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Relevant bibliographies by topics / Employee remuneration

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Academic literature on the topic 'Employee remuneration'

Author: Grafiati

Published: 4 June 2021

Last updated: 1 February 2022

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Journal articles on the topic "Employee remuneration"

1

SWEETING, PAUL. "The cost and value of UK defined benefit pension provision." Journal of Pension Economics and Finance 7, no. 1 (December 6, 2007): 3–36. http://dx.doi.org/10.1017/s1474747207003320.

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SUMMARYThe purposes of this paper are to consider the effect on remuneration of defined benefit pension accrual and the factors that have resulted in changes to the cost and value of this accrual. In this paper, I look at the effect of the change in the cost to an employer of providing a defined benefit pension on the overall cost of remunerating an employee and compare that with the cost of remunerating an employee with no such pension benefits. I allow for the additional cost to the employer of national insurance contributions (‘NICs’). I also look at the change in value of an employee's remuneration, taking into account the value of defined benefit pension accrual and compare this with the change in remuneration for an employee with no such benefits. Here, I allow for employee national insurance contributions and income tax. These assessments look at the cost and value of pension accrual rather than any surplus or deficit relating to previously accrued pension entitlements. I find that costs of employment have risen significantly more for members of defined benefit pension schemes compared with other employees, and that this has largely been as a result of falling long-term interest rates and their effect on the cost of defined benefit pension accrual. The increase in the value of remuneration to employees has shown a similar pattern.

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Palwasha Bibi, Hazrat Bilal, Ashfaq Ahmad, and Jawad Hussain. "Effect of Remuneration on Employee Commitment: Empirical Evidence from Hotel Industry." Journal of Accounting and Finance in Emerging Economies 6, no. 4 (December 4, 2020): 1069–75. http://dx.doi.org/10.26710/jafee.v6i4.1462.

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The purpose of the research is to evaluate the effect of remuneration on employee commitment. It explores how remuneration of employees can affect the employee’s commitment. A self-administered questionnaire based upon previously validated instrument was completed by 165 customer contact employees. Pearson correlation and Simple Regression techniques were employed to ascertain the relationship between remuneration and commitment. Consistent with Gift Exchange Model of Adams and Jacobsen (1964),the statistical analysis confirms that remuneration has positive and significant effect on employee commitment. This study provides implications and future research directions.

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Kayode, Ogunyemi Joseph, Adewole Joseph Adeyinka, and Akinde John Abiodun. "Employees’ Remuneration and Performance in Nigerian Breweries PLC." International Journal of Business and Management Future 3, no. 1 (May 23, 2019): 1–18. http://dx.doi.org/10.46281/ijbmf.v3i1.263.

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This Study Aimed At Assessing The Effects Employees’ Remunerations On Productivity In The In Nigerian Breweries Plc. This Study Was Guided by three research objectives namely; to identify and discuss various forms of remuneration package in use, to examine the effects of remuneration packages on employees performance and to establish the relationship between improved remuneration and productivity in the Nigeria breweries. The study used descriptive research design. The population of this study consists of all staff working at the Nigerian Breweries PLC Ibadan. Sample of one hundred and twenty respondents were selected. A structured questionnaire was used to collect data from the respondents. The descriptive statistics employed include; frequencies and percentage and the relationship between independent and dependent variables were established using Pearson Product Moment Correlation coefficient with the use of (SPSS). The findings were presented using tables and figures. From the findings in the Hypothesis, the r= 0.509** was obtained. This is significant as the p-value greater than 0.05. This shows that there was a significant relationship between remuneration packages’ and employee performance. The findings also revealed that quick payment of remuneration has great influence on employees’ productivity. The study concluded that remuneration package such as overtime, constant remuneration payment, promotes morale and increase team cohesion. From this finding, it was recommended that, organization should continue providing security benefits to all employees, as it will positively influence employee productivity and raise overall performance in the all sectors. The study also recommends that the organization should continue providing health protection benefits to its employees since it will help them create a sense of loyalty and encourage their productivity in the economic sector. Organizations, especially Breweries PLC should review the current retirement package since a good retirement package will attract and retain employees in the organization and also improve their productivity.

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Herath, Hemantha S. B., Wayne G. Bremser, and Jacob G. Birnberg. "Team-based employee remuneration." Accounting Research Journal 32, no. 2 (July 1, 2019): 252–72. http://dx.doi.org/10.1108/arj-11-2016-0148.

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Purpose The purpose of this paper is to relate the balanced scorecard (BSC) to strategy and teams. Design/methodology/approach This paper proposes deriving performance targets and weights using a multiparty collaborative decision model that can be integrated into team-based bonus formulas. Findings Cross-functional division managers face a more complex problem in setting goals for individual managers. The proposed approach is intended to develop such goals and link them for team-based incentives. An example illustrates the application of the proposed BSC model and the team-based pay formula. Practical implications The model can be used to determine group bonus. Originality/value The paper has two objectives: to relate the BSC to the team setting with a participative flavor rather than with imposed targets and weights, and to develop a better way of relating behaviors and outcomes to the team’s and/or the organization’s goals. Integrating the strategies of various units adds a new dimension that differs from rationalizing the superior’s and the subordinate’s goals. The proposed model considers input from all value chain functional managers involved in implementing an organizational strategy. A methodology is provided to operationalize (Hope and Fraser, 2003) beyond the budgeting model principles.

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Surono, Yunan, and Rodesa Rodesa. "PENGARUH INSENTIF DAN PENEMPATAN PEGAWAI TERHADAP KEPUASAN KERJA SERTA DAMPAKNYA TERHADAP KINERJA PEGAWAI DINAS PENDAPATAN DAERAH PROVINSI JAMBI." J-MAS (Jurnal Manajemen dan Sains) 1, no. 1 (November 8, 2016): 21. http://dx.doi.org/10.33087/jmas.v1i1.7.

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Human resource is an invaluable asset. Therefore, it is anticipated that HR is able to compete fairly for the employee displacement of the employer and job satisfaction perceived by employees.The purpose of this study was to examine the influence of remuneration, employee displacement and job satisfaction to employee performance. The influence of remuneration, employee displacement and job satisfaction tested both directly and indirectly through the performance.To test the above issues, the survey done in writing which were distributed to all employees in the Dinas Pendapatan Daerah Jambi Province. Framework of theory and data analysis is done using Path analysis. The results of this research indicate that the style of remuneration, motivation and job satisfaction influential support directly and indirectly to the performance of the employees.Analytical tool in this study using descriptive methods and verification. Where descriptive study using a range of scales, while the verification using path analysis or path analysis.These findings reflect that style of remuneration, employee displacement and job satisfaction is a key issue. The research results reveal that the results related to the performance of civil servants is essential to manage the Office of the Dinas Pendapatan Daerah Jambi Province. Remuneration and job satisfaction perceived by the employee will lead to better performance than what was expected. Keywords: Remuneration, Employee Displacement, Job Satisfaction and Employee Performance

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Rusli, Rusli. "Kajian Tentang Remunerasi Terhadap Kinerja Pegawai Dengan Kepuasan Kerja Sebagai Variabel Mediasi Di Politeknik Negeri Malang." Arthavidya Jurnal Ilmiah Ekonomi 21, no. 2 (November 12, 2019): 185–95. http://dx.doi.org/10.37303/a.v21i2.138.

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Abstract: Remuneration is the implementation of Minister of Research,Technology and Higher Education Regulation Number 31 Year 2016 andMalang State Polytechnic Director Regulation Number 262 2016 which isgiven to employees with the status of Civil Servants. The purpose of this studywas to examine and analyze the effect of remuneration on job satisfaction,remuneration on employee performance, job satisfaction on performance andthe effect of remuneration on employee performance at the State Polytechnicof Malang through employee job satisfaction at the State Polytechnic ofMalang. This study uses a quantitative approach by emphasizing its analysisof numerical data that is processed by statistical methods in the context ofsubmitting hypotheses. The sample used was 75 employee respondents at thecentral office with the status of Civil Servants. The results showed thatremuneration had a significant effect on job satisfaction, remuneration had asignificant effect on employee performance, job satisfaction had a significanteffect on employee performance and remuneration had a significant effect onemployee performance mediated by variable job satisfaction.Keywords: Remuneration, job satisfaction, employee performance

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Sardjana, Evie, Sudarmo Sudarmo, and Didik G. Suharto. "The Effect of Remuneration, Work Discipline, Motivation on Performance." International Journal of Multicultural and Multireligious Understanding 5, no. 6 (January 27, 2019): 136. http://dx.doi.org/10.18415/ijmmu.v5i6.529.

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The objective of research was to analyze the effect of remuneration, work discipline, and motivation on employee performance, both partially and simultaneously. This study employed descriptive and quantitative methods with linear regression. The sampling technique used was Stratified Random Sampling with 68 employees being the sample. The result of research showed that: 1) tstatistic = 2.857 > ttable = 1.663 (at α = 5%), meaning that Remuneration affects discipline significantly, 2) tstatistic= 5.375 > ttable = 1.663 (at α = 5%), meaning that remuneration affects motivation significantly, 3) tstatistic= 0.229 < ttable = 1.663 (at α = 5%), meaning that discipline does not affect performance significantly, 4) tstatistic= 1.962 > ttable = 1.663 (at α = 5%), meaning that motivation affects performance significantly; 5) t statistic = 2.470 > t table = 1.663 (pada α = 5%), meaning that remuneration affects employee performance, 6) Fstatistic = 4.955 > Ftable = 2.710 (significance level of 5%), meaning that remuneration, work discipline, and motivation affects employee performance simultaneously.

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Anwar, Yuli. "Pengaruh Sistem Remunerasi dan Penilaian Kerja Terhadap Kinerja Karyawan PT Istana Prima Esa." Jurnal Ilmiah Binaniaga 5, no. 1 (January 31, 2019): 1. http://dx.doi.org/10.33062/jib.v5i1.213.

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Implementation of a clear system of remuneration and to be fair to all employees at all levels of office can provide motivation to employee performance so it will be the human form of competent and qualitified companies. In other word the expected relationship management system of remuneration which is applied against the employee can improve employee performance in work environment so that it can increase company productivity. The analysis showed that (1) of the Remuneration System Employee Performance there was a positive relationship and significant at a value r + 0.478 and a significance of probilitas 0000 <= 0.05, then there is a positive and significant between Remuneration of Employees Performance shown with a regression coefficient value of 0.272 and 0.000 significance probability <0.05, whereas the contribution system which explains the performance of Employee Remuneration of 22.9%, while the regression equation is Y + 19.573 + 0.272X1, (2) of Assessment Work with Employee Performance there and positive relationship was significant with a value of r + 0.543 and a significance of probilitas 0000 <= 0.05, then there is a significant and positive effect between Employee Performance Assessment Working against the value shown by the regression coefficient of 0.302 and 0.000 significance probability of <0.05, while the contribution of Assessment Work which explains 29.4% of Employee Performance, while the contribution of Assessment Work which explains of Employee Performance, while the regression equation is Y = 20.500 + 0.302 X2 and simultaneously the relationship between Remuneration and Employee Performance Assessment Work with positive and significant areindicated by the value of the correlation coefficient of 0.557. In addition there are jointly significant and positive influence Remuneration and Employee Performance Assessment Working against, while the contribution of Remuneration and Appraisal Employee Performance Work which explains 33.3%. The regression equation to expresss the influence of Remuneration System (X1) and Assessment of Work (X2) of the Employee Performance (Y) is Y = 18.269+0.139+0.223X1 X2.

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Fitri Widiastuti, Sry Rosita, Dian Mala Fithriani,. "Employee Commitment to Improving Work Performance with Remuneration as a Mediator." Jurnal Manajemen 23, no. 3 (September 27, 2019): 481. http://dx.doi.org/10.24912/jm.v23i3.585.

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This study aims to examine employee commitment to improving work performance with remuneration as a mediator variable. The research objects discussed are; 1) Employee commitment, 2) Work performance and 3) Remuneration. The target of the study was 164 Civil Servants at the University of Jambi. The results showed that employee commitment has a greater influence on work performance if mediated by remuneration rather than the direct influence of employee commitment on work performance. This can be interpreted that remuneration which is a performance allowance to employees has a large role as a mediator on employee commitment which shows employee involvement to reach the goal so that it can improve work output which is the achievement of work performance.

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Maryesa, Leny, Anggraini Sukmawati, and Hari Wijayanto. "Analisis Peran Remunerasi dan Budaya Organisasi Terhadap Kompetensi Pegawai Guna Meningkatkan Kinerja Pegawai di Lembaga Penerbangan dan Antariksa Nasional." MANAJEMEN IKM: Jurnal Manajemen Pengembangan Industri Kecil Menengah 11, no. 2 (February 25, 2017): 159–72. http://dx.doi.org/10.29244/mikm.11.2.159-172.

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Ideally the performance of a Government employees (PNS) aretheir service to the community in living and meeting their daily needs. The final goal of the PNS none other than to improve the welfare of society. Government Remuneration is an integral part of bureaucratic reform policy. Base on the bureaucracy awareness and also the government commitment to create a clean and good governmance. The purpose of bureaucratic reformation is to build a public trust (public trust building) and eliminate the negative image of government bureaucracy. The bureaucratic reformation vision is the establishment of the State apparatus professional and good governance. The mission is to change the pattern of bureaucratic reform mindset, cultural set, and the system of governance. Implementation of remuneration applied at LAPAN on July 2013 granted in accordance with the competences of the employees, work performance of the employees, and work discipline. The objective of this analysis is to analyze the relationship with remuneration and organizational culture, and the influence of remuneration to the employee competencies, organizational culture on employee competencies, employee competence to employee performance, remuneration to employee performance and the influence of organizational culture on employee performance. Analysis of the data used in this research is Structural Equation Modeling (SEM). The results of Study in simultaneously and partially are known to constructs remuneration, organizational culture, and employee competence positive effect on the performance of employees at every level positions and there is a correlation relationship between Construct Remunerasi and Cultural Organization to all employees and the level of structural positions and Special and strong correlation relationships at the level of the General Functional

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Dissertations / Theses on the topic "Employee remuneration"

1

Santi, Mary E. "Remuneration, benefits, and privacy canonical standards for lay employees in the Church /." Theological Research Exchange Network (TREN), 2006. http://www.tren.com/search.cfm?p029-0670.

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Pitsiladi, Lesvokli N. "Variables affecting family employee remuneration in South African family businesses." Thesis, Nelson Mandela Metropolitan University, 2016. http://hdl.handle.net/10948/3449.

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The purpose of this multi-case study research was to determine variables that affect The Perceived Success of Fair Family Employee Compensation in South African family businesses. Five propositions: Human Capital, Outside Advice, Succession Planning, Fairness and Family Harmony were tested and as a result, Human Capital, Fairness and Family Harmony were deduced to have a positive influence, while Outside Advice and Succession Planning had a non-significant influence. The present research effort begun with an in-depth literature review on family business and the variables: Human Capital, Outside Advice, Succession Planning, Fairness, Family Harmony and Fair Family Employee Compensation, followed by a qualitative explanatory multi-case study research design using embedded units of analysis and provided a valuable insight into compensation issues regarding family businesses in South Africa. Replication logic was used to generalise the results and it was recommended that the preliminary theory regarding Outside Advice and Succession Planning be revised and tested with another set of cases, while the results indicated that Human Capital, Fairness and Family Harmony could be generalised to the broader theory.

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Rollerová, Pavlína. "Systém odměňování zaměstnanců ve vybrané společnosti a návrh jeho změn." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2021. http://www.nusl.cz/ntk/nusl-442948.

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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.

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Novosadová, Natálie. "Benefitní odměňování zaměstnanců ve vybrané společnosti." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2021. http://www.nusl.cz/ntk/nusl-442946.

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The diploma thesis deals with a proposal for the development of a remuneration system in a selected company ABC s.r.o. The thesis is divided into theoretical, analytical and design part. The theoretical part describes the basic concepts in the field of management and remuneration of employees. The analytical part focuses on the analysis of the internal and external surroundings of the company, controlled interview and questionnaire survey. The last part of the diploma thesis deals with proposing measures to increase employee satisfaction and loyalty.

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Bobi, Lungiswa. "Remuneration and rewards strategies at the Nelson Mandela Metropolitan University." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/d1021232.

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To be competitive, organisations need to ensure that all their resources are functioning at optimal level. The most important of these resources being its employees. This is because their commitment can guarantee the attainment of organisational goals. Commitment can be attained by an organisation through the payment of internally and externally competitive remuneration and reward packages, that communicate the value of the employees to the organisation. Remuneration and reward strategies are a critical tool for organisations, as they can motivate, attract and retain high performing employees. The theories of motivation, such as, the equity theory, state that employees compare their compensation with that of others and that if they perceive inequity, can be de-motivated or leave an organisation. Therefore, it is imperative for an organisation to ensure that its remuneration and reward strategy is aligned with its business strategy, to ensure clear communication of goals. In order to prevent labour turnover and to ensure commitment and retention, the employer needs to offer total rewards, which include base pay, benefits, variable performance pay, recognition and an enabling work environment. These can be effective as they meet all employee needs as in Maslow‟s hierarchy of needs and ensure the satisfaction of the organisation‟s need for goal attainment. To gain more insight, an empirical study was conducted at the Nelson Mandela Metropolitan University. The results of the survey indicated that the NMMU‟s remuneration and reward strategy contained certain elements of the total rewards strategy. These are variable pay in the form of a service bonus and benefits plus based pay. This strategy seems to be ineffective to motivate and retain employees due to lack of clear communication and recognition. To motivate and retain its employees, the NMMU should improve its communication and engage employees and unions in defining remuneration and reward strategies through collaboration.

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Frkal, Zdeněk. "Návrh změny systému odměňování zaměstnanců ve vybrané společnosti." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2019. http://www.nusl.cz/ntk/nusl-399497.

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The diploma thesis deals with the proposal for change to the system of remuneration of employee in the selected company AGROPT, spol. s r.o. The thesis is divided into theoretical, analytical and design part. The theoretical part describes the basic concepts of the remuneration of employees. The analytical part focuses on the analysis of the internal and external surroundings of the company, the questionnaire survey and controlled interview. The last part deals with proposing measures to increase employee satisfaction.

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Štercová, Tereza. "Systém odměňování zaměstnanců ve vybrané společnosti a návrh jeho změn." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2021. http://www.nusl.cz/ntk/nusl-442947.

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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.

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McConville, David. "Employee interpretations of employee share ownership and its impact : the role of psychological ownership." Thesis, Loughborough University, 2012. https://dspace.lboro.ac.uk/2134/9785.

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This interpretive study explores the effect of employee share ownership (ESO) plans (SIP, EMI and SAYE) on employee attitudes and behaviours at work by taking into account the role of Psychological Ownership (PO), characterised by feelings of "mine" and "ours". The key concepts and relationships specified in positivist causal models of ESO and PO were translated into a set of interview questions and were used to explore with 37 ESO plan participants and 9 ESO plan managers whether the causal models fit with the way they explain for themselves their experiences of and reactions to employee share ownership. In doing this, the study has responded to suggestions made in the research literature to compare the attitudinal effects of different types of employee ownership, avoid the manipulation of large, readily available data sets, and to provide insights into the causal processes surrounding ESO. Overall, three main themes can be identified from employees responses, which appeared to have some influence on whether or not the share plan was felt to have an impact. First, employees interest in making money, and expectations of whether they would, played a large part in their explanations of ESO s impact. A number of employees felt the share plan helped retain them in the organisation. However, this did not appear to be because the plan was making then more committed, in the sense that they would feel more emotionally attached, or a greater sense of identification with the company. Instead, the plan was retaining employees by causing them to make an assessment of the costs associated with leaving (continuance commitment). Second, many of the ESO outcomes featured in the academic literature were already felt to be experienced by employees at work and ESO was felt to only be able to add in a small way to what was already being experienced. Finally, in some situations ESO represented something quite meaningful to employees. ESO was sometimes interpreted as being a sign that the company valued employees, wanted them to feel part of the company, or that the employees were important to the company. The offer to participate in ESO was interpreted in some cases as being an acknowledgement of hard work, and an indication of how the company wanted employees to feel. This was found to enhance ESO s capacity to impact how employees felt at work. However, with regards to most outcomes explored in this study, employees reported little or no impact from ESO. Findings suggested that the ESO plans, even when they were felt to lead to feelings of PO, provided little incentive to work harder. PO was also found to play little or no part in employees explanations of how share plans had an impact or why they did not. Employees felt they had a long wait before making a financial return and no tangible day to day benefits of ESO. This led the plans, and the potential gains that could be made, to be perceived as very long term, and easily forgotten. Finally, this study highlights a mismatch between the causal models of ESO and PO, the conventional wisdom of ESO, the views of the ESO managers, and the interpretations of the employees who were interviewed and raises the question of whether ESO achieves what it is intended (and often believed) to achieve.

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Bureš, Josef. "Systém odměňování zaměstnanců ve vybrané společnosti a návrh změn." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2019. http://www.nusl.cz/ntk/nusl-399510.

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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.

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Tlačbabová, Zuzana. "Návrh motivačního systému a odměňování pracovníků ve společnosti STORMWARE, s.r.o." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2011. http://www.nusl.cz/ntk/nusl-222894.

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The aim of the Master's thesis is to design a new system of remuneration and motivation of employees in the company STORMWARE Ltd. Theoretical part is focused on wage issues, forms of remuneration and motivation. On the basis of survey is reviewed the existing system of remuneration and motivation of employees and compared with theoretical knowledge. In conclusion I present some suggestions for improving the current motivation system STORMWARE Ltd.

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Books on the topic "Employee remuneration"

1

Indirect remuneration: An international overview. Geneva: International Labour Office, 1986.

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R, Ray, ed. Remuneration in Eastern European countries. Geneva: International Institute for Labour Studies, 1985.

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Gumley, Wayne Stephen. Remuneration planning before and after the 1994 fringe benefits tax reforms. Caulfield East, Vic: Monash University, Dept. of Banking & Finance, 1993.

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Beach, Jane. Our child care workforce: From recognition to remuneration : a human resource study of child care in Canada : more than a labour of love. [Ottawa]: Child Care Sector Study Steering Committee, 1998.

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Ireland. Review Body on Higher Remuneration in the Public Sector. Review Body on Higher Remuneration in the Public Sector report no. 35. Dublin: Stationery Office, 1992.

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Kenya. Permanent Public Service Remuneration Review Board. Permanent Public Service Remuneration Review Board: Strategic plan, 2008-2013. Nairobi, Kenya: Permanent Public Service Remuneration Review Board, 2008.

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Dolzhenkova, Yuliya, Galina Rudenko, Fedor Mihaylov, Svetlana Sotnikova, Anatoliy Zhukov, Ivan Grigorov, Tat'yana Grechko, et al. HR Management in Russia: concepts of a new Normality. Book 8. ru: INFRA-M Academic Publishing LLC., 2021. http://dx.doi.org/10.12737/1141764.

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The monograph contains the results of research, systematized in five groups. The first group is presented with information about the current vectors of the development of the personnel management system, the harmonization of its statics and dynamics, the benchmarking of human resources, the impact of personnel management on the growth of labor productivity as the main factor of efficiency. The content of the second group is the specifics of health management in the workplace. The third group presents issues of social well-being and social interaction of employees, najing, and corporate remuneration. The fourth group includes the problems of personnel aging, the biological and socio-economic determinants of the phenomenon, and the idea of maintaining labor success. The content of the fifth group focuses on the representation of parental labor, as well as the readiness of the domestic higher education system to respond to the requirements of the modern economy and perceive it as a new normality. For postgraduates, undergraduates, students, researchers who are engaged in research in the field of personnel management, as well as the teaching staff of universities and employers.

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Tribunal, Samoa Remuneration. Second report of inquiry into public sector remuneration: Allowances for members of parliament, fees & allowances for directors of statutory corporations. [Apia, Samoa]: Government of Samoa, Remuneration Tribunal, 2005.

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Schoenman, Julie A. A study of factors affecting physician remuneration in staff model HMOs and group practices: Final report. Chevy Chase, Md: Project Hope, Center for Health Affairs, 1993.

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South Africa. Public Service Commission. Report on the abilities of the departments to deal with devolved authority regarding remuneration and conditions of service. Pretoria: Public Service Commission, 2004.

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Book chapters on the topic "Employee remuneration"

1

Kumagae, Keiki. "Remuneration Rule for Employee Inventions, Moral Hazard, and the Hold-Up Problem." In Applied Analysis of Growth, Trade, and Public Policy, 229–38. Singapore: Springer Singapore, 2018. http://dx.doi.org/10.1007/978-981-13-1876-4_15.

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Malakhova, Yu, E. Badeeva, F. Tuktarova, I. Sazonova, and A. Goldina. "Harmonization of Russian and Foreign Approaches to the Organization of the Employee Remuneration Accounting System." In Proceeding of the International Science and Technology Conference "FarEastСon 2020", 377–85. Singapore: Springer Singapore, 2021. http://dx.doi.org/10.1007/978-981-16-0953-4_38.

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Reynolds, John N. "Employees and Remuneration." In Sharing Profits, 88–127. London: Palgrave Macmillan UK, 2015. http://dx.doi.org/10.1057/9781137445452_7.

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Svačina, Pavel, and Gabriela Antošová. "Searching for Today’s Purpose of Remunerating Employee Inventions Through Grounded Theory." In The Impact of Globalization on International Finance and Accounting, 217–27. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-68762-9_23.

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Panda, Anton, Jozef Jurko, and Iveta Pandová. "Method for the Remuneration of Employees, Working in the Controlling System of a Manufacturing Process." In Monitoring and Evaluation of Production Processes, 93–97. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-29442-1_10.

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Chacko, Thomas. "Taxation of Directors’ Earnings and Benefits." In Company Directors: Duties, Liabilities, and Remedies. Oxford University Press, 2017. http://dx.doi.org/10.1093/oso/9780198754398.003.0011.

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This chapter outlines the tax issues that arise in the context of directorships. The great majority of these concern the director’s income tax liability, which is in most circumstances the same as that of any other employee. However, there are a number of more elaborate ways of remunerating employees which are likely to be encountered in the context of directors, both because they are often among the higher-paid employees of a business and because their employers often wish to link their remuneration to performance. This chapter therefore covers ‘golden hellos’ and termination payments, other ways of benefiting an employee (including the reimbursement of expenses and making them loans), and pension contributions, before outlining the tax implications of various share schemes that might be used. More complex remuneration planning is mentioned in Section D, but the wider area of remuneration structures is outside the scope of this work.

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Tokarevskikh, Anastasya Andreevna. "Company’s Reparations." In Economics and Law, 79–99. Publishing house Sreda, 2021. http://dx.doi.org/10.31483/r-97751.

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Based on the analysis of the contemporary state of the development of the system of motivation and stimulation of labour of the personnel, the directions of improving of such processes are defined in the article. It is stated that the effective reparations management benefits to both employer and employee. Employees receiving fair salary, generous bonuses and remunerative incentives in exchange for their work will linger to their jobs, keep high performance and morale. It is noted that the issue of fair labour remuneration is highly relevant these days. The fact that the system of motivation and stimulation of personnel, allowing to solve this problem, has been developed in Russia is highlighted in the article. Author concludes that the effective reparations management contributes to employee’s involvement thus leads to the company’s success.

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Slorach, J. Scott, and Jason Ellis. "19. Taxation of directors’ fees and employees’ salaries." In Business Law 2020-2021, 194–201. Oxford University Press, 2020. http://dx.doi.org/10.1093/he/9780198858393.003.0019.

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This chapter considers the taxation treatment of salaries, from the perspectives of both employer and employee. An employer will wish to ensure that any remuneration or reward paid to its employees will entitle it to claim a pre-tax deduction and reduce its taxable profits. The system for taxation of employees’ income is contained in the Income Tax Earnings and Pensions Act (ITEPA) 2003. The taxation of proprietors of a business and IR35 companies is also described.

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Slorach, J. Scott, and Jason Ellis. "19. Taxation of directors’ fees and employees’ salaries." In Business Law 2019-2020, 196–203. Oxford University Press, 2019. http://dx.doi.org/10.1093/he/9780198838579.003.0019.

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This chapter considers the taxation treatment of salaries, from the perspectives of both employer and employee. An employer will wish to ensure that any remuneration or reward paid to its employees will entitle it to claim a pre-tax deduction and reduce its taxable profits. The system for taxation of employees’ income is contained in the Income Tax Earnings and Pensions Act (ITEPA) 2003. The taxation of proprietors of a business and IR35 companies are also described.

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Slorach, J. Scott, and Jason Ellis. "19. Taxation of directors’ fees and employees’ salaries." In Business Law, 192–99. Oxford University Press, 2021. http://dx.doi.org/10.1093/he/9780192844316.003.0019.

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This chapter considers the taxation treatment of salaries, from the perspectives of both employer and employee. An employer will wish to ensure that any remuneration or reward paid to its employees will entitle it to claim a pre-tax deduction and reduce its taxable profits. The system for taxation of employees’ income is contained in the Income Tax Earnings and Pensions Act (ITEPA) 2003. The taxation of proprietors of a business and IR35 companies is also described.

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Conference papers on the topic "Employee remuneration"

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Hu, Yingshan. "Research on the Relationship Between Remuneration Incentive System and Employee Performance." In 2021 International Conference on Enterprise Management and Economic Development (ICEMED 2021). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/aebmr.k.210601.057.

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Bunyamin, Bunyamin, Wiyarni Wiyarni, and Sudaryoto Sudaryoto. "The Impact of Remuneration and Modernization Tax Information System on Employee Performance." In 1st Annual Management, Business and Economic Conference (AMBEC 2019). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.200415.045.

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Islam, Hayatul, and Femei Purnamasari. "Remuneration Of Employee Performance (Work Satisfaction and Motivation as a Variable of Mediation)." In The First International Conference On Islamic Development Studies 2019, ICIDS 2019, 10 September 2019, Bandar Lampung, Indonesia. EAI, 2019. http://dx.doi.org/10.4108/eai.10-9-2019.2289386.

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Spankova, Jana. "REMUNERATION AND MOTIVATION OF EMPLOYEES IN TRANSPORT UNDERTAKINGS." In SGEM 2014 Scientific SubConference on POLITICAL SCIENCES, LAW, FINANCE, ECONOMICS AND TOURISM. Stef92 Technology, 2014. http://dx.doi.org/10.5593/sgemsocial2014/b23/s7.062.

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Wu, Hao, Jonathan Corney, and Michael Grant. "Crowdsourcing Measures of Design Quality." In ASME 2014 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. American Society of Mechanical Engineers, 2014. http://dx.doi.org/10.1115/detc2014-34967.

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Today there are numerous examples of collaborative online communities effectively creating innovative products (e.g., RepRap, Linux). But the potential of anonymous crowds to also engage in generative design, through the aggregation of many small contributions, is less clear. Although in recent years the “power of the crowd” has been repeatedly demonstrated in areas that range from image labelling to linguistic translation. The application of crowdsourcing in the fields of design research and creative innovation has been much slower to emerge. As a result, although there have been reports of systems and researchers using Internet crowdsourcing to carry out generative design, there are still many gaps in knowledge about the capability and limitations of the technology. For example on commercial crowdsourcing platforms, the relationship between remuneration and the final quality of designs has not been established, so it is unclear how much payment should be offered in order to ensure a particular standard of result. Key to investigating the relationship between the crowd’s remuneration and the value of their innovation is a robust method for quantifying the quality of the designs produced. This paper reports how payment for a design task (a 2D layout problem) was systematically varied and the quality of the output assessed through a separate crowdsourcing process. The work provides some interesting and valuable insight into how Crowdsourcing can be most effectively employed in design tasks.

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Soelistya, Djoko. "Employees’ Commitment Building through Social Esteem at The Remuneration’s Increasement of Recognition an Self-Actualization Need in Maslow Theory." In 1st International Conference Postgraduate School Universitas Airlangga : "Implementation of Climate Change Agreement to Meet Sustainable Development Goals" (ICPSUAS 2017). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/icpsuas-17.2018.80.

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