The Master's degree paper provides the analysis of pay system in State owned company Telšiai Region Roads; theoretical and practical aspects of its creation and implementation. The survey data allowed us to identify and evaluate employees’ expectations and state the drawbacks. To improve employees’ interest towards work an empirical research was carried out during which the main functions of work organization in a company were evaluated, related problems were identified as well as their causes and possible solutions to them. The research results confirmed the author's hypothesis that there are some considerable problems regarding creation and implementation of pay system in an organization, which hinders the state enterprise from successful further development.

Norvaišaitė Indrė. AB „Achema“ personalo skyriaus darbuotojų darbo apmokėjimo metodikos tobulinimas: bakalauro baigiamasis darbas: Vadyba ir verslo administravimas. Vilnius, ISM Vadybos ir ekonomikos universitetas, 2009. Šiame darbe nagrinėjama problema – kaip nustatyti AB „Achemos“ Personalo skyriaus darbuotojų darbo apmokėjimą. Todėl šio darbo tikslas išanalizuoti, kaip vertinamos AB „Achema“ Personalo skyriaus darbo vietos ir nustatyti darbo apmokėjimą šio skyriaus darbuotojams. Darbo tikslas pasiektas įvykdžius šiuos uždavinius: atlikus įmonės vidaus ir išorės analizę darbuotojų apmokėjimo aspektu, atlikus empirinį tyrimą, kurio tikslas įvertinti personalo skyriaus darbuotojų darbus, parengiant rekomendacijas, kaip patobulinti darbo apmokėjimą. Bakalauro baigiamasis darbas susideda iš trijų dalių. Pirmojo dalyje atliekama išorinė ir vidinė įmonės analizės: nagrinėjami išoriniai veiksniai, kurie labiausiai įtakoja įmonę ir jos darbo apmokėjimą, aptariama organizacijos aplinka, randamos silpnosios ir stipriosios organizacijos pusės. Antroje dalyje atliekamas kiekybinis aprašomasis tyrimas – tiesioginė apklausa, apklausiant tiesioginius Personalo skyriaus vadovus bei pačius darbuotojus. Šiuo tyrimu siekiama nustatyti kiekvienos darbo vietos vertę organizacijoje. Nustačius darbo vietos vertes, darbai sugrupuojami į tarifines grupes. Trečiojoje dalyje, pasitelkus gautus empirinio tyrimo rezultatus, pateikiami sprendimai, kaip iki galo sutvarkyti darbuotojų darbo apmokėjimą... [toliau žr. visą tekstą] / Norvaišaitė Indrė. Improving Compensation Methodology of HR Department staff at ISC “Achema” Bachelor tesis: Business Managament and Administration. Vilnius, ISM University of Management and Economics, 2009. This bachelor work focuses on the problem – how to establish compensation for HR department staff in ISC “Achema”. For this reason this bachelor work aim is to do analyse how is evaluating ISC “Achema” HR Department jobs and establish for them a compensation. The aim of this bachelor is achieving by working some steps. First step is to do analysis of companys internal and external environments. Second step is to do empyrical research with the aim to evaluate jobs of HR department staff. The last step is to write recomendations how to improve compensation methodology. The bachelor work consists of three parts. First part consist of companys intenal and external environment analysis: there is analising all factor which have influences to company and job compensation and there is discusing companys environment its strengts and weaknesses sides. In second part is done desprictive quantitive reserch – straigt questioning, asking the HR Department direct heads and the employees. This research aim is to evaluate HR Department staff jobs and to put group similar jobs into pay grades. In the last part is taking results from research and giving recomendations how to do job compensation for ISC “Achema”. In the end is done basic salary to all HR Department staff. The... [to full text]

The aim of the thesis was to analyse the current state of the assessment and remuneration system in the organization, which I have chosen and to suggest possible improvements that would increase the efficiency of the system. To achieve that aim, unstructured interviews and internal resources were used, and this has contributed to a unified view on the subject, based on which it was possible to propose given recommendations.

This thesis aims to explore the degree of motivation and stimulation in the selected company. Through appropriate methodology analyzes whether the employee incentive program is perceived, how they operate and whether there are any gaps. For this is the conclusion of this work suggested several options for how the situation could be improved in the company.

This paper analyses the pay-performance relationship in the English Premier League in order to isolate the determinants of success by regressing individual player salaries, and salaries relative to team-mates on the individual performance measures of goals and assists. A weighted OLS and fixed effects model is utilized alongside various control variables to conclude that the positive pay-performance relationship found at the team-level is not reflected at the individual level. The paper also determines that relative income position and various team-effects do not significantly impact individual performance.

My final diploma thesis main subject is Wage accounting in accordance with a Labour code. My goal is to create a summary of the most important changes, which where brought by a new Labour code, talk about the changes in travel benefits and suggest how to solve some problems with bringing new Labour code into practise. I am solving the main principles of Labour code and conceptual differences from the previous status in theoretical part. I am also solving there the changes combined with the beginning or ending the employment, working hours and recently set up working hours account. I am as well as dealing with employees benefits, refundof wages, income taxes {--} salary cuts and travel benefits. Last but not least I am concerned with the questions of barriers at work and holiday. Finally, I am explaining all these problems caused by applying the new Labour code in use.

Submitted by (edna.saturno@ufrpe.br) on 2016-06-06T14:30:31Z No. of bitstreams: 1 Micheline Correia de Souza.pdf: 1073767 bytes, checksum: b3e089ee2ef19f17792bc2ebffaac77a (MD5) / Made available in DSpace on 2016-06-06T14:30:31Z (GMT). No. of bitstreams: 1 Micheline Correia de Souza.pdf: 1073767 bytes, checksum: b3e089ee2ef19f17792bc2ebffaac77a (MD5) Previous issue date: 2013-02-25 / The present work aimed to analyze the evolution of the wage differentials among gender, after the change of the economic scenario with increasing structural investments in Pernambuco. As well as, to estimate the wage differentials by gender for different groups of work by means of a linear regression model and observe the socioeconomic profile of the workforce in Pernambuco, over the years 2000. The data used were those of PNAD, collected by IBGE, in the years 2001 and 2009. The sample matched 24,964 people in the year 2001 and 24,600 in the year 2009. To estimate the wage differentials by gender for different groups of occupation have been used the OLS and quantile regression. In General, there was a decrease in the wage differential between men and women for the estimates through the OLS, as well as for the quantile series. As well as, on an analysis by occupational groups the differential effect also decreases. Note that the categories of workers and entrepreneurs registered presented the biggest differential. It is therefore concluded that the effects of workers ' productive characteristics (education, experience, number of children) have enough correlation in the determination of wages. And to the variable of interest "genre" discrimination for women is still quite visible, but the reasons may be subjective to the local labour market in the face of the advance of structural investments and new requirements arising from the lack of skilled labor in the analysis period. / O presente trabalho objetivou analisar a evolução dos diferenciais de salários, entre gênero, após a mudança do cenário econômico com o aumento dos investimentos estruturais em Pernambuco. Assim como, estimar os diferenciais de salário por gênero para diferentes grupos de ocupação do trabalho, através de um modelo de regressão linear e observar o perfil socioeconômico da mão de obra em Pernambuco, ao longo dos anos 2000. Os dados utilizados foram os da PNAD, coletados pelo IBGE, nos anos de 2001 e 2009. A amostra correspondeu 24.964 pessoas no ano de 2001 e 24.600 no ano de 2009 em Pernambuco. Para estimar os diferenciais de salários por gênero para diferentes grupos de ocupação de trabalho foram utilizados o MQO e de regressão quantílica. De forma geral, houve uma diminuição do diferencial de salário entre o homem e a mulher para as estimações através do MQO, bem como para a série quantílica. Assim como, na análise por grupos ocupacionais o efeito do diferencial também diminui. Ressalte-se que as categorias de empresário e dos trabalhadores com carteira assinada apresentaram o maior diferencial. Conclui-se, portanto, que os efeitos das características produtivas dos trabalhadores (educação, experiência, número de filhos) apresentam bastante correlação na determinação dos salários. E para a variável de interesse “gênero” a discriminação para a mulher ainda é bastante observada, porém os motivos podem ser subjetivos ao mercado de trabalho local diante do avanço dos investimentos estruturais e das novas exigências surgidas pela falta de mão de obra especializada no período analisado.

Este estudo contribui para a compreensão da formação dos primeiros núcleos de mercado de trabalho no Brasil, localizados em São Paulo e no Rio de Janeiro. Buscamos enquadrar a formação desses mercados de trabalho nos processos de modernização socioeconômica em movimento nessas cidades entre o final do século XIX e as primeiras décadas do século XX. Utilizamos os censos industrial e demográfico de 1920 para remontar a estrutura do emprego, localizar a inserção dos trabalhadores nas diversas formas de produção industrial e avaliar as dimensões tomadas pelo assalariamento nestas formações sociais. Essa análise nos levou à conclusão de que o mercado de trabalho de São Paulo era mais dinâmico que o do Rio de Janeiro no sentido de promover a constituição de relações sociais capitalistas no mundo do trabalho. Por fim, procuramos levantar reflexões sobre as formas de exercício de poder por parte dos trabalhadores a partir das diferentes posições ocupadas no mercado de trabalho. / The present work aims to understand the development of the earliest labor market centers in Brazil, located at São Paulo and Rio de Janeiro. It seeks to frame up the development of such labor markets among the socioeconomic modernization movement in these cities between the latter part of the XIXth century and the earlier decades of the XXth century. For that, the 1920 industrial and demographical censuses were used to reconstruct the labor structure and to assess the proportions taken by the impact of salary relations in these social frameworks. Such analysis brought us to the conclusion that the São Paulo labor market was more dynamical than the one in Rio de Janeiro in promoting the build-up of capitalist social relations in labor activities. Lastly, it sought to raise thoughts about the empowerment of workers and the way it was exerted from their different positions occupied in the labor market.

This thesis is focused on staff evaluation and remuneration system in selected business sector. Thesis analyzes the current evaluation and remuneration system and proposes changes which make the system more motivating for employees, more consistent with their job performance and at the same time most suitable for needs of the company.

This diploma thesis deals with analysis of the system of employees evaluation and remuneration in the selected company. The theoretical part of the thesis explains first the basic terminology used in the field of human resources, and then it focuses on the issue of employees evaluation and remuneration. The practical part contains a description of the current state of the company. Furthermore, it contains the research of employee satisfaction in the evaluation and remuneration. The final part focuses on proposals and recommendations to improve the current state in the company.