe korrelasie, wat beteken dat vergoeding van uitvoerende hoofde net toeneem indien daar ook ’n toename in die omset, inkomste en wins van individuele maatskappye is. Die navorsingsverslag het ook uitgewys watter vyf maatskappye onder die 120 topmaatskappye wat in Suid-Afrika genoteer is wel ’n negatiewe korrelasie wys, wat aandui dat daar nie ’n sterk korrelasie is tussen wat uitvoerende hoofde kan verdien en wat die vertoning van die maatskappy se omset-, inkomste- en winssyfers is nie. Wat insiggewend van die korrelasies is, is dat die minimum tydperk oor vyf jaar geskied het, wat dit statisties meer beduidend maak. Vergoeding word dus nie net eenmalig oor ’n kort tydperk ontleed nie, maar ’n langer termyn tendens van vergoeding by individuele maatskappy is waargeneem. Die gepubliseerde omset-, inkomste- en winssyfers vir die 120 maatskappye is uit die jaarverslae nagevors en die totale uitvoerende vergoeding, soos aangeteken op McGregor BFA (2009a) se databasis, is as data by die navorsingsverslag ingesluit. Die syfers van alle veranderlikes moes eers in Suid-Afrikaanse rand omgeskakel word, want verskeie maatskappye met dubbelnoterings op byvoorbeeld die Johannesburgse Aandelebeurs en die Londense of Australiese beurs se jaarverslae is in Amerikaanse dollar, Britse pond of Australiese dollar gekwoteer. Nadat die Spearman-korrelasie van elke individuele maatskappy bepaal is vir maatskappye wat syfers vir langer as vyf jaar beskikbaar het, is bepaal hoeveel waarnemings vir omset, inkomste en wins beduidende statistiese korrelasies toon, met ’n algehele waarnemingssyfer van meer as 80 persent van die maatskappye wat postiewe korrelasies gewys het vir die vlak van vergoeding in vergelyking met die drie ander veranderlikes. Daar is dus ’n statisties beduidende positiewe korrelasie tussen die vergoeding van uitvoerende hoofde van JSE-genoteerde maatskappye in vergelyking met die omset, inkomste en wins van die maatskappye. / ENGLISH ABSTRACT: For decades, but specifically since wave upon wave of corporate scandals made headline news in the past decade and a half, the remuneration of chief executives has been in the spotlight. The perception among many shareholders and the general public is that executives are very well paid and that their earnings do not necessarily relate to the performance of their companies. One of the most common criticisms against companies and their chief executives is that salaries and other forms of remuneration, especially share transfers and options, are not transparent. There is also wide criticism that remuneration committees of companies are plagued by a conflict of interests, as precisely the executives who stand to gain from the recommendations of these committees are responsible for the proposed levels of earnings. Furthermore, it is suggested that, although South Africa is regarded as a world leader in sound corporate governance, especially since the acceptance of the principles advanced in the King I, II and III reports, there are still a substantial number of companies that do not adhere tot these principles. This research project set out to establish whether the total remuneration of chief executives of the top 120 companies on the Johannesburg Stock Exchange, determined as the 120 with the largest market capitalisation at the end of 2009, could be justified on the strength of the individual companies’ market performance. Thus a correlation between the total earnings, including all cash and share awards, was brought in relation with the following three variables: Turnover, Total Income and EBIT Profit Margins. It is significant that in more than 80 persent of all correlation observations of remuneration, measured against all three variables, a very strong positive correlation came to the fore. This means that remuneration of executives only increase when there is a concomitant increase in the turnover, income and profit of individual companies. The research also pointed out which five among the 120 top companies trading on the JSE demonstrated a negative correlation, which shows that there is a strong correlation between the earnings of chief executives and their companies’ turnover, income and profit figures. Especially instructive is that a minimum period of five years was analysed, which makes it statistically more significant. Thus earnings were not adjudged once-off over a short period, but observed as a long-term tendency of remuneration by individual companies. The turnover, income and profit figures of the 120 companies were researched in the published annual reports of the data base of McGregor BFA (2009b), and the total executive earnings, as recorded in McGregor BFA’s Directors’ Search data base, were included as data in the research report. The figures of all variables were converted to South African rands, as several companies who are quoted both on the JSE or the London or Australian stock exchanges publish their annual reports either in US dollars, pounds sterling or Australian dollars. After the statistical technique of Spearman’s correlation was established for each individual company with data available for five years or longer, it was concluded how many observations of companies’ turnover, income and profit figures showed significant correlations. In total more than 80 persent of all observations of all variables of the companies had positive correlations, which suggests that the executive earnings of the vast majority of companies on the JSE demonstrates a strong correlation with their financial achievements.