Thematische Bibliographien / Pay system

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Dissertationen
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Konferenzberichte
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Auswahl der wissenschaftlichen Literatur zum Thema „Pay system“

Autor: Grafiati

Veröffentlicht am 4. Juni 2021

Zuletzt aktualisiert am 31. Mai 2022

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Zeitschriftenartikel zum Thema "Pay system"

Gooding, Lucy. „New pay system causes confusion“. Nursing Standard 18, Nr. 25 (03.03.2004): 4. http://dx.doi.org/10.7748/ns.18.25.4.s2.

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Cmar, Greg, Bill Gnerre und Kevin Fuller. „Pay Now or Pay Forever: The Design of Control System Software“. Energy Engineering 105, Nr. 1 (Januar 2008): 46–64. http://dx.doi.org/10.1080/01998590809509365.

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Riskiana, Wulan, Moehamad Aman und Affan Rifa'i. „Analisis Risiko Rantai Pasok Dengan House of Risk di PT. Petrogas Prima Service“. Borobudur Engineering Review 1, Nr. 2 (28.09.2021): 89–95. http://dx.doi.org/10.31603/benr.3165.

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Perkembangan manajemen rantai pasok menfokuskan pada kajian tentang efektifitas dan efisiensi aliran barang, sistem informasi dan aliran keuangan sehingga mencakup semua rantai pasok dengan semua pihak yang bersangkutan. Salah satu permasalahan yang dihadapi dalam PT Petrogas Prima Services perusahaan repair tabung gas LPG volume 3 kg adalah keterlambatan kedatangan material. Pada pengiriman sealtape hanya 97,4% dari pemesanan, Pada pemesanan valve melebihi hari pengiriman dan pada saat distribusi terdapat kendala yang tidak bisa diprediksi. Oleh kerena itu, dibutuhkan manajemen rantai pasok untuk koordinasi dan mengelola aktifitas rantai pasok supaya proses produksi berjalan dengan baik dan tidak ada keterlambatan produksi maupun distribusi. Penelitian ini dilakukan untuk menganalisis risiko pada aktivitas rantai pasok mengunakan metode House of Risk. Dari House of risk fase I menghasilkan 5 penyebab risiko dominan yaitu gangguan teknis (mesin tidak optimal), karyawan kurang teliti, perencanan kurang maksimal, babhan baku tidak sesuai dan system informasi yang tidak efektif. Melalui House of Risk Fase II dihasilkan 13 langkah aksi pencegahan yang direkomendasikan bagi perusahaan untuk mengurangi potensi kejadian risiko, yaitu melakukan pemeriksaan rutin (PA2), melakukan pencegahan (PA4), menyusun SOP perawatan (mesin/transportasi) (PA1), pembagian sift kerja yang sesuai (PA5), menejemen persediaan sperpart mesin (PA3), pengendalian bahan baku (PA11), pengadaan training (PA6), menyusun SOP pengadaan (inventory) dan supplier (PA8), meningkatkan pengelolaan terhadap menenjemen (PA9), menyusun alternative perencanaan (PA10), pelatihan (PA13), pemberian sangsi disiplin (PA7), dan dukungan software (PA12).

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Sreekanth, Soma, Mr G. Subbareddy und DR Venkata Rangaiah. „Payroll System At ICICI Bank Ltd“. Think India 22, Nr. 2 (19.06.2019): 96–102. http://dx.doi.org/10.26643/think-india.v22i2.7981.

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The pay structure of a company depends on several factors such as labor market Conditions Company’s paying capacity and legal provisions. In India, different acts include different items under wages though all the Acts include basic wage and dearness allowance under the term wages. Under the workmen’s Pay Roll act, 1923 wages for leave period holiday pay, overtime pay, bonus, and good conduct bonus form part of wages. Under the payments of wages act, 1936, section 2(vi) anyawards of settlement and production bonus, if paid constitute wages.

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Milanowski, Anthony. „Performance Pay System Preferences of Students Preparing to Be Teachers“. Education Finance and Policy 2, Nr. 2 (April 2007): 111–32. http://dx.doi.org/10.1162/edfp.2007.2.2.111.

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This study explored the potential acceptability of performance pay to new teachers by investigating attitudes toward performance pay of students preparing to be teachers. Focus groups and a survey of students preparing to be teachers at a large U.S. university were conducted. Most students expressed a preference for some form of performance pay and tended to prefer pay based on individual performance or pay for knowledge and skill development instead of pay based on school performance. Personality traits and work values were not related to preferences for different performance pay approaches or performance pay in general. These results suggest that teachers' experiences rather than personality or work values may be the dominant influences on attitudes toward performance pay. This implies that beginning teachers may view performance pay more favorably than their more experienced colleagues, suggesting a strategy of applying performance pay to new teachers only.

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Murray, Karen. „New pay system will cost £3bn“. Nursing Standard 16, Nr. 23 (20.02.2002): 5. http://dx.doi.org/10.7748/ns.16.23.5.s7.

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Deckop, John R. „PAY SYSTEM EFFECTS ON ALTRUISM MOTIVATION.“ Academy of Management Proceedings 1995, Nr. 1 (August 1995): 359–63. http://dx.doi.org/10.5465/ambpp.1995.17536644.

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Scott, Graham. „President calls for separate pay system“. Nursing Standard 8, Nr. 44 (27.07.1994): 8. http://dx.doi.org/10.7748/ns.8.44.8.s14.

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Powell, Anne. „A system ‘likely to pay off’“. Production Engineer 64, Nr. 6 (1985): 35. http://dx.doi.org/10.1049/tpe.1985.0149.

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Sweins, Christina, Panu Kalmi und Kiisa Hulkko-Nyman. „Personnel knowledge of the pay system, pay satisfaction and pay effectiveness: evidence from Finnish personnel funds“. International Journal of Human Resource Management 20, Nr. 2 (Februar 2009): 457–77. http://dx.doi.org/10.1080/09585190802673528.

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Dissertationen zum Thema "Pay system"

Brožová, Tereza. „Children pay as you go system“. Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-192657.

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This diploma thesis is analyzes a nontraditional concept of pension system called "Children pay as you go", which is reflecting the connection between the number of raised children and entitlement to retirement pension. It focuses especially on particular proposals by individual scholars as to how the system could work and be put into practise. It also analyses the positives and negatives of such theoretical concepts. The analytic part of this essay focuses mainly on the calculation of children education costs, as well as the calculation of contribution of individual to the system. The calculations serve as the basis of a proposal how parents could be at least partly compensated for the costs they had to cover from their family budgets in the sence of raising and sustenance of their children.

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Santa, Cruz Cosp Juan Ignacio. „Pay with Bytes : A Collaborative and Anonymous Storage Service“. The Ohio State University, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=osu1397680732.

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So, Mei-yee Nancy. „Civil service reform in Hong Kong pay determination system /“. Click to view the E-thesis via HKUTO, 2003. http://sunzi.lib.hku.hk/hkuto/record/B31967310.

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So, Mei-yee Nancy, und 蘇美儀. „Civil service reform in Hong Kong: pay determination system“. Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2003. http://hub.hku.hk/bib/B31967310.

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Weng, Jingjing. „Pay system reforms in public service units in contemporary China : the implementation and impact of performance-related pay“. Thesis, London School of Economics and Political Science (University of London), 2012. http://etheses.lse.ac.uk/203/.

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The reform of pay systems in China has received growing attention from scholars over the past two decades. However, despite the great attention given to the business sector in China, one significant category among the pay studies in the Chinese public sector has been missing. In recent years, the Chinese government has started to implement a new wave of reform in the national payment system: performance related pay in the public service units (PSU, “shiye danwei”), which form a cluster of public service providers operating alongside core government and separate from other state-owned or statesponsored organisations. Compared to the extensive discussion of public sector pay in Western countries, there has to date been no academic research on pay systems in the Chinese PSU sector, leaving a significant gap in our understanding of the key changes in and challenges to its human resource management in different organizations. This thesis conducted in-depth case studies on the pay system reforms in six state schools and in one publishing organization, exploring a range of research objectives which draw on the New Economics of Personnel (NEP) theory and such motivation theories as expectancy theory, goal-setting theory, agency theory, cognitive evaluation theory and equity theory. The case study results were found to be consistent with the NEP predictions. The two cases indicate that, although the principle of linking pay to individual performance has been well accepted by employees across PSUs, performance related pay was better implemented and more successful in the publishing organization than the state schools. The introduction of performance related pay in schools does not appear to have achieved the government’s objective of encouraging higher performance but did have other positive consequences such as retaining teachers in rural areas and possibly balancing the teaching resource in the longer run in addition to some unintended outcomes at the same time.

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Tavenner, Cloyd Tallman. „FAIRSHARE : an investigation into driving a pay for performance system with the multi-criteria measurement technique /“. This resource online, 1991. http://scholar.lib.vt.edu/theses/available/etd-01122010-020122/.

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Rose, Jodi (Jodi Louise). „Factors Impacting Employee Acceptance of an Alternative Reward System“. Thesis, University of North Texas, 1994. https://digital.library.unt.edu/ark:/67531/metadc278122/.

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This study is intended to analyze employee acceptance of an alternative reward system that reinforces continuous learning, teamwork, major expansion of individual capabilities, business knowledge application, and business unit (team) performance. This system is in contrast with traditional pay systems that reward seniority and individual performance determined by the subjective ratings of a direct supervisor, with pay increases based mainly on current job grade (and the availability of higher job grades within the company) and comparison with market value of the job. Individuals from three areas of a major electronics manufacturing company in the southwestern part of the United States served as subjects.

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Mulvey, Paul. „Pay system satisfaction : an exploration of the construct and its predictors /“. Connect to resource, 1991. http://rave.ohiolink.edu/etdc/view.cgi?acc%5Fnum=osu1262703187.

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Zhou, Guzhen. „NANOTECHNOLOGY IN THE FOOD SYSTEM: CONSUMER ACCEPTANCE AND WILLINGNESS TO PAY“. UKnowledge, 2013. http://uknowledge.uky.edu/agecon_etds/10.

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Nanotechnology is one of the key innovative technologies in the present century. The food industry has applied this technology in each of its sectors. Nanotechnology has tremendous potential in food and agriculture, including advancing agricultural cultivation and food production, enhancing food nutrition and flavor, and improving food packaging and preservation. However, the novel properties of nanoscale materials that allow beneficial applications are also accompanied with uncertainties, even unknown risks. A number of studies have examined public understanding as well as acceptance of nanotechnology via surveys in both the US and Europe. However, most of these studies concentrated on public attitudes in general. Few works focused on specific products, let alone food or food related products. This project will contribute to the literature by calculating monetary valuations (i.e., willingness-to-pay) for canola oil where new techniques are utilized. Using choice experiment survey data, consumers’ valuations for nano attributes were estimated with choice models. As implied, consumers were willing to pay $0.95 less for a typical bottle (48 fl. oz.) of canola oil if it was produced from nanoscale-modified seed; $0.51 less if the final products were packed with nanotechnology-enhanced packaging technique; and no significant difference was found for oil that was designed with health enhancing nano-engineered oil drops, which would require interaction with the human digestive system. Additionally, the results revealed unobserved heterogeneities among respondents in their willingness-to-pay for canola oil attributes. Aligned with descriptive results, 46.7% of the respondents reported that they were optimistic about new technology applied to food products. While a significant portion of the respondents (42.8%) indicated that they might gain benefits at the same level as risks, there were a slightly larger proportion of the respondents who feared they might be exposed to more risks than benefits through nanofoods. Further analysis included respondents’ attitudes and opinions as well as their demographic and socioeconomic characteristics toward the goal of understanding the underlying behavior difference. Findings from this study will help bridge the gap between scientific innovation and public policy and social-economic concerns. Implications for government policy that can be efficiently used to monitor and regulate these technologies were also investigated.

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Mulvey, Paul William. „Pay system satisfaction : an exploration of the construct and its predictors“. The Ohio State University, 1991. http://rave.ohiolink.edu/etdc/view?acc_num=osu1262703187.

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Bücher zum Thema "Pay system"

Joehler, Pamela D. University System pay increase. Helena, Mt: Office of the Legislative Fiscal Analyst, 1991.

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Force, United States Departmet of the Air. Joint Uniform Military Pay System (JUMPS). Washington, DC: Dept. of the Air Force, Headquarters US Air Force, 1986.

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United States Departmet of the Air Force. Joint Uniform Military Pay System (JUMPS). Washington, DC: Dept. of the Air Force, Headquarters US Air Force, 1987.

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Japan's salary system. Tokyo: Sophia University, 1988.

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United States Departmet of the Air Force. Time and attendance reporting--civilian pay system. Washington, DC: Dept. of the Air Force, Headquarters US Air Force, 1986.

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Lemieux, Thomas. Performance pay and wage inequality. Cambridge, MA: National Bureau of Economic Research, 2007.

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Lemieux, Thomas. Performance pay and wage inequality. Cambridge, Mass: National Bureau of Economic Research, 2007.

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Colorado. Executive Oversight Committee. Performance pay system: By the Executive Oversight Committee. [Denver, Colo: Dept. of Personnel, General Support Services, 2000.

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Procure-to-pay guide. New York: McGraw-Hill, 2009.

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Fernandez, Judith C. A system for allocating selective reenlistment bonuses. Santa Monica, CA: Rand Corp., 1989.

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Buchteile zum Thema "Pay system"

Jinqiu, Jiang. „History of Chinese teachers' pay system“. In Chinese Teacher Compensation System of Compulsory Education, 14–49. London: Routledge, 2021. http://dx.doi.org/10.4324/9781003231905-2.

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Jinqiu, Jiang. „Performance incentives of school internal pay redistribution“. In Chinese Teacher Compensation System of Compulsory Education, 111–46. London: Routledge, 2021. http://dx.doi.org/10.4324/9781003231905-5.

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Ogawa, Kazuto, Goichiro Hanaoka, Kazukuni Kobara, Kanta Matsuura und Hideki Imai. „Anonymous Pay-TV System with Secure Revenue Sharing“. In Lecture Notes in Computer Science, 984–91. Berlin, Heidelberg: Springer Berlin Heidelberg, 2007. http://dx.doi.org/10.1007/978-3-540-74829-8_120.

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Kim, Hyunsung, und Sung Woon Lee. „Anonymous Authentication Protocol for Mobile Pay-TV System“. In Communications in Computer and Information Science, 471–78. Berlin, Heidelberg: Springer Berlin Heidelberg, 2012. http://dx.doi.org/10.1007/978-3-642-35264-5_63.

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Jinqiu, Jiang. „Future reform of compulsory education teachers' pay system“. In Chinese Teacher Compensation System of Compulsory Education, 147–62. London: Routledge, 2021. http://dx.doi.org/10.4324/9781003231905-6.

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Botomazava, Michel, und Vincent Touzé. „Pay-as-You-Go System under Permanent Business Cycle“. In Lecture Notes in Economics and Mathematical Systems, 111–23. Berlin, Heidelberg: Springer Berlin Heidelberg, 1998. http://dx.doi.org/10.1007/978-3-642-58901-0_6.

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Zhu, Bin B., Yang Yang und Tierui Chen. „A DRM System Supporting What You See Is What You Pay“. In Digital Rights Management. Technologies, Issues, Challenges and Systems, 341–55. Berlin, Heidelberg: Springer Berlin Heidelberg, 2006. http://dx.doi.org/10.1007/11787952_26.

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Hong, Hyunwook, Hongil Kim, Byeongdo Hong, Dongkwan Kim, Hyunwoo Choi, Eunkyu Lee und Yongdae Kim. „Pay as You Want: Bypassing Charging System in Operational Cellular Networks“. In Information Security Applications, 148–60. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-56549-1_13.

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Miyamoto, Mitsuharu. „Reform of the Work Organization: Performance-Related Pay and Employment System“. In The new Japanese Firm as a Hybrid Organization, 23–43. Singapore: Springer Singapore, 2018. http://dx.doi.org/10.1007/978-981-10-8851-3_2.

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Vasudevan, Vinod, und Keshav Lunani. „Willingness to Pay for Improvement in Service Quality of Public Transit System“. In Mobility Engineering, 69–72. Singapore: Springer Singapore, 2017. http://dx.doi.org/10.1007/978-981-10-3099-4_9.

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Konferenzberichte zum Thema "Pay system"

Li, Biqi. „Build a Relatively Fair Pay System: the Role of Pay Transparency“. In ICIMTECH 21: The Sixth International Conference on Information Management and Technology. New York, NY, USA: ACM, 2021. http://dx.doi.org/10.1145/3465631.3465662.

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Kim, J. H. „Reducing greenhouse gases using the pay-as-you-throw (PAYT) system“. In SUSTAINABLE DEVELOPMENT AND PLANNING 2011. Southampton, UK: WIT Press, 2011. http://dx.doi.org/10.2495/sdp110501.

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Holsapple, Clyde W., und Jiming Wu. „Does Knowledge Management Pay Off?“ In 2008 41st Annual Hawaii International Conference on System Sciences. IEEE, 2008. http://dx.doi.org/10.1109/hicss.2008.130.

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Msgna, Mehari G., Konstantinos Markantonakis, Keith Mayes und Raja Naeem Akram. „Subscriber Centric Conditional Access System for Pay-TV Systems“. In 2013 IEEE 10th International Conference on e-Business Engineering (ICEBE). IEEE, 2013. http://dx.doi.org/10.1109/icebe.2013.70.

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Shanmugasundaram, G., Archiot Anil, S. Deepak und Faizal Ahmed. „Smart accident alert and toll pay system“. In 2017 Fourth International Conference on Signal Processing,Communication and Networking (ICSCN). IEEE, 2017. http://dx.doi.org/10.1109/icscn.2017.8085691.

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Sonnenschein, Rabea, Andre Loske und Peter Buxmann. „Which IT Security Investments Will Pay Off for Suppliers? Using the Kano Model to Determine Customers' Willingness to Pay“. In 2016 49th Hawaii International Conference on System Sciences (HICSS). IEEE, 2016. http://dx.doi.org/10.1109/hicss.2016.701.

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Chu, H., J. Wang und Y. Jin. „Take-or-pay contracted assembly system with random demand“. In 2004 43rd IEEE Conference on Decision and Control (CDC) (IEEE Cat. No.04CH37601). IEEE, 2004. http://dx.doi.org/10.1109/cdc.2004.1429311.

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Törhönen, Maria, Max Sjöblom, Jukka Vahlo und Juho Hamari. „View, Play and Pay? – The Relationship between Consumption of Gaming Video Content and Video Game Playing and Buying“. In Hawaii International Conference on System Sciences. Hawaii International Conference on System Sciences, 2020. http://dx.doi.org/10.24251/hicss.2020.332.

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Shirazi, Hamidreza. „Security architectures in mobile integrated pay-TV conditional access system“. In 2008 13th International Telecommunications Network Strategy and Planning Symposium (NETWORKS). IEEE, 2008. http://dx.doi.org/10.1109/netwks.2008.4763731.

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Shirazi, H., J. Cosmas, D. Cutts, N. Birch und P. Daly. „Security architectures in Mobile Integrated Pay-TV Conditional Access System“. In 2008 13th International Telecommunications Network Strategy and Planning Symposium (NETWORKS). IEEE, 2008. http://dx.doi.org/10.1109/netwks.2008.6231361.

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Berichte der Organisationen zum Thema "Pay system"

Lane, F. J., David C. Funk, W. A. Cooley, Frances E. Cain, Phillip L. Holbrook und Jr. Computer Security Over the Defense Joint Military Pay System. Fort Belvoir, VA: Defense Technical Information Center, Juni 1996. http://dx.doi.org/10.21236/ada371520.

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Kreiser, Stephan S. National Security Personnel System: An Optimization Strategy for Implementing Pay-for-Performance. Fort Belvoir, VA: Defense Technical Information Center, März 2006. http://dx.doi.org/10.21236/ada448588.

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Genakoplos, John, Olivia Mitchell und Stephen Zeldes. Would a Privatized Social Security System Really Pay a Higher Rate of Return. Cambridge, MA: National Bureau of Economic Research, Mai 2000. http://dx.doi.org/10.3386/w6713.

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Sinn, Hans-Werner. The Pay-As-You-Go Pension System as a Fertility Insurance and Enforcement Device. Cambridge, MA: National Bureau of Economic Research, Juni 1998. http://dx.doi.org/10.3386/w6610.

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Imberman, Scott, und Michael Lovenheim. Incentive Strength and Teacher Productivity: Evidence from a Group-Based Teacher Incentive Pay System. Cambridge, MA: National Bureau of Economic Research, Oktober 2012. http://dx.doi.org/10.3386/w18439.

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Sood, Neeraj, Melinda Beeuwkes Buntin und Jose Escarce. Does How Much and How You Pay Matter? Evidence from the Inpatient Rehabilitation Facility Prospective Payment System. Cambridge, MA: National Bureau of Economic Research, Oktober 2006. http://dx.doi.org/10.3386/w12556.

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Sinn, Hans-Werner. The Value of Children and Immigrants in a Pay-As-You-Go Pension System: A Proposal for a Partial Transition to a Funded System. Cambridge, MA: National Bureau of Economic Research, Oktober 1997. http://dx.doi.org/10.3386/w6229.

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Kaffenberger, Michelle, und Marla Spivack. System Coherence for Learning: Applications of the RISE Education Systems Framework. Research on Improving Systems of Education (RISE), Januar 2022. http://dx.doi.org/10.35489/bsg-risewp_2022/086.

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In recent decades, education systems in most low- and middle-income countries (LMICs) have rapidly expanded access to schooling, but learning has lagged behind. There are many reasons for low learning in LMICs. Proximate determinants (such as insufficient financing or poor school management) receive much attention, but focus on these often ignores underlying system drivers. In this chapter we use a systems approach to describe underlying system dynamics that drive learning outcomes. To do so, we first describe the RISE education systems framework and then apply it to two cases. In the case of Sobral, Brazil, the systems framework illustrates how a coherent package of reforms, improving upon multiple system components, produced positive outcomes. In the case of Indonesia, a reform that increased teacher pay, but did not change underlying system dynamics, had no impact on learning. The chapter shows how a systems approach can help to understand success, diagnose failure, and inform action to bring about improvements to children’s learning.

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Berlinski, Samuel, und Alejandra Ramos. Research Insights: Does Merit Pay among Public School Teachers Affect the Mobility of Teachers Out of Teaching or within the School System? Inter-American Development Bank, November 2020. http://dx.doi.org/10.18235/0002862.

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This paper analyzes the effect on teacher mobility of a program that rewards excellence in teaching practices in Chile. Successful applicants receive a 6 percent annual wage increase for up to 10 years and an award that publicly recognizes their excellence. The paper uses a regression discontinuity design to identify the causal effect of the public merit award. The program does not alter transitions out of teaching. The program does, however, increase the mobility of awardees within the school system. This is consistent with the program providing a credible public signal of teacher quality.

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Pecchenino, Rowena A., und Patricia S. Pollard. The Transition From a Pay-As-You-Go to a Fully-funded Social Security System: Is There a Role for Social Insurance. Federal Reserve Bank of St. Louis, 1997. http://dx.doi.org/10.20955/wp.1997.022.

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