Compensation Packages Research Articles

Strategic HRM in the logistics and shipping sector: Challenges and opportunities

Strategic Human Resource Management (HRM) plays a critical role in the success and sustainability of organizations, particularly in dynamic and competitive industries such as logistics and shipping. This review explores the challenges and opportunities inherent in implementing Strategic HRM practices within the logistics and shipping sector. In recent years, the logistics and shipping industry has witnessed significant transformations due to globalization, technological advancements, and evolving customer demands. Consequently, HRM strategies must adapt to these changes to effectively manage human capital and drive organizational performance. One of the primary challenges faced by HR professionals in the logistics and shipping sector is the recruitment and retention of skilled talent. The industry's high demand for specialized skills, coupled with a shortage of qualified professionals, intensifies competition among companies. Moreover, the transient nature of employment in this sector, characterized by seasonal fluctuations and contract-based arrangements, complicates talent management efforts. Strategic HRM approaches must address these challenges by implementing robust recruitment strategies, offering competitive compensation packages, and providing opportunities for continuous learning and career development. Additionally, the logistics and shipping industry operates in a highly regulated environment with stringent safety and compliance standards. HRM practices must ensure that employees are adequately trained and compliant with industry regulations to mitigate risks and maintain operational efficiency. This necessitates the implementation of rigorous training programs, safety protocols, and performance management systems to uphold organizational standards and ensure employee well-being. Despite these challenges, Strategic HRM in the logistics and shipping sector presents significant opportunities for innovation and growth. Advancements in technology, such as automation and data analytics, enable HR professionals to streamline processes, enhance workforce productivity, and make data-driven decisions. Moreover, strategic partnerships with educational institutions and vocational training centers can facilitate the development of a skilled workforce tailored to the industry's evolving needs. Strategic HRM in the logistics and shipping sector is vital for addressing challenges, optimizing workforce performance, and capitalizing on opportunities for sustainable growth. By adopting a strategic approach to human resource management, organizations can navigate the complexities of the industry landscape and achieve competitive advantage in the global market.

CEOs scientific background and firm innovation: evidence from China

Purpose This study aims to inspect the impact of Chief Executive Officers’ (CEOs) education in a “specific field,” such as CEOs with science and engineering backgrounds on firms’ innovation. Based on agency theory, this study also reports how an endogenous factor, i.e. CEOs’ compensation, and an exogenous factor such as intellectual property rights (IPR), moderate the CEOs with a scientific background (CEOSB)-innovation relationship. Design/methodology/approach This study uses a sample of Chinese nonfinancial firms listed on the Shanghai and Shenzhen Stock Exchanges from 2008 to 2018 by applying the ordinary least squares regression method. To deal with the endogeneity issues, this study also performs a series of additional tests. Findings The results indicate that the effects of CEOSB on the firm innovation activities are positive and significant. Further, this study finds that CEOs’ compensation and IPR protection positively and significantly moderate the CEOSB-innovation relationship. These outcomes are robust to a series of additional tests. Research limitations/implications The results of this study have valuable implications for various stakeholders interested in stimulating innovation. To sum up, the results of this study inculcate these stakeholders that the enhancement of firm innovation is contingent on the appropriate selection of CEOs, effective compensation packages and IPR regulations. Originality/value Distinct from the existent studies, the focus of the study is on the perspectives of CEOs’ scientific backgrounds. Further, based on agency theory, this study also reports how CEOs’ compensation and IPR protection moderate the CEOSB-innovation relationship, which has not been tested earlier to our knowledge, especially in the context of an emerging economy like China.

Commercial airline pilots' job satisfaction before and during the COVID-19 pandemic: A comparative study

The impact of the COVID-19 pandemic on the world's commercial aviation industry was unprecedented. National lockdowns and border closures effectively prohibited passenger air travel. Airlines responded by reducing operations, parking aircraft and making staff, including pilots, redundant. This research aims to examine the impact of COVID-19 on commercial airline pilots' job satisfaction before and during the pandemic and identify the workplace factors that affect it. Empirical data was gathered via an online survey which was distributed to members of three commercial airline pilot unions in Europe and Australasia in November 2021. 346 complete responses were received. Using Herzberg's 16 workplace factors as a theoretical frame for the survey and subsequent analysis, the findings showed that, overall, job satisfaction decreased during the pandemic. The largest effect sizes were observed for Salary, Job Security and Working Conditions while the smallest effect sizes were observed for Impacts on Personal Life, Responsibility and Recognition. The importance of effective communication between airline management and pilots was highlighted. The findings and recommendations regarding employee compensation, benefits and support packages are of relevance not only to airlines but also to other transport and economic sectors facing future disruptive events.

An Exploratory Study on the Brain Drain Within the Higher Education: A Case of Private Universities in Sichuan Province, China

This paper presents an exploratory study on the phenomenon of brain drain within the higher education sector, focusing specifically on private universities situated in Sichuan Province, China. Brain drain, the emigration of highly skilled individuals from one region or country to another, has been a growing concern globally, impacting various sectors including academia. Private universities in China, despite their significant contributions to the higher education landscape, face unique challenges related to talent retention and attraction, which have implications for regional development and competitiveness. Using a mixed-methods approach, this study aims to investigate the factors contributing to brain drain among faculty and researchers within private universities in Sichuan Province. Through surveys and interviews conducted with faculty members, administrators, and key stakeholders, the study examines the push and pull factors influencing their decisions to migrate or remain within the institution and region. Additionally, the study explores the impact of government policies, institutional strategies, and socio-economic factors on brain drain dynamics. Preliminary findings suggest that factors such as inadequate research funding, limited career advancement opportunities, disparities in compensation, and perceived lack of academic freedom contribute to the brain drain phenomenon within private universities in Sichuan Province. Furthermore, the study identifies strategies and interventions that may mitigate brain drain and enhance talent retention, including targeted investment in research infrastructure, competitive compensation packages, professional development opportunities, and supportive institutional policies. By shedding light on the challenges and dynamics of brain drain within private higher education institutions in Sichuan Province, this study contributes to the existing literature on talent mobility and regional development. The findings may inform policymakers, university administrators, and stakeholders in devising effective strategies to address brain drain, foster talent retention, and promote sustainable development in the higher education sector. Further research is recommended to validate and extend the findings of this exploratory study.

Evaluation of Compensation Policies and Their Impact on Employee Retention in the Food Industry

This research study explores the evaluation of compensation policies and their impact on employee retention in the food industry. Employee retention is a critical concern for businesses operating in this highly competitive sector. The study aims to understand the relationship between compensation policies and employee retention, providing insights into the strategies that can be implemented to attract and retain skilled employees. The research methodology involves a comprehensive analysis of existing literature, industry reports, and case studies to gather relevant data on compensation policies and their impact on employee retention in the food industry. The findings highlight the significant factors that influence employee retention and the effectiveness of compensation policies in addressing these factors. The study reveals that fair and competitive compensation packages play a vital role in attracting and retaining skilled employees in the food industry. When employees feel adequately rewarded for their contributions, they are more likely to stay with the organization. Regular market analysis and benchmarking are crucial to ensure that compensation policies remain competitive and aligned with industry standards. Performance-based incentives, such as bonuses and recognition programs, are found to have a positive impact on employee motivation and retention. By rewarding high-performing employees, organizations foster a culture of excellence and encourage continuous improvement. Additionally, offering comprehensive benefits and perks, including healthcare plans, flexible work arrangements, and professional development opportunities, is instrumental in enhancing job satisfaction and promoting employee retention.

Employer-Sponsored Health Insurance Premium Cost Growth and Its Association With Earnings Inequality Among US Families

Costs of employer-sponsored health care benefits have increased faster than workers' wages for several decades, with important implications for disparities in earnings and wage stagnation. To quantify how growth in employer-sponsored health insurance (ESI) premiums may have been associated with reduced annual wages, disparities in earnings by race and ethnicity and wage level, and wage stagnation among US families with ESI. In this economic evaluation, serial cross-sectional analyses were performed of US families receiving ESI from 1988 to 2019 based on data from the Consumer Expenditure Survey, Kaiser Employer Health Benefits Survey, US Census Bureau's Current Population Survey, and federal payroll taxation rates. Statistical analysis was conducted from February 2022 to July 2023. Percentage of annual compensation associated with health care premiums (after accounting for tax deductibility) and lost wages associated with growth in cost of premiums from 1989 to 2019 based on 1988 compensation. To assess disparities, analyses were stratified by race and ethnicity and wage level. In 1988, 44.7 million individuals (head of household: mean [SD] age, 43.3 [13.1] years; 30.1% were female; and 2.4% identified as Asian, 6.2% as Hispanic, 8.6% as non-Hispanic Black, and 82.8% as non-Hispanic White) were covered by ESI family plans; this number remained similar in 2019 at 44.8 million individuals (head of household: mean [SD] age, 47.1 [12.9] years; 41.3% were female; and 1.3% identified as Asian, 9.9% as Hispanic, 9.9% as non-Hispanic Black, and 78.9% as non-Hispanic White). In 1988, the mean (SD) household size was 3.3 (1.3) people, and in 2019, it was 3.4 (1.3) people. If ESI costs had remained at the same proportion of the 1988 average compensation package, then in 2019, the median US family with ESI could have earned $8774 (95% CI, $8354-$9195) more in annual wages. During all 32 years, health care premiums as a percentage of compensation were greater for non-Hispanic Black and Hispanic families than for non-Hispanic White families. By 2019, 13.8% (95% CI, 13.5%-14.1%) of compensation among non-Hispanic White families with ESI went to premium costs compared with 19.2% (95% CI, 18.8%-19.7%) among non-Hispanic Black families and 19.8% (19.3%-20.3%) among Hispanic families with ESI. In 2019, health care premiums as a percentage of compensation at the 95th percentile of earnings for families with ESI were 3.9% (95% CI, 3.8%-4.0%) compared with 28.5% (95% CI, 27.8%-29.2%) at the 20th percentile of earnings. From 1988 to 2019, the mean cumulative lost earnings associated with growth in health care premiums for the median US family with ESI was $125 340 (95% CI, $120 155-$130 525) in 2019 dollars, 4.7% of earnings over the 32-year period. This economic evaluation of US families receiving ESI suggests that 3 decades of increasing health care premiums were likely associated with reduced annual earnings and increased earnings inequality by race and ethnicity and wage level and were meaningfully associated with wage stagnation.

A Study on the Impact of Wage and Salary Management on the Performance of IT Employees in Hyderabad

This research endeavors to investigate the relationship between wage and salary management practices and the performance levels of Information Technology (IT) employees in the vibrant city of Hyderabad. As compensation is a critical factor influencing employee motivation and productivity, understanding its impact on the performance of IT professionals becomes crucial for organizations operating in the technology sector. Employing a mixed-methods approach, combining surveys and interviews, the study aims to examine the various aspects of wage and salary management, including fairness, transparency, and competitive benchmarks, and their influence on employee performance. Key objectives include assessing the correlation between compensation satisfaction and job performance, identifying the factors that contribute to employee perceptions of fairness in wage and salary structures, and exploring the role of non-monetary incentives in enhancing overall job satisfaction and productivity. Additionally, the research aims to provide insights into the preferences and expectations of IT employees regarding their compensation packages. The findings of this study are anticipated to contribute valuable insights for IT organizations in Hyderabad, helping them optimize wage and salary management practices to attract, retain, and motivate high-performing talent.

Risk-taking incentives and risk-talking outcomes

CEOs’ option-based compensation and discussions about political risk (risk-talking) in successive earnings conference calls are significantly positively associated. This effect is more significant in the subsample of firms with less equity price volatility and poor investment risk-taking (lower capital expenditure). Furthermore, seven out of eight components of risk-talking are positively related to CEOs’ option-based compensation. These findings suggest that CEOs with more options in compensation packages are likely to find discussing political risk during corporate earnings calls as a viable alternative to boost proxies of risk-taking outcomes (such as equity price volatility), especially when they perceive risk-taking expectations to be untenable.

Impacts of resident physician unionization on house staff compensation.

Physicians-in-training in the United States work long hours for relatively low wages. In response to increased economic burden, the popularity of unionization in residency training programs has increased dramatically. In this study, we conducted a cross-sectional investigation of the association between unionization status and Internal Medicine PGY-1 compensation and benefits. We compiled residency salary and benefits data from all Internal Medicine residency training programs in the United States. Using a mixed effects modeling approach, we evaluated the differences in salary and total compensation while adjusting for regional factors and cost-of-living differences. In aggregate, PGY-1 salary was higher for unionized vs. non-unionized programs ($69648 vs. $62214; [95% CI 670.7-3563.7]). However, there was no difference after adjusting for cost-of-living ($62515 vs $62475; [95% CI. -1317.5, 1299.7]). Unionized programs do however offer greater monetary benefits in the form of stipend disbursements, and total compensation is higher in unionized vs. non-unionized residency programs ($65887 vs $63515; [95% CI 607.6, 3551.5]). Unionized residency programs offer higher total compensation packages than their non-unionized counterparts. This increase in compensation is driven in large part by an increased variety and amount of stipend disbursement.

Effect of Neo-Liberal Globalisation on Women in Garment Industries: AThird World Perspective

The garment industry has significantly contributed to the economic growth of many developing countries,with women constituting a large percentage of the labour force. However, gender inequality persists in thissector, manifesting in inadequate safety standards, wage disparities, and lack of maternity benefits andproper compensation packages. Despite efforts by international organizations to promote decent workingconditions, the effectiveness of these initiatives has been limited due to a lack of understanding of thegendered aspects of these issues. This research aims to shed light on the consequences of patriarchalstructures within organizations in comprehending the challenges faced by women in the garment sector andthe development of appropriate policies. The study assumes that women's voices and concerns areinsufficiently represented in policy-making processes, necessitating a gendered perspective on thedevelopment, implementation, and monitoring of policies related to the garment industry. Thisunderstanding will enhance awareness of the working conditions of women in the garment industry andhighlight the impact of global policies on the female labour force. The study examines the historical aspectsthat contribute to globalisation, subsequent policies, and their impact on women, particularly in the contextof export-oriented garment industries.

Elements of Compensation Package Influencing Employee Retention: A Case of Non – Tithe Based Institutions of Seventh – Day Adventist Church – West Kenya Union Conference

In the modern business world, organizations are faced with a major challenge of retaining the best performing employees who are highly skilled and competent and capable of driving their productivity to higher levels. This study aimed at determining the elements of the compensation package that influences employee retention. The study adopted a descriptive research design. The target population for this study comprised of 289 regular employees. Data for the study was collected by means of a self-administered questionnaire. The data gathered was coded and analyzed using Statistical Package for Social Sciences (SPSS) version 23. Descriptive statistics such as frequencies, mean and standard deviations were used. The study adopted the use of Linear regression analysis as well as the use of Analysis of Variance (ANOVA). The study established that there is significant difference between levels of education on employee’s perception of influence of compensation package on retention (p=0.001). There is also a significant difference between designations of employees with regard to employee bonuses (p=0.002). The regression model revealed a positive and significant influence of compensation policy employee retention (0.190, 0.020). The adjusted R Square of 0.343 of the regression model indicated that 34% of the variation in the employee retention variable is explained by the independent variables. The study concluded that the element with a significant influence on employee retention is the compensation policy. The study recommended that organizations should consider conducting regular assessments of their compensation policies to align them with employee expectations and industry standards.

Analyzing the Role of Employee Recognition in Job Retention within Nepal’s Banking Sphere

This study aimed to investigate the association between intrinsic and extrinsic recognitions and employees’ likelihood of remaining employed within their organization. The research design employed was descriptive and correlational in nature. A comprehensive analysis was conducted on a survey comprising 385 participants, wherein respondents were systematically classified based on variables such as gender, age group, educational attainment, and occupational status. This approach yielded valuable and profound findings. The study revealed that although the significance of training and development opportunities was relatively low, a majority of employees considered financial compensation as the primary determinant influencing their retention within the banking institution. Furthermore, a notable association was observed between the inclination to remain employed and receiving acknowledgment, whether it be in the form of external rewards or internal satisfaction. Respondents explicitly identified incentives and appealing compensation packages as determinants that would augment their inclination to remain in their present roles. Hence, it falls upon the human resources department to assess and ensure the adequacy of the rewards bestowed upon employees in order to meet their satisfaction. This study underscores the importance of managers possessing a comprehensive understanding of the significant impact that offering promotions and competitive pay scales can have on employee retention. The study concludes by suggesting a redesign of the banks’ acknowledgment programmes and emphasizing the importance of giving equal weight to both types of recognition in order to enhance employee retention.

Regulating the Revolving Door of Regulators: Legal vs. Ethical Issues

This paper analyzes the effects of the revolving door, concentrating not only on the dynamics between regulators and firms but also on whether regulating the revolving door is optimal from the point of view of society. The study explores the trade-off between two interconnected aspects related to the revolving door: the ‘lack of competence’ and ‘greed’ of regulators. On the one hand, the revolving door facilitates the recruitment of highly qualified regulators by the government, drawn by the prospect of lucrative future compensation packages. On the other hand, it allows regulators to succumb to greed, enabling them to receive revenues after their term in office. This paper emphasizes that this propensity toward greed can manifest through two distinct channels: ‘regulatory capture’, which is illegal, and ‘abuse of power’, which, while legal, is unethical. This paper highlights that distinguishing whether the behavior of the regulator is either unlawful or unethical is of utmost importance for analyzing the optimal policy concerning regulators. On one end, the capture models advocate for regulated oversight of the revolving door to prevent corruption. On the other end, models of abuse of power, characterized by regulators generating ‘bureaucratic capital’, contribute to the acceptance of the revolving door practice.

Prioritizing the antecedents of employer branding using fuzzy AHP: an extent analysis approach

Purpose One of the most decisive objectives of human resource management (HRM), essential for business performance, is to attract, maintain and engage a qualified workforce. This study aims to identify and prioritize the antecedents of employer branding, which are considered extremely important by potential applicants when they choose to join a particular employer. Design/methodology/approach The authors have adopted a popular multicriteria decision-making technique fuzzy analytical hierarchy process, to prioritize the identified antecedents. The modified Delphi techniques with the 22 experts have been conducted to validate the identified antecedents. Structured questionnaires were discussed, and their reliability was assessed using the expert’s opinion. Findings Results of this study indicate that potential applicants consider career advancement opportunities as the most important enabler that persuades them to join a particular employer. Future employees are also motivated to join if they are offered attractive compensation packages, which are distinct from competitors. Furthermore, corporate social responsibility is evolving as an antecedent of employer branding as potential candidates are attracted to employers who are socially responsible. Practical implications Employer branding can serve as a strategic HRM technique for any business seeking to attract, recruit, retain and involve outstanding employees, as the success of the organization is determined by how its image is built, communicated and promoted. This study provides insights for HR managers and practitioners who can think of developing an effective employer brand communication that offers a distinct and in-imitable image and reputation as an employer of choice. Originality/value This study is unique, as it offers meaningful visions to HR practitioners and experts for designing employer branding strategies for attracting potential applicants to join their organizations.

Strategic Importance of Compensation Strategy on Employee Performance: Evidence from Lekki Free Zone Area of Lagos State

The study examines the strategic importance of compensation on employee performance in an organisation (a study of Lekki Free Trade Zone, Lagos), whose aim is to examine the impact of compensation on employee performance. The study concludes that adopting a better compensation strategy is essential to all organisations. However, because most businesses are unaware of the significance of compensation strategy, but managers often put pressure on workers to work hard despite receiving inadequate pay from the organisation. The study has shown that compensation and other benefits are strategic tools to organisations to influence their employees in order to remain competitive. If adequately developed, the compensation adds value to an organisation and increase workers efficiency in operation, quality service, customer satisfaction, and even achieving organisational goals. Organisations should ensure that their pay plan aligns with their strategic goals. They should also stay current on industry norms, perform frequent market evaluations to know if the company’s compensation packages are competitive and better in order to draw and keep good employees in organisation. Furthermore, they should implement other compensation benefits other than pay to influence employees towards better performance.

Implementation Of the Prosperous Family Card Program in Improving Community Welfare Based Van Meter and Van Horn Analysis

The Prosperous Family Card (KKS) is one of the compensation package programs proposed by the government to help poor families so that those who live in poverty can be covered with this card which can reduce the problem of poverty and improve community welfare. The purpose of this research is to find out the implementation of the Prosperous Family Card program to improve community welfare and to find out the supporting and inhibiting factors for implementing the Prosperous Family Card program in community empowerment efforts. This research uses qualitative methods by collecting data through observation, interviews, and documentation. Determining informants was carried out using snowball sampling. Data analysis was carried out through the stages of data collection, data presentation, and conclusion. From this research, the results showed that the program's implementation involved continuous and intense socialization and regular monitoring regarding the distribution of aid, but it is very unfortunate that the program still had less valid outreach and data for less fortunate communities.

Practice Trends and Job Satisfaction of Dental Therapists in Canada: Results from a National Survey

ABSTRACT The objective of this research was to evaluate the practice trends, clinical services and job satisfaction of dental therapists in Canada. Licenced Canadian dental therapists were recruited to participate in this cross-sectional study. A total of 124 dental therapists completed the survey (~68% response rate), with 57.3% of respondents being over the age of 50. Most respondents were actively engaged in full-time clinical practice in private dental offices. Indigenous dental therapists were significantly more likely to work outside of private dental offices providing care for Indigenous communities. Just over half of respondents were compensated by an annual salary, with the highest proportion of full-time practitioners earning between $75,000 and $99,000 per year. Dental therapists who were active in clinical practice performed a wide range of preventive, diagnostic, and treatment services consistent with their scope of practice. This research demonstrates that Canadian dental therapists are highly engaged and satisfied with their profession. Dental therapists can facilitate improved access to oral health care in less accessible areas of Canada; however, compensation packages and incentives to work in these less accessible areas must be addressed, as well as legal and regulatory requirements to ensure that dental therapists are licenced providers throughout Canada.

IMPACT OF SALARIES AND INCENTIVES ON EMPLOYEE SATISFACTION IN AN IT COMPANY

This paper explores key factors influencing salary levels and incentives in the IT sector, using an analysis of statistical data segmented by categories such as age group, gender, work experience, education level, and position within the company. The aim was to determine how these demographic and professional characteristics affect employee priorities regarding compensation and incentives. The research is based on a sample of 150 employees in an IT company, selected through a purposive sampling process, with the intention of providing a deeper understanding of the impact of various factors on employee satisfaction through their compensation structure. A compensation structure in an organization includes all aspects of remuneration received by employees, including base salary, bonuses, benefits, and other forms of incentives. Based on the study of the impact of age limits and gender on employee preferences regarding salaries and incentives, it can be concluded that there is significant variation in the priorities of employees in different age groups and between genders. Younger employees, under 30, are primarily focused on salary height due to the need for financial stability in the early stage of their career. Employees aged between 30 and 40 strive to achieve a balance between salary and long-term security, with a strong focus on the quality of working life, flexibility, and the opportunity for professional development. Older employees, over 40, give priority to long-term stability and benefits, considering smaller changes in salary as less important compared to long-term security. Regarding gender, male employees tend to be more aggressive in negotiating salaries and seeking additional incentives, including bonuses and financial benefits. In contrast, female employees often strive for a balance between work and personal life, with greater interest in flexible working hours and benefits that support family needs. These findings highlight the importance of tailoring compensation packages and benefits to the needs of employees at different life stages and based on their gender, in order to maximize satisfaction and efficiency in IT companies. Based on the analysis of the impact of experience, education, and position in the company on employee preferences regarding salaries and incentives, we can conclude that there is a differentiated approach to compensation based on these factors. In terms of experience, less experienced employees (0-3 years of experience) are motivated by higher salaries and bonuses due to the desire for rapid professional advancement. Employees with 3-5 years of experience value a balance between salary and benefits, while focusing on additional perks that contribute to quality of life. Employees with more than 5 years of experience seek greater security and long-term benefits. Regarding education, employees with higher degrees (master’s or doctoral) expect higher salaries and incentives. Those with vocational education may be more interested in flexible working hours and working from home, while employees with a bachelor’s degree seek opportunities for advancement and training. As for the position within the company, managers expect higher salaries and bonuses due to greater responsibility, while operational staff at lower levels of the hierarchy value additional benefits and the work environment more. In conclusion, these findings indicate the importance of tailoring compensation and benefit strategies to individual employee needs, taking into account their experience, education, and position within the company, in order to maximize satisfaction and loyalty in IT companies.

ANALISIS SWOT SEBAGAI STRATEGI BANGKIT DARI KETERPURUKAN PASCA PANDEMI DILIHAT DARI KINERJA KARYAWAN DI HOTEL VILA LUMBUNG SEMINYAK

This study is aimed at conducting an in-depth analysis of both internal and external factorsthat have an impact on the strategy for overcoming adversity post-pandemic, focusing on theperformance of employees at Hotel Villa Lumbung Seminyak using a SWOT analysis framework. The findings of this research highlight that there are promising opportunities and strengths within Hotel Villa Lumbung Seminyak that can be harnessed to formulate effective strategies for emerging stronger from the challenges posed by the pandemic. However, it is imperative to address certain pressing threats promptly.One immediate concern is related to the compensation packages and promotion structures offered to the employees. Ensuring that the remuneration is competitive and commensurate with industry standards can help in retaining and motivating talented staff. Additionally, providing clear pathways for career advancement can boost morale and enhance performance. Furthermore, the hotel's development plans should be carefully aligned with their workforce's performance. Any changes or expansion initiatives should be carried out in a way that supports and nurtures the capabilities and well-being of the employees. This holistic approach will not only contribute to achieving the hotel's goal of bouncing back from the pandemic's impact but also foster a conducive work environment. In conclusion, the SWOT analysis indicates that Hotel Villa Lumbung Seminyak possesses the potential to devise and implement effective strategies for recovery and growth in the post-pandemic era. By addressing the identified threats and capitalizing on their strengths and opportunities, the hotel can work towards a resilient and prosperous future.

Whether CEO are Paid Large Compensation Packages? —— Empirical Evidence from Listed Companies in China

Whether CEO are Paid Large Compensation Packages? —— Empirical Evidence from Listed Companies in China