Level Of Remuneration Research Articles

Hybrid diagnosis-related groups-The challenge

The introduction of hybrid diagnosis-related groups (DRG) presents new challenges for healthcare providers and health insurances. The same applied in 2023 to the institute designated by the Federal Ministry of Health (BMG) to extract medical procedures and calculate remuneration levels for the first hybrid DRGs. Aresponsible calculation methodology and arealistic data basis are required as the result of the calculation can lead to controversy, even to a splitting among specialist groups and constructs. There is also the threat of mismanagement with subsequent supply problems. In this context, aloss of quality can occur due to the use of simple surgical procedures that are less complex and not expensive with respect to material costs and are economical but not state of the art and thus directly worsen the medical care of patients in the statutory health insurance (GKV). Furthermore, it is already becoming apparent that procedures that are uneconomical due to the miscalculation are partially no longer being comprehensively rendered by healthcare providers due to adjustment of the service portfolio. An appropriate compensation of procedures is only possible based on a remuneration that adequately covers the costs. In this respect, this article is not intended to be understood as a"solution to the problem of the internal distribution of the remuneration in hybrid DRGs" but more to offer suggestions for solutions for the required further development of the hybrid DRG compensation level calculation to prevent a threat to the treatment of GKV patients due to mismanagement. As required in §115fof the SozialgesetzbuchV (SGBV), the recalculation of an economic remuneration must be carried out urgently and promptly using an empirical calculation basis and methodology and this must be regularly adapted.

A methodology to assess indicators of technological development of the industry: The electronics industry case

Subject. The article deals with assessing the technological development of the industry. Objectives. The focus is on development and testing of a methodology for evaluating indicators of technological development of the industry. Methods. The study rests on general scientific principles and research methods, like abstraction, generalization of approaches to industry’s technological development assessment, analysis, synthesis, systematization, and generalization of obtained results. Results. The developed methodology includes five stages: (1) assessment of preconditions for technological level change; (2) analysis of intensity of modernization; (3) analysis of staff development, growth of labor productivity and remuneration level; (4) assessment of innovation activity; (5) analysis of consequences of changes in the technological level as an increase in value added, return on capital, and sustainable growth. Conclusions. I tested the methodology on data from a sample of electronic industry enterprises (OKVED 26 Manufacture of Computer, Electronic and Optical Products). Calculations show that there are evolutionary, but not large–scale changes. However, there are no signs of noticeable innovative development. At the same time, there are significant changes in individual companies, like PAO Element, controlled by State Corporation Rostec Group. The analysis of the company's consolidated financial statements showed a significant inflow of resources, an increase in investment and innovation activity, staff development, an increase in value added, return on capital, and accelerated growth.

The Influence of Academic Staffing Practices on Quality Assurance Mechanisms in Selected Universities in Uganda

Quality assurance in universities has always been the professional duty of the faculty. In Africa quality assurance mechanisms (QAMs) were initiated as soon as universities were established in the continent. Although in Uganda the teaching staff are at the center of QAMs, inadequacies in academic staffing practices in the areas of remuneration, quality and quantity of the teaching staff have been some of the challenges experienced by universities in the country. This led to the establishment of the National Council for Higher Education to promote QAMs. This study established the extent to which academic staffing practices influenced QAMs in selected universities in Uganda. The study adopted the systems theory where the academic staffs are part of the inputs universities employ to offer services. The study is based on the pragmatic paradigm and cross-sectional survey design. By use of the disproportionate stratified random sampling 180 and 120 students and academic staff members respectively responded to questionnaires. In addition 47 students were conveniently sampled to participate in focus group discussions and 20 managers were purposefully sampled for individual interviews. Descriptive and inferential statistics were employed to analyze and interpret the quantitative data and corroborated with qualitative data. The results presented a mixed picture; chi-square test for the academic staff is not statistically significant and for students is statistically significant. The study concludes that there is moderate influence of academic staffing practices on QAMs in the selected universities in Uganda. In order to enhance QAMs, the study recommends the need to further improve levels of remuneration, quality and number of academic staff in the universities.

Diagnosing and managing prescription opioid use disorder in patients prescribed opioids for chronic pain in Australian general practice settings: a qualitative study using the theory of Planned Behaviour

BackgroundChronic pain is a debilitating and common health issue. General Practitioners (GPs) often prescribe opioids to treat chronic pain, despite limited evidence of benefit and increasing evidence of harms, including prescription Opioid Use Disorder (pOUD). Australian GPs are worried about the harms of long-term opioids, but few are involved in the treatment of pOUD. There is little research on GPs’ experiences diagnosing and managing pOUD in their chronic pain patients.MethodsThis qualitative research used semi-structured interviews and a case study to investigate GPs’ experiences through the lens of the Theory of Planned Behaviour (TPB). TPB describes three factors, an individual’s perceived beliefs/attitudes, perceived social norms and perceived behavioural controls. Participants were interviewed via an online video conferencing platform. Interviews were transcribed verbatim and thematically analysed.ResultsTwenty-four GPs took part. Participants were aware of the complex presentations for chronic pain patients and concerned about long-term opioid use. Their approach was holistic, but they had limited understanding of pOUD diagnosis and suggested that pOUD had only one treatment: Opioid Agonist Treatment (OAT). Participants felt uncomfortable prescribing opioids and were fearful of difficult, conflictual conversations with patients about the possibility of pOUD. This led to avoidance and negative attitudes towards diagnosing pOUD. There were few positive social norms, few colleagues diagnosed or managed pOUD. Participants reported that their colleagues only offered positive support as this would allow them to avoid managing pOUD themselves, while patients and other staff were often unsupportive. Negative behavioural controls were common with low levels of knowledge, skill, professional supports, inadequate time and remuneration described by many participants. They felt OAT was not core general practice and required specialist management. This dichotomous approach was reflected in their views that the health system only supported treatment for chronic pain or pOUD, not both conditions.ConclusionsNegative beliefs, negative social norms and negative behavioural controls decreased individual behavioural intention for this group of GPs. Diagnosing and managing pOUD in chronic pain patients prescribed opioids was perceived as difficult and unsupported. Interventions to change behaviour must address negative perceptions in order to lead to more positive intentions to engage in the management of pOUD.

Transformation of the education system in the context of spatial development of the region (on the example of the Republic of Crimea)

The article considers the features of the development of the education system in the Republic of Crimea as the main factor of socio-spatial development of the region. The authors have analysed the dynamics of the main indicators of the education system at three levels: general education, secondary vocational and higher education. The considered main indicators are as follows: geographical accessibility of educational institutions for the population, their provision with information and technical means of educational process and human resources. The analysis of human resources was carried out in the context of those categories of personnel who directly implement and provide the educational process. The study revealed the presence in educational institutions of managers and teaching staff without higher education. The article compares the number of external part-time and full-time employees in the categories under study, compares the results with the number of students. It is demonstrated that in the conditions of the tendency of growth in the number of external collaborators and reduction of full-time employees in the system of higher education the number of students who voluntarily left education is growing. The article also considers the dynamics of growth of the wage fund for these categories of employees, and compares the average wage per person by type of activity (education) in the Southern Federal District in relation to other federal districts. It is revealed that the level of remuneration of education employees in the Southern Federal District in 2021 is at the level of 2016 in comparison with other districts. According to the indicators of the personnel structure by the ratio of full-time employees and external part-timers, trend lines have been built to identify the trends of changes in their number. For some categories of employees the forecast for two years was made to identify probabilistic quantitative changes in the staffing of the education system. It is substantiated that the solution of personnel issues will lead to the preservation and increase in the number of students, improve the quality of education and human development in the region. The paper presents conclusions on the results of the study. On the basis of the constructed trends and conclusions the authors formulate specific recommendations to eliminate the identified problems in the education system.

Firm profitability and forced wage labour in Portuguese Africa: Evidence from the Sena Sugar Estates, 1920–74

AbstractForced wage labour (FWL) in colonial‐era Portuguese Africa came to encompass a majority of working age men and persisted until the early 1960s. On the basis of reconstructed financial records from the Sena Sugar Estates in today's Mozambique, we estimate the long‐run profitability of the firm. With this we associate rates of extraction from native labour, defined as the difference between actual levels of remuneration and those under counterfactual freer market conditions. We estimate that coercion suppressed workers’ remuneration by about two‐fifths, representing a significant cost saving to the firm. However, a production function analysis indicates that coercion also negatively affected productivity. Using these results, we calculate that the firm's profitability might have remained broadly robust without FWL. This suggests other factors, including fiscal imperatives and technological factors, likely contributed to the persistence of labour coercion in Mozambique.

Development of the personnel potential system of the enterprise using the example of the machine-building industry of Ukraine

Methods. The following methods of scientific knowledge were applied during the study of the problems of the development of the system of personnel potential of machine-building enterprises: analysis and synthesis – when identifying modern trends in the development of machine-building and the dynamics of the final results of the economic activity of enterprises belonging to this industry; structuring – when characterizing the machine-building products market; grouping – when classifying enterprises according to the «9 Box Talent Matrix»; comparison – when comparing personnel potential systems existing at metallurgical enterprises of Ukraine; index method – when creating an integral indicator of the company's personnel development. Results. The current state of mechanical engineering development in Ukraine and the world is analyzed and its main trends are highlighted. The structure of the modern world machine-building market is characterized, and Ukraine's place in it is shown. A comparison of the specifics of the conditions under which foreign and domestic companies representing the industry carry out their activities is carried out. The problems of the functioning of domestic machine-building enterprises are identified, attention is focused on the inefficiency of their personnel potential systems. On a sample of ten Ukrainian metallurgical enterprises, the financial and economic indicators of their activity were analyzed, in particular: general profitability, movement and use of labor force, the share of personnel costs in the total structure of costs, and the level of remuneration. With the help of the «9 Box Talent Matrix» the personnel potential of the investigated enterprises was assessed. Novelty. Based on the study of the activities of ten enterprises of the machine-building industry of Ukraine, an idea was formed about the existing state of personnel resources and factors that shape the personnel potential of the enterprise and influence its development. The method of calculating the personnel potential of the enterprise has been improved, which, unlike the existing ones, is based on the calculation of the integral indicator of the development of the personnel of the enterprise proposed by the author, as well as the indicators of the level of profitability of the personnel potential and potential income from the use of the personnel potential at the enterprise. Practical value. The improved methodology for calculating personnel potential proposed by the author can be implemented at any Ukrainian enterprise and serve as a tool for assessing the level of personnel development and the amount of personnel potential, timely identification of problems and the development of effective solutions for their resolution.

Modeling the return on investment in human capital in the IT industry of Ukraine

Purpose. To identify patterns of return on investment in human capital in the IT industry of Ukraine through a quantitative assessment of the relationship between the income of IT specialists and the experience and other characteristics of the specialist and the company, as well as the formation of relevant recommendations. Methodology. The empirical basis of the study was a survey on the salary of IT specialists in Ukraine conducted in December 2022. The methodological basis of the study was general scientific and special research methods, in particular, the method of abstraction (to focus on the main determinants of the formation of IT specialists’ income), induction (to extrapolate the patterns found in the sample to the entire IT industry of Ukraine), economic mathematical modeling (for the construction of a multiple regression model that reflects the patterns of influence of factors on the income of IT specialists that exist in reality). Findings. It was established that among IT specialists people are predominant with little work experience (up to 5 years). The effect of experience on the growth rate of income has a decreasing non-linear nature, while the most noticeable increase in income is observed during the first years of work in the specialty. It was found that the highest-paid IT professionals are software development engineers, managers at various levels, and quality assurance engineers. It has been proven that the level of English proficiency has a positive effect on income. A higher level of remuneration for the work of IT specialists in product companies and startups compared to outsourcing or outstaffing companies has been established. Originality. It has been revealed that the relationship between the income of IT specialists and their work experience, profession, level of English language proficiency, and company type. Practical value. The applied value of the study lies in the ability to predict the income of IT specialists. The formed recommendations can be used in the activities of IT companies in terms of improving financial control over the spending of funds for the payment of services of IT specialists, assessing the feasibility of investing funds in personnel development, as well as substantiating the planned indicators of changes in the costs of paying for the services of IT specialists.

Analysis of the Connection Between Executive Remuneration and Corporate Fiscal Achievement

The interplay between top executive pays and fiscal achievements remains at the forefront of discourse in organizational leadership and governance frameworks. Understanding the connection between executive incentives and performance outcomes is crucial for effective corporate governance. This study dives deep into the tapestry of research that dissects these nuanced interactions. Executive compensation, a critical component of corporate governance, directly influences the behaviors and decision-making of top executives. Simultaneously, financial performance serves as a key indicator of a company's operational health and ability to generate value. According to the analysis, the relationship between both is complete and multifaceted. In some cases, higher levels of executive remuneration are positively correlated with improved financial performance, while negative correlations also exist. The relationship between the two is influenced by characteristics, e.g., corporate governance, industry characteristics, company performance, and individual executive characteristics. Numerous studies are currently available on the relationship between the two. However, it is important to acknowledge the limitations and shortcomings of the existing studies, which may impact the generalizability and applicability of the findings. In conclusion, the nexus between executive compensation and financial output is a complex and multidimensional issue that requires further in-depth research and study.

Does artificial intelligence promote common prosperity within enterprises? —Evidence from Chinese-listed companies in the service industry

As the largest industry that absorbs labor from different levels of employment and provides different levels of labor remuneration, the service industry has faced severe challenges from the wave of artificial intelligence replacement. This study examines whether artificial intelligence promotes shared prosperity among service industry enterprises based on microdata of listed companies in the Chinese service industry from 2008 to 2022. The main research results indicate that the application of artificial intelligence in the service industry significantly reduces enterprises' labor income share. The main mechanisms of action include the employment structure effect of squeezing out low-educated and frontline workers and the wage-productivity effect that improves labor productivity but benefits capital income, leading to an unequal income distribution. Research has found that improving the integration of regional labor markets and workers' bargaining power can help alleviate the negative effects of artificial intelligence applications on the share of labor income in the service industry. This study helps developing countries, such as China, manage the impact of the widespread application of artificial intelligence on the labor market in the service industry and provides important policy insights for achieving common prosperity.

Introducing MTPE pricing in translator training: a concrete proposal for MT instructors

ABSTRACT In recent years, machine translation post-editing (MTPE or PE for short) has been steadily gaining ground in the language industry. However, studies that examine translators’ perceptions of, and attitudes towards, MTPE paint a somewhat negative picture, with PE pricing methods and rates being a major source of dissatisfaction. While the European Master’s in Translation Competence Framework stresses the importance of preparing translation graduates for market challenges, to date there have been no concrete suggestions for practical activities designed to introduce MTPE-pricing-related topics into the translation classroom. The present article aims to address this gap by describing a teaching unit developed for master’s students. The activity includes comparing three MTPE pricing methods commonly used in the industry: word-based, time-based and effort-based rates. Using authentic performance data from individual PE tasks carried out in MateCat, students were able to discover the different levels of remuneration they would receive for the same task, depending on the pricing method applied. The results, which show wide variation across both methods and students, proved useful in raising students’ awareness of the thorny issue of setting PE rates and sparking reflection on the financial implications of accepting PE assignments.

Монетарні впливи на ринок праці в умовах невизначеності

The aim of the article is to study the features of the impact of monetary policy on the domestic labor market during the wartime. The main trends in the labor market of Ukraine both before the full-scale invasion of the russian federation and under martial law are determined. The indicators of official statistics on the number of unemployed are studied, assumptions about the real level of this indicator are made, and short-term trends in the revival of registration of persons in the employment center as unemployed or job seekers are predicted. The impact of the bank rate policy pursued by the central bank on employment of the population has been proved. It is determined that the overall impact of changes in the bank rate in the country depends on the ratio between small and large enterprises, as well as on the share of employees with high and low levels of education. Reserve requirements for banking institutions are mentioned as a monetary instrument for influencing the labor market. It is emphasized that one of the main obstacles to doing business in wartime is the lack of working capital. It is calculated that in the structure of loans granted by the banks of Ukraine, the dominant value (more than 70%) belongs to economic entities. Considerable attention is paid to business lending (including within the framework of the state program «Affordable Loans at 5-7-9%») as a prerequisite for the creation of new jobs. The problems of growth in the volume of non-performing loans during the wartime are considered. The catastrophic position of Ukraine in the ranking of countries by the level of NPLs in the total volume of loans issued, compiled according to the World Bank data, is underlined. The trends in the level of NPLs in Ukraine before the full-scale invasion and the reasons for the growth in the volume of non-performing loans in 2022–2023 are analyzed. It is proved that the high cost of credit resources limits the availability of working capital in business and forces it to optimize wage costs, which leads to a decrease in the level of remuneration and reduction of jobs. It is substantiated that the monetary aspects of the influence on the preservation of the labor potential of the nation acquire special importance during the war.

Standardising workforce cost estimates across Australian jurisdictions: genomic testing as a use case.

IntroductionLabour costs are a key driver of healthcare costs and a key component of economic evaluations in healthcare. We undertook the current study to collect information about workforce costs related to clinical genomic testing in Australia, identifying key components of pay scales and contracts, and incorporating these into a matrix to enable modelling of disaggregated costs.MethodsWe undertook a microcosting study of health workforce labour costs in Australia, from a health services perspective. We mapped the genomic testing processes, identifying the relevant workforce. Data was collected on the identified workforce from publicly available pay scales. Estimates were used to model the total cost from a public health services employer perspective, undertaking deterministic and probabilistic sensitivity analyses.ResultsWe identified significant variability in the way in which pay scales and related conditions are both structured and the levels between jurisdictions. The total costs (2023-2024 Australian dollars) ranged from 160,794 (113,848-233,350) for administrative staff to 703,206 (548,011-923,661) for pathology staff (full-time equivalent). Deterministic sensitivity analysis identified that the base salary accounts for the greatest source of uncertainty, from 24.8% (20.0-32.9%) for laboratory technicians to 53.6% (52.8-54.4%) for medical scientists.ConclusionVariations in remuneration levels and conditions between Australian jurisdictions account for considerable variation in the estimated cost of labour and may contribute significantly to the uncertainty of economic assessments of genomic testing and other labour-intensive health technologies. We outline an approach to standardise the collection and estimation of uncertainty for Australian health workforce costs and provide current estimates for labour costs.

PROFESSIONAL PREFERENCES OF URBAN AND RURAL HIGH SCHOOL STUDENTS: COMPARATIVE ANALYSIS

The actuality of the problem of professional preference defining and studying of high school students is increasing. This is due to the fact that the successfulness of a professional orientation work in schools is one of the important indicators of modernization of Kazakhstani education as a guarantee of future youth employment and competitive positions in labour market. Given article is devoted to the studying the professional preferences of urban and rural high school students. The aim of the research is determining factors, similarities and differences that affecting on professional preferences of urban and rural high school students. In theoretical part of the given article was made an overview of scientific conceptions of professional preferences of high school students. The empirical part shows the results of the research conducted by questionnaire method among students (N=270) of urban and rural high school students (Almaty city and Almaty region). The results of the research demonstrate that students of urban high schools apply independently career guidance and counselling institutions outside of school, as well as rural youth prefer only school career guidance activities. Psychological testing is the widely used form of professional orientation work in urban and rural schools. The main factors which were affected by changes in the professional preferences of urban youth are the demand for particular specialities in the labour market, as well as on students of rural schools affect of social ties. Rural youth don’t have a concrete position in choosing not only a profession, also a higher educational institution. The high level of remuneration is very important in future job as urban as rural youth. The results of the study can be used to develop recommendations and further improve the effectiveness of vocational guidance for young people in the education system.

ОПЛАТА ПРАЦІ В ДЕРЖАВНОМУ СЕКТОРІ: СОЦІАЛЬНО-ОБЛІКОВІ АСПЕКТИ

The article concept the peculiarities of remuneration in the public sector of Ukraine, which is built on the basis of the application of tariff rates approved in the Unified tariff grid of grades and coefficients. It is noted that salaries in the public sector mostly do not meet the level of qualification requirements for personnel and cannot provide a decent level of remuneration. The single tariff grid consists of 25 tariff categories. The lowest is the first tariff category, accordingly, the tariff rate for the first category is the lowest and increases according to the increase in the employee’s tariff category. The amount of the tariff rate for the first tariff category is established annually in accordance with the size of the subsistence minimum for able-bodied citizens for the relevant budget year. Determination of the amount of official salaries of employees is established by multiplying the amount of the tariff rate of the first category by the corresponding tariff coefficient. It was found that the salaries of employees of 1-11 tariff categories determined in this way are lower than the approved amount of the minimum wage. Accordingly, such employees are paid additional wages up to the minimum level. This means that skilled and unskilled workers receive the same minimum wage. Such a situation does not stimulate staff to quality work. They are trying to correct the situation through additional payments and bonuses. But bonuses should be awarded for high achievements in work and be a way of encouraging employees. It is emphasized the need to bring the tariff rate of the first tariff category of the Unified Tariff Grid to the level of the minimum wage. The determination of the salaries of employees should be based on an increase in wages in accordance with the increase in their level of responsibility. This approach will be able to ensure a fair differentiation of the salaries of the personnel of state institutions depending on the working conditions, the level of qualification and the level of responsibility of the employees of the budget sector. In addition, a proposal is made to change organizational approaches to the system of material incentives and bonuses for public sector employees.

장기요양기관 사회복지직의 임금공정성 인식 영향요인

The purpose of this study was to explore factors affecting perceived fairness of wages among social workers in long-term care institutions and to determine what could positively affect perceived fairness of wages of these workers. The 2017 social welfare workers' remuneration levels and working environment survey data conducted by the Korea Institute of Health and Social Affairs were used for analysis. Study subjects were 1,441 social workers in long-term care institutions. This study was conducted by dividing subjects into three categories: personal characteristics, work environment characteristics, and organizational characteristics. The analysis method used was the rank regression analysis. Results of analysis showed that, in terms of personal characteristics, age and education level were statistically significant in the perception of fairness of wages. In terms of work environment characteristics, working hours, number of overtime hours, level of dangerous experiences (such as violence, job satisfaction, satisfaction with promotion opportunities, and satisfaction with welfare) were statistically related to perceived fairness of wages. In terms of organizational characteristics, the type of organization and monthly salary showed associations with perceived fairness of wages. Based on results of this research, this study recommends that policy interventions should comprehensively take into account characteristics of the work environment, such as promotion opportunities that are useful for positively evaluating the value of work, strengthening staff welfare, preparing measures to prevent violent experiences, and increasing total wages to reduce turnover and stabilize retention of social workers working in long-term care institutions.

Нові підходи до оплати праці державних службовців в Україні

Нові підходи до оплати праці державних службовців в Україні

Individual labor disputes: certain issues of resolution

The article is devoted to the actual issues of individual labor dispute resolution. In particular, the author draws attention to the fact that in connection with the armed aggression of the Russian Federation, quite a large number of workers found themselves in a situation of forced migration, and some enterprises remained in temporarily occupied territories or faced the problem of the impossibility of relocation, which causes problems in the normal development of labor relations between the employee and the employer.
 An analysis of the current labor legislation and the existing approaches in the legal literature regarding the procedure for resolving individual labor disputes was carried out.
 The author highlighted the following reasons for labor disputes, including reduction of the main staff, changes in existing working conditions, dissatisfaction of the employee with the existing level of remuneration and others, in particular, and the martial law, which caused a number of reasons that impact on the occurrence of labor disputes - suspension of labor relations, the relocation of enterprises from the occupied territories and the impossibility of ensuring the safety of workers, downtime. These obstacles cause the problems in the relationship between the employer and the employee, resulting in the employees being forced to defend their rights.
 Conclusions were made by the author that, to date, the labor legislation of Ukraine ensures the implementation of the right to protect the rights of employees in individual labor relations in the pre­trial (commissions on labor disputes and through mediation) and the judicial procedure. It should be noted that an attempt was made by the legislator to regulate labor relations during the legal regime of martial law by adopting the Law of Ukraine «On the Organization of Labor Relations in the Conditions of Martial Law», but it did not define the issues related to the resolution of individual labor disputes, as well as the practice of its application provisions to date is ambiguous, which is confirmed by a number of court cases.

Providing decent conditions and salary for scientists – the way to the revival of the prestige of science

Problem setting. The article examines the topical issues of national science, as it has never had such an important social, economic and technical significance as at present, in particular, the issue of decent and fair remuneration of the intellectual potential of the country as a factor in the development of science is considered. Since in the conditions of martial law and European integration transformations in Ukraine, work remains the main source of income for the population, and therefore the issue of wages is important. Attention is drawn to the fact that the policy of low wages has been established in the state today, especially in the scientific field, where the payment of labor almost does not fulfill its key function the reproduction of the spent energy of human resources and the motivation of employees for productive work. Purpose of research. The purpose of the article is to investigate the current issues of national science, since it has never had such an important social, economic and technical significance as at present, in particular to consider the issue of decent and fair remuneration of the intellectual potential of the country as a factor in the development of science Analysis of recent research and publications. Separate issues of legal regulation of labor relations of scientists in Ukraine were considered in their scientific works by H. Barabash, V. Kokhan, A. Yushko, O. Yaroshenko, and others. Such scientists as M. Baru, N. Bolotina, V. Burak, Yu. Burnyagina, N. Hetmantseva, K. Dovbysh, V. Zhernakov, T. Kolyada, O. Protsevskyi, Ya. Simutina and others Article’s main body. In today’s conditions, the preservation and development of Ukraine’s intellectual potential should be one of the main directions of state policy. One of the conditions for overcoming the country’s technological backwardness is a developed knowledge generation system based on effective national education and powerful scientific research and development. Therefore, in order to make an innovative breakthrough, Ukraine must justify and implement the concept of educational and scientific priority, which means that the processes of creating and distributing the products of science and education as key drivers of the balanced development of society, economy, and man must receive exclusive state protection. Conclusions and prospects for the development. It was concluded that the priority direction of scientific policy should be the development, adoption and implementation of decisions aimed at preserving and developing the intellectual potential of personnel, ensuring its vital activity, establishing order and procedures that determine the most effective use of human resources. The goal of the modernization of science in Ukraine should be the creation of a model of the scientific process in which the best domestic and foreign traditions would be optimally combined. Important importance in this process, in particular, the creation of dignified, proper, safe and healthy working conditions for scientific workers, the appropriate material and technical base, participation in international projects, and most importantly ensuring fair, decent remuneration. Since the policy of low wages in the scientific field leads to scientists looking for work in other types of economic activity with a higher level of remuneration, as well as migration abroad. It was established that decent remuneration for the work of the scientific potential of the state should have the following features: the salary level meets world standards; fair wages; salary corresponds to the quantity and quality of work; wages are paid on time.

Evaluation of generation cost-based feed-in tariff rate for wind energy in Myanmar

Feed-in Tariff (FiT) policy is proven to be an effective mechanism for enabling and accelerating the growth of wind energy industry. The determination of remuneration level in designing FiT system is a critical component that governs the extent of success for adoption of the policy. This study conducts a generation cost-based approach, applying the Net Present Value method, to determine the baseline FiT rate for the case of onshore wind energy in Myanmar. The analysis result indicates that USD 0.1453/kWh is required as a baseline rate to attract the energy producers for investing in Myanmar wind energy sector at the weighted average cost of capital of 11.25%, with debt-to-equity ratio of 70%. The sensitivity analysis is carried out to minimize the uncertainties associated with parameterization. It is found that baseline FiT rate is very sensitive to initial investment cost, and capacity factor whereas it is less sensitive to operation and maintenance cost. It is also found that lower cost of debts and higher debt-to-equity ratios could result in lower FiT values.