Compensation System Research Articles

A Primer for Workers' Compensation

Abstract Background Context: A physician's role within a workers' compensation injury extends far beyond just evaluation and treatment with several socioeconomic and psychological factors at play when compared to similar injuries occurring outside of the workplace. Although workers' compensation statutes vary among states, all have several basic features with the overall goal of returning the injured worker to maximal function in the shortest time period, with the least residual disability and shortest time away from work. Purpose: To help physicians unfamiliar with the workers' compensation process accomplish these goals. Study Design: Review. Methods: Educational review. Results: The streamlined review addresses the topics of 1) Why is Workers' Compensation Necessary? 2) What does Workers' Compensation Cover? 3) Progression following Work Injury 4) Impairment and Maximum Medical Improvement (MMI), including how to use the 6th edition of American Medical Association's (AMA) Guides, 5) Completion of Work Injury Claim after Impairment Rating, 6) Independent Medical Evaluation, and 7) Causation. Conclusions: In the ‘no-fault’ workers' compensation system, physicians play a key role is progressing the claim along and, more importantly, getting the injured worker back to work as soon as safely possible. Physicians should remain familiar with the workers' compensation process, along with how to properly utilize the AMA Guides.

Research on Surplus Force (torque) Control and Compensation of Electro hydraulic Load Simulator

Abstract: The electro-hydraulic load simulator can simulate any force (torque) load required by the loaded object under test conditions, which greatly reduces the equipment development time and cost. However, the process of force loading inevitably creates a surplus force (torque). The existence of surplus force (torque) in the system will seriously interfere with the loading accuracy of the system and even damage the equipment in serious cases. In this paper, based on the research status of the suppression and compensation of the surplus force (torque) in the electro-hydraulic load simulator, the effective control strategies and methods to overcome the surplus force (torque) in the system are summarized. This paper analyzes the generation mechanism of the surplus force (torque), and summarizes the effective strategies to overcome the surplus force (torque) of the system in structural compensation and control compensation. Using the control method to compensate for the surplus force (torque) has the advantages of simple structure, convenient debugging, and strong universality. It is widely used in the electro-hydraulic load simulator to suppress the surplus force (torque). With the development of control theory, more and more control strategies and methods are applied to restrain and compensate for the surplus force (torque) in the electro-hydraulic load simulator, which not only restrains the surplus force (torque) in the system but also improves the loading accuracy and anti-interference. Methods: This paper analyzes the generation mechanism of the surplus force (torque), and summarizes the effective strategies to overcome the surplus force (torque) of the system in structural compensation and control compensation. Results: Using the control method to compensate for the surplus force (torque) has the advantages of simple structure, convenient debugging, and strong universality. It is widely used in the electro-hydraulic load simulator to suppress the surplus force (torque). Conclusion: With the development of control theory, more and more control strategies and methods are applied to restrain and compensate for the surplus force (torque) in the electro-hydraulic load simulator, which not only restrains the surplus force (torque) in the system but also improves the loading accuracy and anti-interference.

Application of Meta-Analysis Approach in Determining Talent Management Indicators

Objective: Talent management can be regarded as a tool to assist managers in formulating strategic plans and developing human resources. The purpose of this research is to investigate the effective indicators on talent management through meta-analysis. Methodology: This research is applied in purpose, descriptive in type, and quantitative in nature. The current study aims to quantitatively integrate the results of research conducted in the field of talent management using the CMA2 software (Comprehensive Meta-Analysis). Findings: Searching through various databases, out of 416 articles, 156 articles were selected based on predetermined criteria and examined. The analysis results showed that the highest effect size among the indicators affecting talent management includes alignment and retention of talents (0.595), talent pool (0.577), flexibility in recruitment and retention processes (0.556), organizational policies (0.585), structured talent selection/identification of key roles (0.542), and succession development (0.521). Conclusion: The research results indicate that the effective indicators on talent management include alignment and retention of talents, technological advancements, strategic planning, competition in the job market, merit placement, talent pool, legal and regulatory factors, flexibility in recruitment and retention processes, work-life balance, compensation systems, organizational policies, knowledge management, career development path management, talent development and enhancement, governing management structure, succession development, opportunity creation, organizational culture, needs assessment, structured talent selection/identification of key roles, diversity and inclusion, organizational reputation and credibility, human capital welfare, and work arrangements.

Research on thermal error compensation strategy of CNC machine tools based on full working area modeling

Abstract Traditional manufacturing equipment is developing in the direction of precision, intelligence and integration, and the precision requirements of CNC machine tools are getting higher and higher. Compensating and controlling the thermal error of the machine tool is an important part of improving machining accuracy. This paper uses a cuckoo search algorithm to optimize the BP neural network to get the CSBP neural network model and inputs the temperature value of the CNC machine tool into the CSBP model to get the thermal error prediction results. Combined with the thermal error values of each measurement point on the CNC machine table, the B-spline function is used to fit the thermal error prediction model for the entire working area. Finally, the thermal error compensation system of the CNC machine tool has been established. Simulation and empirical studies show that the fitting and prediction accuracy of the model in this paper are better, and the maximum error value of the prediction is reduced by 20.27% compared to the LSTM model. After the application of the thermal compensation system in this paper, the thermal error of the CNC machine tool is greatly reduced, and most of the offset caused by the thermal deformation of the machine tool is eliminated through compensation. In this paper, the design of a thermal error compensation system based on full work area modeling can effectively reduce the thermal error of CNC machine tools, which can be applied to the actual machining process of machine tools to improve the machining accuracy of CNC machine tools.

COMPENSATION SYSTEM AND TEACHER WORK DELIVERY IN PUBLIC AND PRIVATE SECONDARY SCHOOLS IN ABEOKUTA SOUTH LOCAL GOVERNMENT AREA, OGUN STATE, NIGERIA

Compensation system is a veritable tool in the hand of the administrators to enhance the performance of teacher in terms of work delivery. Often times, this key variable is not effectively managed by employers of labours, hence, this study discusses this concept. Descriptive survey research design, was used to gather information from the respondents. There are twenty-eight public secondary schools and thirty-five registered private secondary schools in Abeokuta south. Stratified random sampling was used to select twenty (20) schools base on location and size from the population of sixty-three (63) schools, which were divided into groups of public and private school. Mean and standard deviation was used in descriptive statistics.The hypotheses were tested through inferential statistical analysis using linear regression and multiple regression analysis.The evaluation and tests for hypothetical statements employed a 95% standard error at a 0.05 level of significance. Fringe benefits increase job satisfaction by providing additional perks that make teachers feel valued and secure. Incentives, such as bonuses and recognition, foster motivation, encouraging teachers to put in extra effort and excel in their work. Thus, a comprehensive compensation system encourages effective work delivery among teachers, ensuring a high-quality educational experience for students.

Research into the operating modes of a stand-alone dual-channel hybrid power system

<abstract> <p>The article describes the development and simulation of a stand-alone hybrid power system based on a variable-speed diesel generator and a hydrogen fuel cell generation system. The goal of the research was to investigate the electromagnetic processes of this power system, which supplies power to autonomous energy consumers with varying load demand. MATLAB Simulink was used to simulate the proposed hybrid power system and check its operating capacity. The results of the simulation include the dependencies of current and voltage changes in the critical components of the hybrid system at stepwise load rate changes. In the future, the developed models and simulation results will allow researchers to select semiconductor devices and create microprocessor-based control systems for electric power installations that meet specific requirements. The dual-channel power system can provide a required power output of 3 kW when powered by a diesel generator and 1 kW when powered by a hydrogen fuel cell. At the same time, the total harmonic distortion (THD) at a load between 100 W and 3 kW varies within acceptable limits between 3.6% and 4.4%. It is worth noting that these higher power complexes can be incorporated into stand-alone electrical grids as well as centralized distribution systems for power deficit compensation during peak loads.</p> </abstract>

Will artificial intelligence radically change human resource management processes?

Today artificial intelligence (AI) is being employed to streamline and transform many business processes including those in human resource management (HR). AI has and will continue to revolutionize the way that organizations attract talented applicants, hire qualified employees, train workers, manage their performance, and develop compensation and reward systems. Many analysts believe AI will help organizations gain a competitive edge in attracting, motivating, and retaining talented employees. These new AI systems have several key benefits including reduced transaction times, decreased costs, improved employee service, and streamlined administrative processes (e.g., screening applications). Despite the growing use of AI in organizations, many managers have indicated that they do not fully understand how AI will transform HR practices. Thus, the primary purpose of this article is to highlight how AI will help organizations modify HR processes and practices so that they can meet their HR goals.

Unveiling the Link Exploring the Role of Management Support in Nurse Retention within Private Healthcare

Employee retention is among the most essential and challenging aspect of providing effective services. In healthcare services, retention is a continuous and important threat. The HR department in healthcare institutions is important to deliver effective and efficient care service and to achieve patient satisfaction. The purpose of the study is to find whether the management support factors moderate nurse retention through human resource management procedures including recruiting new workers, providing regular training and mentoring, compensation and reward system, and employee performance appraisal nurses in Vellore district, India. The descriptive methodology and convenience sampling method were used for data collection from 102 Nurses in the Vellore Region. To test the hypothesis, we utilized a mixture of the Partial Least Squares technique and the bootstrapping technique employing SmartPLS 3.0. The study's findings indicate a positive correlation between each aspect of human resource management practices and nurse retention. This suggests that effective HR strategies can significantly contribute to retaining nursing staff. Furthermore, the role of management support emerged as a crucial factor, acting as a mediator in the relationship between HR practices and nurse retention. This underscores the importance of supportive leadership in fostering a conducive work environment. To enhance nurse retention, it is imperative to improve current working conditions, provide opportunities for training and development, and diversify job roles to instil a sense of purpose and motivation. These recommendations form the basis for future directions and strategies to bolster nurse retention

Reflections on the Improvement of the System of Compensation for Domestic Work—Perspective of Article 1088 of <i>Civil Code</i>

Reflections on the Improvement of the System of Compensation for Domestic Work—Perspective of Article 1088 of <i>Civil Code</i>

ViComp: Video Compensation for Projector-Camera Systems.

Projector video compensation aims to cancel the geometric and photometric distortions caused by non-ideal projection surfaces and environments when projecting videos. Most existing projector compensation methods start by projecting and capturing a set of sampling images, followed by an offline compensation model training step. Thus, abundant user effort is required before the users can watch the video. Moreover, the sampling images have little prior knowledge of the video content and may lead to suboptimal results. To address these issues, this paper builds a video compensation system that can online adapt the compensation parameters. Our approach consists of five threads and can perform compensation, projection, capturing, and short-term and long-term model updates in parallel. Due to the parallel mechanism, rather than projecting and capturing hundreds of sampling images and training the model offline, we can directly use the projected and captured video frames for model updates on the fly. To quickly apply to the new environment, we introduce a deep learning-based compensation model that integrates a fixed transformer-based method and a novel CNN-based network. Moreover, for fast convergence and to reduce error accumulation during fine-tuning, we present a strategy that cooperates with short-term and long-term memory model updates. Experiments show that it significantly outperforms state-of-the-art baselines.

ОСОБЕННОСТИ СТИМУЛИРОВАНИЯ ПЕРСОНАЛА РОССИЙСКИХ КОММЕРЧЕСКИХ БАНКОВ

This article discusses historical, industry and professional features of personnel stimulation in Russian commercial banks. Historical features bring clarity to the reasons for the formation of a special attitude to the compensation of banking personnel in Russia and the establishment of regulatory requirements to the compensation systems of banks. The article considers the industry features that create barriers to the stable functioning of personnel stimulation systems. Additional requirements due to professional features are described.

Orbit stabilization for the new insertion devices in SSRF

During the Shanghai Synchrotron Radiation Facility (SSRF) beamline project, fourteen new insertion devices (IDs) have been successfully installed and transitioned to operation. However, these new IDs led to considerable closed orbit distortions in the SSRF storage ring. In the canted beamlines, the theoretical current values of dipoles required for the closed dual-canted angle were established, however, errors in the actual machine make a significant effect on closed orbit. To address this, an adjustment configuration, based on the response matrix, was developed for the closed dual-canted angles. Additionally, an orbit feedforward compensation system equipped with corrector coils, was employed. As a result, the maximum horizontal and vertical orbit distortions induced by the IDs were successfully decreased to less than 5.0 μm and 3.5 μm, respectively. Furthermore, a specialized local fast feedback system was designed to maintain the precise orbit and angle stability for the Hard X-ray Nanoprobe beamline.

The effects of the compensation system on job satisfaction and turnover intention of employees in the Republic of Serbia

Background: The motivation for researching the effects of the compensation system on job satisfaction and the turnover intentions, as well as the mediating role of job satisfaction between the compensation system and the turnover intention, was due to the insufficient number of studies of the proposed model in the Republic of Serbia. Purpose: refers to the review of theoretical and empirical knowledge so far, the creation of a conceptual framework and the implementation of the analysis itself on the collected sample with the aim of determining the effects of influence on the mentioned variables and giving recommendations to employers on how they can positively influence job satisfaction and reduce turnover intentions. Methodology: consists of theoretical and empirical research. The theoretical part refers to the review of previous research by other authors who examined the effects of the displayed variables based on which the conceptual framework of the research was set. The empirical part refers to conducting an analysis on a sample of 100 employees in the Republic of Serbia. The analysis was carried out using the Partial least squares structural equation modelling (PLS-SEM) method, using the SmartPLS software. Findings: the main findings of the research indicated that there are direct positive effects of the compensation system on job satisfaction and turnover intention, and that job satisfaction has an indirect effect on the relationship between the compensation system and the turnover intention of employees. Limitations: refer to the small number of respondents as well as the insufficient number of research in the Republic of Serbia within the proposed model. Recommendations for future research refer to collecting a larger number of respondents as well as determining the effects on other attitudes such as work engagement, employee commitment and employee behaviour such as innovative work behaviour and employee performance.

Lingkungan Kerja dan Kompensasi: Kunci Meningkatkan Produktivitas Kerja

Employee work productivity is a crucial factor in determining the success of an organization. The work environment and compensation are two factors that can influence the productivity of employees. A comfortable and conducive work environment can boost employees' morale, while fair and competitive compensation can enhance their motivation. This research aims to investigate the impact of the work environment and compensation on employee work productivity. The study employs a quantitative method with an associative approach. The population of the research comprises all employees at PT Satya Dinamika Mandiri. The sample size is 105 individuals, and data are collected through a questionnaire. Regression analysis is utilized to analyze the data and identify causal relationships among variables. The research results indicate that the work environment and compensation, when considered simultaneously, significantly affect the work productivity of employees. The work environment has a greater influence on employee work productivity compared to compensation. Based on these findings, companies need to pay attention to both factors to enhance employee work productivity. It is crucial for organizations to create a comfortable and conducive work environment and provide fair and competitive compensation. This conclusion emphasizes the importance of companies in creating a conducive work environment and adequate compensation system to increase employee productivity and welfare. By understanding and managing these aspects, companies can design more effective human resource management strategies to achieve organizational goals optimally.

Automated Drift Compensation System for Electrical Conductivity and pH Probes in Hydroponic Systems

Highlights Used one- and two-point normalization to compensate for drifts in EC and pH probes in hydroponic systems. Developed automated sensor drift compensation systems for hydroponic systems. Evaluated the compensation systems for open- and closed-hydroponics. Application of the normalization methods increased the accuracy of the EC and pH measurements. Abstract. In hydroponic systems, the nutrient solutions are dispensed based on pH and electrical conductivity (EC) to ensure that the nutrient components in the solution are optimal for crop growth. However, the pH and EC probes may exhibit signal drifts when immersed in the solution for a considerable period, which deteriorate the measurement accuracy and the nutrient and water use efficiency. Notably, the existing hydroponic systems require manual calibration of the pH and EC probes and do not provide any information regarding their accuracy. Consequently, faults in the probes are challenging to detect. In this study, two types of automated drift compensation systems for EC and pH probes, based on one- and two-point normalization, were developed to accurately monitor changes in the pH and EC values in hydroponic solutions and enhance sensor management. The proposed framework can provide information regarding the drifts of the pH and EC probes through automated normalization solution measurements. The effectiveness of the developed system in scenarios involving plant growth with open and closed hydroponics was evaluated through comparison with a standard method involving sampling and laboratory analysis. The results indicated that the one-point normalization strategy had a simple structure and was effective in compensating drifted offsets of sensors. A two-point normalization strategy could effectively predict the sensor drifts as well as variations in the sensitivities, which could be used in the compensation processes. Application of the one-point normalization-based system increased the accuracy of the EC and pH measurements, with root mean square errors decreasing from 50 to 28.5 µS·cm-1 and 0.43 to 0.17 pH in the open hydroponic systems and from 68.7 to 38.3 µS·cm-1 and 0.15 to 0.11 pH in the closed systems, respectively. The two-point normalization-based system decreased the RMSEs from 44.6 to 33.4 µS·cm-1 and 0.55 to 0.20 pH for the EC and pH measurements, respectively. In addition, the decreased slope and coefficient of determination in the linear regression according to the system application proved the system can compensate for the drifts of the EC and pH probes. The proposed system provided accurate EC and pH measurements and sensor status information, promoting more efficient nutrient use and sensor maintenance. Keywords: Automation, Compensation, Drift, EC, Hydroponics, pH.

Feasibility Study of Applying the Compensation System for Damage Caused by Wild Animals to Exotic Animals

Feasibility Study of Applying the Compensation System for Damage Caused by Wild Animals to Exotic Animals

High-Precision Magnetic Field Control of Active Magnetic Compensation System Based on MFAC-RBFNN

High-Precision Magnetic Field Control of Active Magnetic Compensation System Based on MFAC-RBFNN

Design and Optimization of Biplanar Coils for Active Magnetic Compensation System Inside the MINI-Magnetically Shielded Room

Design and Optimization of Biplanar Coils for Active Magnetic Compensation System Inside the MINI-Magnetically Shielded Room

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.

Analisis Faktor Kepuasan Kerja Perawat Rumah Sakit Nasional Diponegoro Semarang

The World Health Organization estimates that in 2030, there will be a shortage of nurses, especially in developing countries, due to job dissatisfaction. Human resources in hospitals are dominated by nurses, so it is important to pay attention to nurse job satisfaction. Diponegoro National Hospital must focus on nurse job satisfaction because there has been an increase in nurses' resignations over last three years (2019–2021). The study was conducted to determine the factors associated with job satisfaction among nurses at the Diponegoro National Hospital. In this cross-sectional study, 97 nurses at Diponegoro Hospital were surveyed using a total sampling technique. Univariate analysis was presented with a frequency distribution table and bivariate analysis was based on chi-square statistics. The results showed there was a relationship between job satisfaction and awards (p = 0.010), promotion opportunities (p = 0.003), and hospital policies (p = 0.042). There was no association between job satisfaction and compensation (p = 0.527), interpersonal relationships (p = 0.057), or job security (p = 0.093). In conclusion, it was found that awards, promotions, and hospital policies are related to job satisfaction among nurses at Diponegoro National Hospital. It is expected that there will be improvements in the nurse reward program, improvements in the promotion system, evaluating promotion policy socialization, providing training and education needed by nurses for career advancement, evaluating the policy socialization system, evaluating the compensation system, and efforts to minimize interpersonal conflicts in the hospital.