Salary Management Research Articles

E-HRM Practices and its impact on Organizational Performance: A study on the Manufacturing industry in Bangladesh

Electronic Human Resource Management (E-HRM) is a relatively new term for developing countries like Bangladesh. Its practice is relatively low for the manufacturing industry since most of the manufacturing industry is labor-intensive, so E-HRM is ignored. With the new era of the twenty-first century where most of the work will get automated, the scale of production will increase and human resource management will become dramatically complex, so E-HRM is the solution. In this research, we find the current level of E-HRM practices on the manufacturing industry in Bangladesh and its impact on organizational performance. There are three levels of E-HRM named “Informational, Interactional and Transformational”. For measuring organizational performance, we look at Six dimensions namely ‘’ Effectiveness, Efficiency, Quality, Timeliness, Finance’’. For measuring E-HRM practices we chose nine components which are “Recruitment System, Employee System, Information Management System, Salary Management System, Learning and Training System, Idea and Creativity Exchange System, Assessment System, Welfare System, and Career Development System”. We took NO E-HRM practicing organization as base performance and compare it with E-HRM performing organization to see whether organizational performance increase or not. We found that Informational E-HRM practicing organization performance increases 73%, Interactional E-HRM practicing organization performance increases 197% and finally, Transformational E-HRM practicing organization performance increases 242% than No E-HRM practicing organization. We also compare nine E-HRM practices with organizational performance to see whether there is a significant relationship exist or not. We found that ‘’Learning and Training System, Salary Management System, Assessment System, Welfare System, Recruitment System, and Career Development System have a positive relationship with organizational performance. On the other hand, Idea and Creativity Exchange System, Information Management System, Employee System have a negative relationship with organizational performance. The more humanistic approach is required in case of idea and creative exchange system and Employee management system since there is a transition period going on in HRM. Information Management is negative due to the size of the organization. Most of the organization in Bangladesh is not large enough to reap the benefits of the information management system. So, in case of a smaller organization, it acts as a burden. Overall There is a significant relationship between E-HRM practices and Organizational performance. E-HRM benefits to cost must be compared when Implementing E-HRM. Organizations need must consider before implementing E-HRM. Most importantly remember E-HRM is just the advancement of HRM functionality based on sophisticated information, communication, and technology. So, a study must be conducted before implementing E-HRM to see whether the expense worth it or not. Keywords: Electronic Human Resource Management (E-HRM), Organizational Performance, E-HRM Practices, Level of E-HRM DOI : 10.7176/EJBM/11-6-07

The Relative Impact of Market, Internal, and Overall Job Values on Pay Competitiveness

As a practical imperative, organizations must be able to attract, retain, and motivate qualified employees to remain going concerns. Those that adopt a market-based strategy that focuses on paying market-competitive wages may effectively attract and retain employees and, depending upon their compensation planning process, encourage employees’ belief in the distributive justiceof their organizations’ pay decisions. Alternatively, organizations that adopt an internal equity strategy that focuses on pay decisions that reflect the internal value of employees’ jobs to their organization may effectively retain employees and, depending upon the process used to determine internal job values, encourage employees’ belief in the equity or procedural justice of that process. Compared to these strategies, organizations that rely on measures of overall job value are focusing on neither the market values, nor their internal values of jobs, alone. Instead, they are focusing on the jobs’ overall values, or their amended market values given the influence of the jobs’ internal values to the organization. As such, overall job value impacts, at once, the organizations’ need to attract, retain and motivate employees.This article evaluates the relative impact of market, internal, and overall job value on the competitiveness of 88 employees’ pay in 41 jobs in a nonprofit organization in the US health care sector. The organization’s pay decisions were made prior to this study and without benefit of a formal salary management plan. Hence, this study represents a retrospective analysis of the relative impact of jobs’ market, internal, and overall value on pay competitiveness.

NEW MODELS FOR ASSESSING PERFORMANCE AND SALARY IMPLICATIONS IN INFRASTRUCTURE COMPANIES

Based on information on 5,150 employees of an infrastructure multinational, an analysis on a new performance appraisal model and its relationship with salary management has been carried out. The conclusion is that salary increases below 10% are almost exclusively linked to performance, while higher promotions are usually assigned to employees with great potential, being their performance a less relevant factor.

Research on the Correlation Between Executive Compensation and Business Performance in Electric Power Listed Companies

With the rapid development of China's socialist market economy, the power industry has become a pillar industry for the development of the national economy. The reform of the electricity market system is also steadily advancing, and the competition among power companies is becoming more and more fierce. The effective improvement of the performance of power companies faces challenges. As an important part of the enterprise's human resources, executives play an extremely important role in the growth and steady development of the company; executive compensation can play a role in the strength of the company's senior management team and may affect the performance of the company. This paper analyzes and empirically studies the executive compensation incentives of listed companies in the power industry in 2017 and corporate performance. From the empirical analysis, it can be concluded that in the power industry, there is a significant positive correlation between firm size and executive compensation, and the correlation between corporate performance and executive compensation is not significant. Establish executive compensation and companies in listed companies in the power industry. The benefit-linked compensation management mechanism still has a long way to go. The conclusion of this study is of great significance and value for the salary management and enterprise performance improvement of power companies.

A Literature Review of the Perspectives of CEO Pay: An Analysis of Issues and Controversies

The purpose of this paper is to review the literature on various theories that are used in organisations today to determine executive compensation. This paper analyses the relevance of the theories that are used to determine CEO compensation in modern corporations. The paper makes an attempt to review extensively the literature on CEO compensation. This paper looks at the concerns of sixteen theories of executive compensation. This paper further analyses the special features that are associated with CEO pay. These features help us to understand the problems that experts on executive pay experience when they try to define the exact CEO pay when compared to other rewards that are non financial. The drivers of executive pay are quantified and qualified in order to provide the conceptual background needed to understand the core factors that determine executive pay. Therefore the role of institutional investors in driving managerial salary is explored in detail. Finally, the effects of firm size and good corporate governance on executive pay are carefully analysed.

Remuneração dos gestores hospitalares: evidência portuguesa

Public organizations are primarily engaged in providing efficient and effective services to society. As part of the strategy to ensure more efficiency in an organization, the managerial salary level is a relevant variable, and therefore needs to be scientifically addressed. Using a 2009-2013 database of managers’ salaries in the Portuguese public health sector, we address its evolution throughout the financial crisis occurring in Portugal. The findings suggest that the public managers were left relatively unscathed by the salary cuts that most of the public servants had to endure during the period, due mainly to the increase in their variable earnings.

Cloud Computing Management Platform of Human Resource Based on Mobile Communication Technology

For studying the cloud computing management platform of human resources, according to the plight of group enterprise human resource management research, a set of human resource management information system based on cloud computing technology is designed, which is used in various fields of group enterprise human resources management, such as personnel management, organization management, salary management, attendance management and so on. The results show that the group level human resource management information system based on cloud computing can help enterprises to complete the task of human resource management efficiently, which reduces the communication costs and improves the management efficiency. In addition, it achieves the group enterprise human resources data search of MapReduce engine under the framework of Hadoop, report data check and so on massive data computing task. In summary, it provides a cloud computing based group human resource management information system achieved based on JAVA programming language, and provides PC terminal, mobile terminal, flat terminal and other multi terminal operating platforms, which has high application value.

Once in the Door: Gender, Tryouts, and the Initial Salaries of Managers

Although women pursue managerial credentials at nearly the same rate as men, gender disparities in wages exist because of the shortfall in wages women sustain relative to men at the onset of their careers. This article develops a tryout approach to test for the presence of demand-side contributions to initial wage inequality while also developing and testing theory on why it may be lessened through internships. Using detailed data on graduates from an elite management program from 2009–2010, our analyses reveal that internships are associated with the gap in men’s and women’s initial salaries. For men, there is no difference in salary offers from employers where an internship occurs versus one where an internship does not occur. However, women receive higher salaries from employers where an internship first takes place. This paper was accepted by Olav Sorenson, organizations.

建立适合石油管道企业发展战略的科学薪酬管理制度

建立适合石油管道企业发展战略的科学薪酬管理制度

石油管道工程建设企业薪酬管理体系存在的问题及应对思路——以中国石油管道局工程有限公司为例

石油管道工程建设企业薪酬管理体系存在的问题及应对思路——以中国石油管道局工程有限公司为例

Investigation and Research of Technology-Based Small Micro Enterprise on Salary System

Through research, this paper puts forward the problems existing in the current science and technology small micro enterprise salary system, think perfect compensation system has the function of incentive, is conducive to scientific technology-based small micro enterprise compensation management into the orbit. Proposed to establish scientific salary management system, increase the competitiveness of the compensation, strengthen the link between pay and performance, the optimization of the core technology research and development staff to implement equity incentive pay system.

Forecasting Model of Construction Cost Index Based on VECM with Search Query

The Construction Cost Index (CCI), published by the Engineering News-Record (ENR), is a cumulative index of construction labor and material costs. Recent CCI forecasting studies, based on multivariate time series, have conducted forecasts using economic and social indices as variables, with better forecast results than conventional univariate time series approaches. However, a problem with these economic and social index variables is that, because of the time required for collection and analysis of data, up-to-date data is not available at the time of forecast. To overcome the limitation of conventional CCI forecasting using multivariate time series analyses, specifically the limitation that the latest data cannot be used owing to the time required till their availability, and to enhance the accuracy of the forecasting model, this study proposes a CCI forecasting model based on the Vector Error Correction Model (VECM) with search query frequencies. A VECM-based forecasting model using the ‘project manager salary’ query was selected as the final model. This CCI forecasting model showed better predictive ability than a cointegrated vector autoregression model using the United States consumer price index, and it was confirmed that the advantages of query frequency over conventional economic indices could prove helpful for forecasting purposes.

Vertical Pay Dispersion and Innovation Spirit of New Ventures

How differentiated salary management policies affect the innovation spirit of new ventures is an important academic issue. Considering that there is no much comparability of the pay between corporate executives and grassroots employees, this paper subdivides the pay dispersion of new ventures into two levels:pay dispersion between top managers and middle managers (PayDHM), and pay dispersion between middle managers and grassroots workers (PayDML). And it explores the effects of vertical pay dispersion at different levels on innovation activities of new ventures. The results indicate that there exists a significant inverted U-shaped relationship between vertical pay dispersions and the innovation spirit of new ventures, which means that the innovation spirit of new ventures increases first and then decreases as the vertical pay dispersion widens. In addition, the role of pay dispersion between middle managers and grassroots workers in the innovation spirit of new ventures is also affected by board governance and external environment inclusiveness, that is to say at the same level of pay dispersion between middle managers and grassroots workers, new ventures with a board of directors and in a strong inclusive environment have stronger innovation spirit. It extends the achievements of pay dispersion theory research and has important significance to help new ventures to formulate and perfect pay incentives policies.

Brain Drain of Small and Medium-sized Enterprises and Countermeasures

The twenty-first century is not only an era of knowledge economy growth, but also an era of high quality talent competition, so talent competition is among the world. The paper describes the basic situation of the brain drain, sorts out the basic concept of the loss of talent, and further explores the main causes of brain drain. This study mainly aims at the direction of human resource management, puts forward the transformation from the enterprise culture construction to the management mechanism, as well as the salary management, the performance management and so on.

Perception of Taiwan by Koreans in Colonial Age - Focusing on the Articles in Maeilsinbo (1910-1945)

본 연구는 󰡔매일신보󰡕(1910-1945)의 관련 기사 분석을 통해 일제 식민지시기 조선의 대만인식을 이해하는데 그 목적이 있다. 󰡔매일신보󰡕는 일제 통치기간 중단된 일 없이 발간된 유일한 한국어 일간신문이었다. 대만 관련 󰡔매일신보󰡕 기사 분석 결과, 연도별로는 ‘米穀自治管理法’과 ‘臺灣米穀移出管理案’이 논의되고 시행되었던 1930년대 중에서 大地震(1935), 식민지 官吏 減俸문제(1931), 총독부 인사이동(1936), 대만시찰단(1939), 霧社사건(1930) 등이 있었던 해의 기사가 많았다. 주제별로는 정치와 경제 관련 기사가 전체의 80%를 차지하고 있으며 성격별로는 단순 보도기사가 대부분이고 논설이나 해설 기사가 매우 적음을 알 수 있다. 다음 정치 분야에서는 식민지 권력과 지배 및 행정에 관한 보도에 편중되고 민족운동 관련 기사가 매우 적으며, 경제 분야에서는 정책 기사가 다른 항목보다 많다는 특징이 있다. 사회 분야는 지진과 태풍 등 기상 관련 기사가 많으며, 문화 분야에서는 여행과 공연/전시 관련 기사가 많았다. 한편 대만은 조선과 별 인연이 없는 머나 먼 남쪽 섬나라로 더위와 전염병이 창궐하고 사람 목을 따는 生蕃의 소굴이었으나 일본의 식민통치를 통해 天惠의 樂土로 변했다고 소개되었다. 또 대만은 朝鮮米의 경쟁 상대이기도 하지만 무역과 산업, 식민행정 상 서로 협력할 수 있는 파트너로 인식되었고, 식민지 조선의 모델로 자주 비교와 참고의 대상이 되었던 것 같다.결국 대만 관련 기사가 대만을 이해하고 인식하는데 필요한 사회 문화 분야에 비해 정치 경제 분야에 집중되고 식민지 지배에 저항하는 민족운동에 비해 식민 통치와 체제에 관련된 단순 보도와 일본 식민통치의 치적을 강조하는 내용이 많았다는 점은 총독부 기관지였던 󰡔매일신보󰡕의 특징을 보여준다고 생각한다. 다만 총독부 관리나 조선 지식인을 막론하고 대만에 대해 모종의 優越感을 갖고 있다는 점에서 다른 民族紙와의 유사함을 발견할 수 있었다.The purpose of this study is to understand Joseon’s recognition of Taiwan during the Japanese colonial period, through an analysis of the articles in Maeilshinbo (1910-1945). Maeilshinbo was the only Korean daily newspaper published without interruption during the colonial period. The analysis of Maeilshinbo reveals the following results. In the 1930s, during which ‘Rice Self-management Law(米穀 自治管理法)’, ‘the Taiwan Rice Shipment Administration Order(臺灣米 穀移出管理案)’ had been considered and enacted, there were many articles published: the Great earthquake(1935), colonial management salary reduction(1931), government general personal transfers (1936), the Taiwan inspection team(1939), and the WuShi(霧社) incident(1930). Political and economic topics account for 80% of the total articles. The publication also consisted of many simple reports and very few editorial and commentary articles. In the political field, of most articles reported on colonial power, domination and administration, only a few of them were devoted to nationalist movements, while more of them were related to the economic field. In the social field, there are many weather related articles such as earthquakes and typhoons, as well as articles related to travel, performances and exhibitions in the cultural field. On the other hand, it was introduced that Taiwan was a far south island with no relation with Joseon, and became a paradise through the colonial rule of Japan, despite the actual heat, epidemic, and den of wild tribesmen. In addition, though Taiwan was a competitor of Joseon, it was also recognized as a partner capable of cooperating with trade, industry, and colonial administration. It seems to have often been the subject of comparison and reference as a model of colonial Joseon. As a result, the articles related to Taiwan mainly focused on two areas: the political and economic fields, as well as the achievements of the colonial rule and system over both the social and cultural field, and the national resistance movement needed to understand and recognize Taiwan. The articles also show the characteristics of Maeilshinbo, such as its position as the official newspaper of Japanese government-general of Joseon. However, it shares similarities regarding a sense of superiority to Taiwan, regardless of the Japanese government-general or Joseon intellectuals.

STUDI KELAYAKAN BISNIS PADA RUMAH MAKAN SAUNG POJOK DADAHA KOTA TASIKMALAYA

Saung Pojok Dadaha is a restaurant that operates since year 2009 and had afairly good development. Starting from small rice stalls and then evolved into arestaurant that is able to sell up to 1000 servings per day. The uniqueness of this Eating is House offer only one meal that is nasi timbel komplit that contains nasi timbel, ayam goreng serundeng, tempe goreng, tahu goreng, ikan asin, sambal, and lalapan at a price of Rp. 10.000,-. On his business trips, is currently going through a Saung Pojok Dadaha decline in sales quite significantly so that necessary to do study of business feasibility. The method used in this research is description verification with explanatory survey.Based on research results, obtained the results that the business of nasi timbelkomplit in Saung Pojok Dadaha deserves to be run and developed. Based on theanalysis of the financial aspects of investment appraisal indicator with using thecalculation of Net Present Value is explain this business feasible to be operate cause value of NPV is bigger than 0 (NPV0) or Rp. 1.691.405.357 Rp. 1.022.052.500. According to research result of non-financial aspect found several things that need to be evaluate, such as facility management, promotion, salary management, formation of management team, finance management in this case is about accounting, and completeness of licenses.

Monopoly Capital and Capitalist Management: Too Many Managers?

The mainstream or neoclassical economics view that labor is rewarded according to its productivity has been extended to managers and management teams as justification for the levels of compensation that they receive. Additionally, the management concept of “span of management” has been used to explain the total number of and per employee number of managers in any organization along with the economics assumption that the appropriate span of management is where the marginal productivity of the last manager employed equals his/her marginal cost, or wage. On the other hand, Marxists and institutionalists hold different views of the roles and purposes of managers within organizations and attempt to explain these through either the view of managers exploiting workers on behalf of owners or the view of managers exploiting both workers and owners in order to advance their own agenda. This research note examines managerial compensation and intensity from both traditional/mainstream and alternative views by focusing on measures of managerial salaries, employee productivity, return on owners’ equity, return on assets, and rates of workers exploitation.

Marketing Decision Making Behavior under the Influence of Attractive Performance-linked Rewards

Salaries of managers across many firms have sizeable performance-linked reward components. Conventional wisdom suggests that these performance-linked rewards are effective in keeping employees motivated and innovative. However, recent psychological research indicates that overly-attractive rewards may in fact reduce performance and be counterproductive for an otherwise high performing team. This issue has important implications for design of compensation schemes for marketing managers. Yet, few marketing management researchers have studied this phenomenon. How do performance-linked rewards influence the decision making styles of marketing managers who have to be innovative in dealing with competition? Does the promise of attractive performance-linked rewards help or hinder performance of a marketing unit? We sought to answer these questions via a simulation study in which we examined decision making processes and performance changes under different levels of performance-linked incentives. Findings from the study provide new insights into the link between performance-linked rewards, decision making processes, and actual performance of managers. This research contributes prescriptions for calibration of compensation structures in order to promote more prudent decision making processes and to drive greater performance.

Corporate Governance and Risk Management at Unprotected Banks: National Banks in the 1890s

We examine bank governance and risk choices from the 1890s, a period without distortions from deposit insurance or other government assistance to banks. We link differences in managerial ownership to different corporate governance policies, risk, and methods of risk management. Formal corporate governance and high manager ownership are negatively correlated. Managerial salaries and self-lending are greater when managerial ownership is higher and lower when formal governance is employed. Banks with high managerial ownership (low formal governance) target lower default risk. High managerial ownership, not formal governance, is associated with greater reliance on cash instead of equity to limit risk.

Corporate governance and risk management at unprotected banks: National banks in the 1890s

We examine bank governance and risk choices from the 1890s, a period without distortions from deposit insurance or other government assistance to banks. We link differences in managerial ownership to different corporate governance policies, risk, and methods of risk management. Formal corporate governance and high manager ownership are negatively correlated. Managerial salaries and self-lending are greater when managerial ownership is higher and lower when formal governance is employed. Banks with high managerial ownership (low formal governance) target lower default risk. High managerial ownership, not formal governance, is associated with greater reliance on cash instead of equity to limit risk.