Remuneration Of Personnel Research Articles

Use of Information Technology by Transport Enterprises: Cryptocurrency Mining Mechanism Based on Blockchain Technology

Currently, the migration fact of many transport enterprises to the Internet cloud has been noted, where the use of information technology is one of the factors for the active use of enterprise innovative potential, revealing new opportunity to increase revenue, improve efficiency and achieve better results. New concepts and terms have been developed with the emergence of the digital economy. Thus tariffs for transport services of enterprises engaged in international transport are replenished with new content. Introducing information systems, using an intelligent user interface, auto-indexed technological tools, transport companies strengthen their influence on international markets, increase volume of service export. Working with blockchain technology is not a particularly difficult task for transport enterprises. The use of the blockchain-based cryptocurrency mining mechanism to increase revenues encourages transport enterprises to improve their organizational structure, create IT departments, introduce new management methods and personnel remuneration systems without limitation to traditional approaches developed by practical activities. A topical issue in the study of cryptocurrency mining and closely related to the implementation of blockchain technology in the activities of transport enterprises remains the issue of the peculiarities forming the cost of services for an enterprise using blockchain technology. In the near future, artificial intelligence will become an indispensable tool for transport enterprises and service organizations. The rapid development of the digital eco-nomy and information technologies in the activity of transport enterprises will serve as the basis for formation of prerequisites for a transition to the V technological mode and development of market relations based on innovative technologies.

Корпоративна стратегія забезпечення безпеки зайнятості та оплати праці як засіб підвищення якості трудового життя

The article is devoted to the development of strategic priorities, directions and measures to ensure the safety of employment and wages at the corporate level in the context of the working life quality improving. Theoretical and applied approaches to the development of a corporate strategy for ensuring the safety of employment and remuneration are proposed, aimed at ensuring a balanced development of the intra-organizational labor market and improving the quality of working life of personnel. The system of measures to ensure the efficiency of employment and the organization of personnel remuneration has been substantiated. The author's approach to the formation of a corporate mentoring and professional coaching system is presented.

Забезпечення справедливої винагороди персоналу на рівні інституційного регулювання та нr-менеджменту

Обґрунтовано, що забезпечення справедливої винагороди персоналу вимагає консолідації інституційної сфери механізму державного регулювання (профспілкових організацій як юридично встановлених структур захисту прав працівників; органів державної влади, які через створення умов бізнес-середовища та регламентацію концептуальних засад управління персоналом мотивують роботодавців до відповідних кроків) та HR-менеджменту (роботодавців як суб’єктів господарювання). Деталізовано процес забезпечення справедливої винагороди персоналу за інституційним, функціональним, ресурсним забезпечення, управлінським інструментарієм та поточними управлінськими діями. Охарактеризовано механізм нової системи мотивації та оплати праці персоналу, що включає: диференціацію персоналу; проведення оцінювання посад працівників; вибір системи оплати праці, її форм, видів; вибір системи додаткових пільг і нематеріальної мотивації; формування структури компенсаційних пакетів.

METHODOLOGICAL ASPECTS OF IMPROVING CORPORATE REMUNERATION SYSTEMS

Today the quality of human potential and its efficient use are becoming extremely important for successful development of organizations. The necessary condition for this is the development and upgrading of flexible and efficient models of personnel remuneration, which on the basis of balance of social partners’ interests can provide worthy and just reward for employees according to their competences, level of qualification and contribution to attaining goals of organizational development and final results of the company work. However, the effective today systems of labour remuneration cannot always meet these requirements, which cause employees’ dissatisfaction. The article studies theoretical issues of development and transformation of the system of labour remuneration for a certain research object, i.e. corporate organizations. According to the authors, the improvement of corporate system of labour remuneration should be understood as a continuous process of upgrading parameters and characteristics of this system, which reconciles with the strategy of development and goals of operative activity of the company and ensures their achievement. Scientific novelty of the article is connected with authors’ substantiation of process, stakeholders’, risk-oriented and competence approaches to improving the system of labour remuneration as a process of continuous improvement of parameters in the reward model of organization personnel.

Motivational component of industrial enterprises’ innovative development activation

The current state of development of the economy is based on foreign experience and the introduction of innovations in all the spheres of human life, which exacerbates the competitive struggle of market participants for the right to occupy their niche and outstrip the competitor as well as to get as much revenue as possible. The conducted study of the essence of the «innovation» and «innovative development» concepts represented by scientists made it possible to propose to consider innovative development as positive changes in the enterprise's activities using innovations leading to the increase in its competitiveness. The fact that innovative activity among industrial enterprises of Zhytomyr region does not exceed 14 % and 80 % is financed with their own funds is testified. The investment in personnel, its training, material incentives for the qualitative indicators of labor as well as the establishment of favorable working conditions are of great importance in order to increase innovation activity. It is emphasized that the beginning of activating the innovation activity should be in those enterprises where the material and financial situation and staff allow for the introduction of innovations. To determine the readiness of the personnel for innovations, it is proposed to calculate a number of indicators with the further definition of the integral indicator and the determination of the share of personnel income in the enterprise's income from the introduction of innovative developments. Thus, we consider that the positive effect from the use of motivational mechanisms is possible only, if it ensures the emergence (in the market) of innovative ideas corresponding to the motivation of the entities for which the innovation is provided. As the process of introducing innovations at an initial stage is mainly costly, it is necessary to guarantee the stability of personnel remuneration for intellectual work and initiate the development of state programs of industry innovative development for the release and recognition of Ukraine in world markets.

Prospects of Developing Gigonomics in Conditions of Global Digitalization on Russian Labour Market

Digital transformation of all spheres of society, changing values, modes of production and consumption caused the emergence of new types of labour relations. Gigonomics is a new social and economic model, which is characterized by spread of new types of non-standard employment based on part-time, remote work and short-term labour contracts. Today gigonomics develops very fast all over the world, as this model is appealing for employers in respect of cutting costs on personnel remuneration, providing safe working conditions and others. Russia announced the entry into the age of digital economy on 28 July 2017, when the program ‘Digital Economy of the Russian Federation’ was adopted, therefore the goal of the research is to identify prospects of developing freelancing and crowdsourcing as principle types of economic relations of gigonamics on Russian labour market. To reach the set goal the author analyzes the current development of digitalization in industrialized countries and in Russia and studies the development of gigonomics, in particular freelancing and crowd-sourcing.

Characteristics of pay system within the local Public Administration. Perspectives

This paper is an attempt to present the main provisions of the Law no.153 / 2017 on the remuneration of personnel within local public administration and to identify and highlight the effects of adopting this normative act on their wages .The topic was also addressed by the fact that the staff within the local public authorities represent the essential component that should be motivated, in the absence of which the public administration would not exist.

Исследование кадровой политики предприятия (на примере ОАО «УРАЛМЕХАНОБР»)

The article discusses the concept of personnel policy of the organization. The analysis of the staffing policy of the leading specialists of our country: Kibanov A.Ya., Egorshin A.P., etc. is given. The authors investigated the personnel policy of the enterprise OAO Uralmekhanobr. The following policies are reviewed and analyzed: recruitment and selection of staff, training of staff, and motivation of staff. For the analysis of personnel policy Uralmekhanobr OAO the following methods were used: analysis of scientific literature, analysis of documents of the enterprise, the conversation with the user, the test Martin – Richie, ranking of test results. The article presents ten documents of the organization. Among them there are the “Staff regulations”, “Regulations on remuneration of personnel”, “Regulations on hiring, movement and termination of personnel”, “Regulations on the promotion of scientific activities of employees of OAO Uralmekhanobr and others. On the base of results of the research personnel policy the conclusions are made. The management personnel of the enterprise has “active” recruitment policy. It is aimed at the development of the main directions of personnel policy: personnel training, recruitment and selection of personnel, motivation of the personnel.

Applying Game Theory to Optimize Expenses for Employees’ Remuneration

This article contains methodological aspects of expenses optimization for compensation of employees. Ananalytical evaluation of the funds allocated to the remuneration of personnel based on the application of gametheory models is suggested. Calculations are recommended to regulate the expenses for remuneration inaccordance with the objectives of the company.

Association between Key Management Personnel Remuneration and the Performance of Authorized Deposit-Taking Institutions in Australia

The study investigates the association between each component of key management personnel remuneration (short-term and long-term remuneration) and total remuneration, and the performance of Authorized Deposit-taking Institutions (ADIs) in Australia. Data were collected from 91ADIs regulated by the Australian Prudential Regulation Authority. The study provides evidence that total key management personnel remuneration, short-term key management personnel remuneration and long-term key management personnel remuneration are significantly associated with the performance of ADIs, while the pay-performance association is weaker for long-term remuneration as compared to total remuneration and short-term remuneration. In addition, size of the board, existence of remuneration board committee and composition of remuneration board committee is significantly associated and composition of the board is partially associated with the performance of ADIs in Australia. The findings of the study also suggest that the pay-performance association is more sensitive for short-term remuneration as compared to long-term remuneration, indicating that although long-term remuneration is widely used by ADIs, short-term remuneration is an important part of key management personnel remuneration.

Nurturing nursing in India: need for governance reform

Description of the Problem: Recent Universal Health Coverage recommendations in India have been developed on the presumption of a principal role of nurses as the backbone of public health services. Yet this sector faces a distinct and formidable set of challenges. Underproduction and migration underpin shortages in the number of nurses per capita. The quality of nursing care is hampered by poor standards of education. Nurses also face tribulations in the form of discrimination, harassment and subordination (to doctors) in the health administration. The solutions for these interwoven challenges are located in more effective governance of the nursing sector. Methods: We undertook a review of the literature to characterize the state of nursing governance in India, and identify the challenges for effective governance. Keyword searches were conducted on academic search engines and websites of internet booksellers for peer-reviewed literature, and on general search engines for relevant research reports, case studies and commentaries, supplemented by physical search for sources in the library of the Public Health Foundation of India. The resulting index of books, articles and academic material was organized by theme, and the literature review was written up in essay style. Findings: The challenges to effective governance of nursing identified include a span of structural, operational and political factors. Notable among these are the lack of a well-articulated policy framework for human resource development and management for nursing in the government sector. As the largest human resource pool within the health system, the nursing cadre necessitates institutional arrangements for effective supervision, skill development and career advancement, which are inadequate or absent in most states and at national level. Typifying these administrative failures is the absence of a focal body for nursing governance in the Ministry of Health & Family Welfare and poor representation of nurses in key decision-making offices. The capacity of public services to retain and support nurses is constrained variously by poor working conditions and outdated personnel remuneration and norms. These challenges are also mirrored in the private sector, where they are amplified by the absence of credible regulation of either the performance of, or welfare measures for nurses in employ. Finally, effective professional governance, through nursing councils, is thwarted by weak institutional arrangements, antiquated laws, insufficient representation of midwives in the national council, conflicted relationships between state and national councils, and the dominating influence of medical professional bodies. Discussion and Recommendations: Even as more effective governance is required to address the triple challenge of nursing adequacy, workforce and welfare, systems for governance of nursing in India face several challenges, partly reflecting those confronting the sector at large. This suggests that multipronged reforms to the architecture of nursing governance are warranted before implementing wider sectoral reforms. WHO’s conceptual framework for equitable access to quality nursing and midwifery care presents a credible framework for the adoption of governance reforms. The framework identifies three pillars of nursing governance, i.e. policy and planning, education and development, and deployment and utilization, respectively denoting the institutions that need to be strengthened and developed. The relative paucity of systematic knowledge on shortfalls in nursing governance is also remarkable, which highlights the need for further research. In particular, empirical analyses of the architecture and performance of governing institutions can help to identify specific targets and priorities for governance reform.

Value Addition and Prospects of Bioethanol Production from Sugarcane in the Philippines

The overall vision of the Philippine government is the reduced dependence on imported energy through environmentally desirable options such as the use of bioethanol. Sugarcane is considered to be tested and ready for bioethanol production. This paper presents the value addition from sugarcane production to processing into bioethanol as well as the prospects of the bioethanol industry in the Philippines. The total value added for the industry is the summation of all the value added in each enterprise such as personnel remuneration or the wages paid, taxes and duties earned by the government from the enterprises, depreciation and interest on investments, and the entrepreneur's net profit. Total value added (including the profits generated out of the by-products) of bioethanol production amounted to PhP82,716.79 (US$1,879.93)/ha production of sugarcane processed into bioethanol. Bioethanol production showed optimistic results in terms of employment created and government income through taxes. The total number of man-days required in the whole process from sugarcane production to ethanol production summed up to 130 man-day/ha/year. Tax revenues were estimated at PhP2,277 (US$51.76)/ha/year. The bioethanol industry has great potential of contributing to the reduction of the country's dependence on imported fossil fuel with due regard to the protection of public health and the environment, at the same time providing opportunities for livelihood for poverty alleviation and sustainable economic development and energy security.

FSA publishes final Code of Practice on policies relating to remuneration of personnel at FSA regulated firms: financial services alert

PurposeThe purpose of this paper is to explain UK Financial Services Authority (FSA) Policy Statement 09/15, Reforming Remuneration Practices in Financial Services, (the “Code”) which requires certain large banks, building societies and broker‐dealers in the UK to establish, implement and maintain remuneration policies that are consistent with and promote effective risk management.Design/methodology/approachThe paper explains the background to the Code, including the FSA's views on bonuses and remuneration; describes the characteristics of the approximately 26 large firms to which the Code will apply; discusses the Code's principles concerning remuneration; details the timing of the key steps for implementation of the Code; explains information on remuneration firms must provide to the FSA; and discusses the FSA's plans for follow‐up.Practical implicationsThe FSA is likely to publish similar remuneration guidelines that will extend to all FSA‐authorized firms.Originality/valueThe paper provides practical guidance from experienced financial services lawyers; a possible bellwether of future similar policies from financial regulators in other countries.