Les liens qui unissent rémunération et travail semblent, de prime abord, d’une évidente simplicité. Pour autant, la spécificité de la créance de rémunération et la sophistication des nouvelles formes de rétribution complexifient fortement ces rapports. Partant de ce constat, il est nécessaire de s’intéresser aux interactions qu’entretiennent ces deux notions. La rémunération est avant tout une catégorie juridique dont la définition varie suivant la règle à appliquer. Les multiples finalités assignées aux normes venant encadrer la rémunération font du travail un critère inopportun de définition car trop restrictif. La nécessité de repenser les critères de définition de la rémunération s’avère donc indispensable. La rémunération est également la contrepartie de l’obligation principale du salarié. La manière d’appréhender les interactions entre le travail convenu et la rémunération conditionne, dès lors, l’étendue du droit à rémunération du salarié. La contrepartie de la rémunération est majoritairement la contrepartie d’une immobilisation temporelle de l’activité du salarié au service d’un employeur. Contrepartie de la mise à disposition de la force de travail du salarié, la détermination du montant de la rémunération devrait également être liée à ce facteur temporel. Il s’avère que l’évolution des modes de rémunération et de l’organisation du temps de travail contredit ce postulat de départ. Le montant de la rémunération devient, par conséquent, bien plus dépendant de la performance du salarié ou des résultats économiques de l’entreprise que du temps passé à se tenir à la disposition de l’employeur. / The links between remuneration and work seem, at first glance, of an obvious simplicity. However, the specificity of the pay debt and the development of new kind of remuneration complicate strongly these reports. Starting from this observation, it is necessary to focus on the interactions between these two concepts. First of all, remuneration is a legal category and its definition varies according to the rule to apply. The multiple objectives assigned to law remuneration make work a wrong criterion of definition because to restrictive. The need to rethink the definition of remuneration criteria is therefore essential. Remuneration is also the compensation of the main obligation of the employee. Therefore, the way to understand the interactions between the agreed work and pay determines the extent of the right to employee's compensation. The compensation of remuneration is mainly the consideration of the temporal fixed asset of the employee in the service of an employer. Determining the amount of compensation should also be linked to this temporal coefficient. But, changing patterns of pay and the new rule’s organization of working time contradicts this premise. Nowadays, the amount of remuneration becomes more dependent on the performance of the employee or on the economic results of the company that the time spent on hold at the disposal of the employer.

This thesis studies “svenner” – armed servants, bailiffs and administrators – and service ideals in late medieval Sweden by using a variety of sources including payrolls, correspondence, charters and service instructions. The study argues that in order to reach an understanding of the relationship between lord and servant, and the complexity of service ideals, questions must be asked about for whom service was open, if there was competition, and what in that case was characteristic of the people and requirements that constituted the service.The conclusion is that service was not open to all; loyalty and strong social bonds were cru-cial, while other capitals such as military competence and ancestry could increase the material and immaterial benefits of service. The social field was closely connected to the political field why those who intended to compete in the field had limited opportunities to influence the terms of service. Although serving the aristocracy could be beneficial in many ways, legisla-tion and a deeply rooted service ideal held the feudal power relations firmly intact.

Public finance reform 2007 - 2010; steps realized in 2008; steps prepared for 2009 and 2010; the changes applied to salary calculation of a chosen company; case study based on real data 2007 and 2008 and comparison of the results; case study for 2009

Public sector and its employees. The motivation of employees toward the execution of civil service. The evaluation of the present - day (current) situation of two cities with extended public services from the view of their personnel (human resource) and wage politics. A recommendation for sinilar types of cities with regards to personnel and wage politics.

This degree work is focus on income inequality of men and women in the Czech Republic. The work is separated into theoretical and practical part. In the theoretical part the importance is emphasized to equality, development of men's and women's equality and to regulations that include equality of men and women. More specified is also gender question and terms that are related. The practical part presents system of evaluation in the company and then it deals with progress of salaries and bonuses during years in the individual work position. Dates were got from specific company and then they were processed. Results are later comparing to dates of Czech statistical office.

This thesis, which is divided into theoretical and analytical part, deals with the analysis of the remuneration of referees in professional basketball leagues in the U.S. and Europe. Consequently, it compares and evaluates these systems. In the theoretical section first it explains the rules of basketball and its popularity in the world compared to other sports. It mentions here about the two most prestigious competitions of the world basketball - the NBA and Euroleague. Analytical section begins with an explanation of the functions and work of a basketball referees. There is also explained the process of how to become a basketball referee. After that, it analyzes the two options of their remuneration system on the example of Czech basketball league NBL and American league NBA. It also compares these different evaluation systems. Referees had a chance to say their opinion through interviews and questionnaires, which is summarized in the penultimate chapter of the analytical work. In the last chapter it presents a SWOT analysis of the American way of remuneration of arbitrators and the possibility of its application to the European competitions.

This thesis deals with the determination of the player labour market for the American professional sports league Major League Soccer (MLS). In the theoretical part I focus on the description of the league's development along with the salary politics rules. Using the two stages least square method in the empirical part I then provide the model for the estimation of player's marginal productivity (MRP). In the first step I explain the correlation between the percentages of obtained points by teams with player statistics. In the second step I examine the influence of this variable along with other factors on team's revenues from attendance. Afterwards I compare the calculated player's MRP with their salaries and also test some additional factors that might influence players' salaries. Using this model and also some other simple regressions I conclude that MLS labour market is a monopsony market structure. Besides I found out that forwarders market seems to be the closest part of the MLS labour market to the competitive market structure. In conclusion I discuss possible model's weaknesses, which turned out to be especially dependency of players on their co-players' on-field performance.

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Phasing out of existing qualifications and phasing in new ones on a large scale is a costly exercise. This research sought to determine how the implementation of the Higher Education Qualification Sub-Framework (HEQSF) would affect human and financial resources at Universities of Technology and to develop a tool to manage the phasing in and phasing out of qualifications on a large scale in a sustainable way. The Faculty of Engineering and the Built Environment (FEBE) at a University of Technology (UoT) was used as a case study. The study utilised existing Higher Education Management Information System (HEMIS) data to develop a model to conduct a needs analysis and to predict future requirements. The model takes into consideration the programme qualification mix, the number of students enrolled in each programme, the estimated throughput and graduation figures based on historical data of similar qualifications. The primary contribution of this study is the development of a model that predicts how the phasing in/phasing out of programmes of a faculty affects the workload of academic staff and the subsequent financial implications for the institution. The purpose of the developed model is to enable the faculty to predict accurately the quantity of additional human resources needed during this process of phasing in and phasing out new and old programmes. This will enable the faculty to determine human resource requirements and student enrolments to align them with the university’s targeted budget allocation. / Dissertation (MEd)--University of Pretoria, 2019. / Education Management and Policy Studies / MEd / Unrestricted