Employee Compensation Research Articles

Pathology of the Human Resources System in Long-term National Programs: A Comparative Study between the First and Second Plans Based on Operational Factors

Objective: This research was conducted with the objective of pathologizing the human resource system of the country's long-term programs in a comparative study between the first and second plans based on operational factors. Methodology: This study was qualitative in approach and applied in objective. The statistical population included all effective managers in discussions related to the human resource management system in long-term national programs, members of parliament, heads of organizations, managers, and deputies of government agencies involved with the human resource management system. Interviews were used as the data collection tool. The obtained damages were analyzed using the one-variable T-test, and then the identified damages were analyzed and prioritized using the AHP method. Findings: The findings showed that the sub-criterion of the absence of a career advancement path in government organizations with an eigenvector of 0.692 was in the first priority; the sub-criterion of types of employment without examination in executive devices with an eigenvector of 0.64 was in the second priority; the sub-criterion of degree-orientation with an eigenvector of 0.63 was in the third priority; and the sub-criterion of inadequate direct financial compensation for employees with an eigenvector of 0.6 was in the fourth priority. Also, the inconsistency rate of the comparisons made was 0.042, which, being less than 0.1, indicates that the comparisons made can be trusted. Conclusion: It can be concluded that the lack of clarity in the career path is the most serious damage to the country's human resource system, which planners can mitigate by paying more attention to this challenge.

Examining the Role of Dimensions and Components of the Employee Compensation System in Explaining the Variance of Organizational Citizenship Behavior (Case Study: General Tax Office of Kerman Province)

Objective: The aim of this study was to examine the role of the dimensions and components of the employee compensation system in explaining the variance of organizational citizenship behavior (OCB) (Case Study: General Tax Office of Kerman Province). Methodology: This research was applied in purpose and descriptive-correlational in terms of method. Data were collected through standardized questionnaires. The compensation system questionnaire included four dimensions: managerial, organizational, psychological, and social. The OCB questionnaire included 15 dimensions, both using a 5-point Likert scale. The statistical population consisted of all employees of the General Tax Office of Kerman Province, and random sampling was used to select the participants. Findings: The results showed a significant and positive relationship between the dimensions of the compensation system (managerial, organizational, psychological, and social) and OCB. These dimensions simultaneously explained 39.5% of the variance in OCB. Moreover, psychological and managerial components had the greatest impact on OCB. Conclusion: This study demonstrated that the employee compensation system, particularly its psychological and managerial dimensions, has a direct influence on enhancing organizational citizenship behavior. Organizations that focus on improving their compensation systems can expect an increase in extra-role behaviors and greater employee participation. It is recommended that organizations pay special attention to designing and implementing fair and supportive compensation systems.

Exploring corporate social responsibility expenditures in manufacturing firms

The main aim of this study is to explore corporate social responsibility expenditure in Indian manufacturing firms. The study sample consists of 62 firms listed on the Bombay Stock Exchange (BSE). Findings revealed that environment and pollution control expenses vary significantly between mature and young firms and before and after the pandemic as well. Moreover, regression analysis results show that employee compensation expenses negatively affect firms’ performance. these results contradict Nwanne (2016), Walker (2019), and Tulcanaza-Prieto et al. (2020). Similarly, social and community expenses negatively and significantly impact the performance of Indian manufacturing firms. These results consist with Gangi et al. (2018), Tulcanaza Prieto et al. (2020), Kvasić et al. (2016), and Nwanne (2016). On the contrary, donation-related expenses positively affect the profitability of Indian manufacturing firms. These results are consistent with Nwanne (2016), and Gangi et al. (2018). Therefore, this study has three folds of contributions. Firstly, it attempts to unveil corporate social responsibility (CSR) expenditures after the Companies Act, 2013 using a large sample and a longer period of study and making a comparison between mature and young firms Indian manufacturing companies. Secondly, this study examines the impact of the COVID-19 pandemic on CSR expenditures. Finally, hardly any study has relied on secondary data for conducting sustainability or CSR expenditure research in the Indian context. Hence, this study addresses this void by relying on secondary data to examine CSR expenditures during the pandemic.

Exploring the Digital Transformation of Enterprise Finance Based on the Finance Sharing Model

Abstract Blockchain is one of the key technologies for the digital transformation of corporate finance because it satisfies the requirements of enterprise financial sharing with its features of contract execution, openness and transparency, decentralized distributed ledger, traceability, and non-tampering. In order to support business digital transformation under the financial sharing model, blockchain technology is used in this study, along with an analysis of the internal and external factors influencing enterprise financial digital transformation. In order to guarantee data security and enhance the processing efficiency of the financial sharing center, the Byzantine fault-tolerant RAFT algorithm is adopted as the private chain’s consensus algorithm, and PBFT is adopted as the federated chain’s consensus algorithm. These decisions are based on the compatible architecture of blockchain technology and the characteristics of financial sharing. The financial sharing center’s effects are assessed in relation to Enterprise A’s blockchain-based financial activity application system. According to Enterprise A’s cash flow statistics, paid employee compensation fell in 2018 from 2.943 billion to 2.864 billion. The audit and accounting industry may streamline procedures, expedite processing, lower labor and time expenses, and achieve favorable outcomes by utilizing the financial shared service model under the blockchain paradigm.

An Exploratory Study of Compensation Management of International Organizations: Focused on the UNMCK Case

This paper compares the UN organization's employee compensation system to Korean government officials' wages, focusing on fairness perceptions among UN-affiliated employees. It analyzes how the International Management Committee's decisions on the compensation level of the UN Memorial Cemetery in Korea (UNMCK) influence employee expectations. Factors like work valuation, capacity, achievement, and pension payments shape fairness perceptions. The study highlights the importance of considering job types in cross-country pay comparisons and emphasizes assessing expertise in reference group formation. Findings reveal UNMCK employees' remuneration exceeds agreed levels for Korean officials due to recruitment methods, rank determination, and wage increases. Critical insufficiencies in severance pay regulations, provided without individual contributions, are noted. The paper recommends a new, fair, and rational compensation system, emphasizing transparency, accountability, and audit practices within extraterritorial jurisdiction. Further research on international organizations' human resource management, aligned with the Korean government's strategies, is proposed for talent attraction and management. In conclusion, the study underscores the importance of a fair UN compensation system, offering implications for international organizations and APEC member economies, emphasizing transparent and accountable compensation systems and effective governance.

Human Resource Management Practices on Job Satisfaction in selected Private Universities in South West, Nigeria

This study examined the effect of Human Resource Management (HRM) practices on job satisfaction in private universities in South West, Nigeria. Descriptive research design was adopted for the study. The study population frame is 3,261 (three thousand two hundred and sixty-one) involving all academic staff members from the selected private universities in South West, Nigeria. The Taro Yamane formula was used to statistically determine the sample size, which was 356 (three hundred and fifty-six). The study used a well-structured questionnaire to collected responses from the respondents. Descriptive statistics employed for data analysis were frequency counts, simple percentages, mean scores, and standard deviations, while the inferential statistics utilized was the multiple regression with the aid of SPSS (Statistical Package for Social Sciences) version 23. The results of the study revealed that, HRM practices were found to have a positive effect on job satisfaction at a few private universities in South West, Nigeria (β=.768; t = 13.972, p<.05). The study concluded that the adoption of HRM practices such as flexible work plan, transport benefits, employee compensation, has improved organizational performance in private universities in South West Nigeria. The study therefore recommended that to allow for increased organizational performance, the variables of HRM practices such as flexible work plan, transport benefits, employee compensation needs to be employed by universities and it should be modelled in such a way that the employers can employ it for their university operations. Keywords: HRM Practices, Job Satisfaction, Private Universities, South West, Nigeria. Journal Reference Format: Aremu, F.E. (2023): Human Resource Management Practices on Job Satisfaction in selected Private Universities in South West, Nigeria. Humanities, Management, Arts, Education & the Social Sciences Journal. Vol. 11. No. 4, Pp 25-36. www.isteams.net/humanitiesjournal. dx.doi.org/10.22624/AIMS/HUMANITIES/V11N4P3

The Influence Of Compensation And Work Discipline On Employee Performance

Performance includes the work results obtained by an employee when completing tasks in accordance with the responsibilities given to achieve company goals. Factors that influence a person's performance will of course be influenced by employee compensation and discipline because income is in the form of money or goods, either directly or indirectly. indirect, which is received by employees as compensation for their services to the company. Meanwhile, the level of employee discipline also has an impact on the individual's performance. This research aims to understand the impact of compensation and work discipline on the performance of PT employees. Betawimas Brilliant. The research method uses a survey method where the population in this study is PT Betawimas Cemerlang employees, totaling 40 people. Data processing and analysis techniques use the SPSS program. The results of this research state that compensation does not have a significant effect on employee performance, but work discipline has a significant effect on employee performance, as well as simultaneously stating that the results have a significant effect

Effects of the Implementation of the Employees’ Compensation Act in Federal Inland Revenue Service (FIRS) Abuja, Nigeria

This study examines the effect of implementing the Employees' Compensation Act in the Federal Inland Revenue Service (FIRS) located in Abuja, Nigeria. The study assesses how the implementation of this Act affects the well-being of workers within the FIRS in Abuja. A total of 399 employees from the FIRS in Abuja participated in the survey. The findings of the study indicate that the respondents lack awareness regarding the compensation act within the FIRS. Additionally, the majority of the respondents expressed disagreement with the adequacy of compensation for FIRS employees who experience work-related disabilities. On the other hand, most respondents agreed that employees suffering from work-related mental stress are adequately compensated within the FIRS. One of the recommendations put forth is for the FIRS to establish effective communication strategies to ensure that all employees have a clear understanding of their rights and the compensation provisions available to them in cases of work-related disabilities. Achieving this objective could involve organizing regular workshops, training sessions, and informative campaigns.

THE PROCEDURE FOR DETERMINING THE TOTAL AMOUNT OF REMUNERATION PAID TO EMPLOYEES

This article validates indicators such as performance-based compensation, a pay plan that links employee compensation to performance, and any contingent element.There are several different ways to determine an employee's total compensation. For example, compensation may depend on the complexity of situations and the tasks involved. And compensation can be monetary or non-monetary. It is explained that compensation based on the employee's productivity or competence does not always refer to financial rewards, even if the reward for work primarily involves the expression of wages in money.The global financial crisis caused the need to rationalize the staffing of corporations, led to a revision of motivation and labor incentives, to maintain the socio-economic activity of wages and other payments to the organization's personnel at an effective level.The lack of principles on the organization of personnel Awards leads to a clear violation of the relationship between the employee and the organization.

Getting The Focus Right: Achieving the Targeted Compensation of Employees' Composition in Post-Mid-Term Review of the Twelfth Malaysia Plan

The successful implementation of eleven Malaysia Plans in charting and navigating economic growth has seen the transformation of Malaysia from an agricultural economy to an industrialised one and subsequently into a services-based economy. However, despite the developmental progress, Malaysia's growth quality was highly debatable due to the lower implications of growth on the compensation of employees (COE) generation. In line with the mid-term review of the Twelfth Malaysia Plan (12MP), this study was structured to reassess the sectoral capacity towards supporting the achievement of 40% targeted COE composition. Applying the reassessment models developed based on the input-output modelling technique yields positive outcomes, with 19 sectors central to COE target achievement identified. The sectors were grounded based on three areas of potential that are capable of guiding policy decisions to improve the COE composition: (i) sectors that have achieved the 40% targeted COE composition with strong backward (BW) and forward (FW) linkages; (ii) sectors that have achieved the 40% targeted COE composition with strong BW or FW linkage; and (iii) sectors over 30% achieved COE composition with strong BW or FW linkage, or both.

The Influence of Leadership and Organizational Culture on Performance through Compensation for Employees of the Directorate General of the General Judicial Body of the Supreme Court Republic of Indonesia

This research aims to examine the influence of leadership and organizational culture on performance through employee compensation. This research uses quantitative methods by distributing questionnaires to employees of the Directorate General of General Justice of the Supreme Court of the Republic of Indonesia. The population of this research is all Civil Servants of the Directorate General of General Justice, totaling 113 people within the Directorate General of General Justice. The sampling technique in this research used the Slovin formula. The data analysis method used in this research is multiple linear regression and simple linear regression, namely the F test and T test. This research shows that simultaneously leadership and organizational culture have a positive and significant effect on compensation at the Directorate General of General Justice of the Supreme Court of the Republic of Indonesia. This can be seen from the calculated F value of 122.134. And the R square value is 0.830 or 83% with a significance probability value of 0.000 < 0.05.

Pengaruh Kompensasi, Motivasi, Dan Lingkungan Kerja Terhadap Kinerja Karyawan Di Jakarta Timur

This research aims to analyze and understand the influence of compensation, motivation, and work environment on employee performance within a company. The study was conducted using a quantitative approach involving respondents from various hierarchical levels working in companies located in East Jakarta. There were 100 respondents involved, enabling the measurement of compensation levels, motivation, work environment, and employee performance. The data analysis technique employed in this research was SEM PLS (Structural Equation Modeling - Partial Least Squares), performed using SmartPLS 4.0 software. The data analysis methods encompassed measurement model analysis, structural model analysis, and hypothesis testing of direct influences. The results of the data analysis indicate that employee compensation has a significant positive influence on employee performance. Motivation also exhibits a significant positive impact on employee performance. A positive and significant effect on improving employee performance is observed with a favorable work environment. Additionally, the compensation variable was found to have a significant positive influence on employee performance. These findings hold crucial implications for organizational practitioners in designing policies and programs related to the development of compensation, motivation, and work environments to encourage employees to deliver maximum performance for the company.

Pengaruh Kompetensi, Komunikasi Dan Kompensasi Terhadap Kinerja Karyawan Perusahaan Di Kecamatan Jagakarsa Jakarta Selatan

This research aims to analyze and determine the influence of competence, communication and compensation on employee performance in a company. This research was conducted using a quantitative approach and involved respondents consisting of employees at various levels of positions who work at companies in the district. Jagakarsa, South Jakarta. Data was collected through a questionnaire with a total of 22 questions and a total of 100 respondents which could measure the level of competency, communication, compensation and employee performance. The data analysis technique used in this research is SEM PLS (Structural Equation Modeling - Partial Least Squares), which was carried out using SmartPLS 4.0 software. The data analysis methods used in this research include measurement model analysis, structural model analysis, and direct influence hypothesis testing. The results of data analysis show that employee competency has a significant positive influence on employee performance. Communication also has a significant positive influence on employee performance. Effective and open communication allows clear and timely information to have a positive and significant impact on improving employee performance. And the compensation variable was also found to have a significant positive influence on employee performance. These findings provide important implications for human resource management and organizational practitioners in designing policies and programs related to competency development, improving communication, and providing adequate compensation for employees so that employees can provide reciprocity in the form of maximum performance for the company.

Employee Compensation Plan and Related Accounting ＆ Tax Treatment

Employee Compensation Plan and Related Accounting ＆ Tax Treatment

Unconventional monetary policy in the Euro area: Impacts on loans, employment, and investment

AbstractUsing a dataset of bank‐ and regional‐level data, we study the effectiveness and heterogeneity of the transmission mechanism of the ECB's large scale asset purchases (LSAPs) to the real economy. Our results indicate that banks more exposed to government debt securities had higher growth of loans and loans relative to total assets than less exposed banks after the asset purchase programme (APP), but not after the pandemic emergency purchase programme (PEPP). Furthermore, our results demonstrate that regions where banks are more exposed to government securities exhibit more favorable outcomes after the APP in GDP, fixed capital formation, unemployment, and compensation of employees than regions with less exposed banks, via the bank lending channel. We argue that banks' exposure to LSAPs targeted assets and their geographical location is an important factor determining the magnitude and heterogeneity of the portfolio rebalancing transmission mechanism to the real economy.

Challenges in Tracking Non- Punched but Worked Hours: A Deep Dive into Travel and Training Time

Purpose: This paper presents a comprehensive study on the challenges of tracking non-punched but worked hours, with a particular focus on travel and training time. These unregistered hours pose significant challenges in the realms of employee compensation and labor law compliance. Standard time-tracking systems are not equipped to handle the nuances of such non-traditional work hours, leading to potential disputes and financial grievances.
 Methodology: Using travel time as a case study, this paper discusses the multifaceted nature of the problem, including unpredictability in travel, compensation for unexpected delays, and the inadequacies of current systems to automatically recognize and adjust for these hours. We propose a solution utilizing a customized program within the Kronos Time and Attendance system to accurately categorize and calculate non-punched hours, ensuring fair compensation and compliance with labor regulations.
 Findings: The implications of these findings are profound, highlighting the necessity for advanced tracking solutions that align with labor laws while upholding fairness and transparency.
 Unique contribution to theory, practice and policy: This paper aims to drive a paradigm shift towards integrating sophisticated time-tracking systems that respect and acknowledge every aspect of an employee's work life.

Employee Performance: Effects of Competence and Compensation

The purpose of this research is to determine and analyze employee competency, employee compensation, employee performance, the extent of the influence of competency on employee performance, the extent of the influence of compensation on employee performance, and the extent of the influence of competency and compensation on employee performance in one of the local government agencies in Bandung Regency. The research method used by the author is descriptive and verification research to identify the significant relationship between the variables under investigation, thus producing conclusions that will describe the object being studied. The research results show that competency has a total influence on employee performance of 7.2%, while compensation has a total influence on employee performance of 70%. The total influence of the independent variables on the dependent variable is 77.2%, while the remaining 22.8% is influenced by other variables outside the scope of this study. The implications of the research indicate that having good competency combined with adequate compensation can enhance employee performance.

Study on the Impact of Employee Compensation and Benefits System on Employee Innovation and Optimization Strategy

The most direct and practical of the many incentive programs is compensation incentive, particularly total compensation incentive, which also has a high operability. Nevertheless, it is also constrained by the enterprise's overall viability and the cost of its human resources. More remuneration satisfaction does not always translate into better business performance; further research is needed to understand how it works. On the basis of an analysis of local and foreign research data, this paper investigates the connection between employee innovation performance and remuneration satisfaction. It also introduces work engagement as a mediating variable along the path of compensation satisfaction - work engagement - innovation performance. It has been established via empirical study and data analysis that employees' contentment with their salary and related factors can positively impact the link between that relationship and their innovation performance. It demonstrates that following the introduction of the new work engagement perspective, compensation management satisfaction affects innovation performance indirectly through the influence of work engagement. Through the in-depth exploration of its influence mechanism, it offers some guidance for the related enterprises to design the compensation system scientifically to motivate the innovation ability of employees and complements and improves the related theory.

The Effect of Comparative Employee Compensation on Wage and Salary Payments

The Effect of Comparative Employee Compensation on Wage and Salary Payments

Spatial Heterogeneity and Spillovers of Employment in the EU Regions

Abstract This paper focuses on the employment problem in the context of EU regions. Two main hypotheses were verified. The first hypothesis was related to the spatial heterogeneity problem, i.e., we hypothesised that relationship between the employment rate and the explanatory variables (GDP per inhabitant, educational attainment level and compensation of employees) may vary spatially. The second hypothesis dealt with the spatial autocorrelation, i.e., we assumed that the regional employment process is not isolated and that the neighbourhood of the regions also plays a significant role. As the main methodological tool the spatial regime models were applied. Spatial analysis of employment rate data indicated two spatial regimes. The results revealed the spatial instability of estimated parameters across the two regimes. Also, the spatial regional interconnections within both regimes were confirmed. Statistical significance of spillover effects of considered employment factors outlines the high importance of spatial spillovers.