Salary System Research Articles

Az előmeneteli és illetményrendszerek szabályozása a magyar közigazgatásban

In this study, I examine the advancement and salary systems within the content of the legal relationship. Civil service acts are based on a wide range of personnel policy solutions in the Hungarian public administration. While one act prefers public law and centralized regulatory methods, another tends to focus on labour law and decentralized solutions, while the third seeks to mix them. Thus, in all cases, a similar legislative intention can be identified, yet a completely different approach is reflected behind the regulation of one or another legal relationship. Based on all this, a number of issues can be identified. Which personnel policy system solution is better in line with international trends in civil service legislation? What legal and personnel policy solutions characterize the advancement and remuneration of one or another civil service status? Can differentiation or fragmentation contribute to the modernization of civil service careers? At all, can we talk about solutions in this case or are we currently witnessing some ‘post-bureaucratic’ search for a way?

Compensation Determination Analysis Using Hay Job Evaluation Method

This study focuses on the financial compensation of employees at PT ABC by using the data on direct and indirect compensation provided. The data used includes basic salary and other benefits. The purpose of this study was to identify the salary and compensation system at PT ABC. Develop job grading and job values ??based on the Hay System method at PT ABC. Analyze and evaluate the improvement of the appropriate salary and compensation system at PT ABC. The method used in this research is the point system method, which is the point method for assigning numerical values ??to certain job factors and the total value providing a quantitative assessment. From the existing data on the basic salary of 43 employees at UKM ABC, which is compared to the Lampung UMP of Rp. 2,431,324 and the Bandar Lampung UMK of Rp. 2,739,983, the results are shown in the figure above. The graph shows that the total salary paid to all employees of PT. ABC is already above the Lampung UMP and Bandar Lampung UMK. Based on the results of research and analysis that has been carried out, it can be concluded that PT ABC Lampung City has four levels in the compensation system based on the hierarchy contained in its organizational structure. At level four there is one job title, namely branch head, at level three there are three job titles occupied by supervisor positions, at level two there are three job titles, namely the position of deputy supervisor, and at level one occupied by twenty-one job titles, namely staff

Research on Integration and Incentive of Grass-Roots Employees in Urban Hotels

With the rapid development of economy and society, talent competition has become an important link in the development of the hotel industry. In order to provide customers with high-quality services and attract high-quality talents, enterprises must improve the incentive mechanism of grass-roots employees of urban hotels. This should not only attract customers in hardware facilities, but also strengthen the management and rational utilization of human resources. An effective and complete talent incentive mechanism is conducive to avoiding the loss of excellent talents in the hotel and the long-term development of the enterprise. This paper mainly takes urban hotels as the research point, based on the two-factor theory, and through the method of questionnaire survey, focuses on the problems existing in the incentive of grass-roots employees and how to build and improve the incentive system, so as to provide reference for the construction of enterprise incentive system. Only by establishing a scientific and perfect incentive mechanism, improving the performance salary and welfare system, and establishing and improving the training and promotion mechanism, can enterprises win a lasting competitive advantage in the market.

ANALISIS SISTEM AKUNTANSI PENGGAJIAN DAN PENGUPAHAN PADA PT. KARYA MITRA TEHNIK

The company is an important compenent is supporting management activities. The most important part is, the payroll and wage accounting system are very useful for companies, which can help to make decisions and achieve the implementation of salaries and wages for employees. The goal is to get the results of the implementation of the salary and wage process. In this study the author uses a qualitative descriptive method, which aims to read and analyze the performance of the accounting system at PT. Karya Mitra Tehnik. The results of this analysis show the salary and wage accounting system at PT. Karya Mitra Tehnik, which is still not support, and lack of supervision over employee attendance lists, this shows the weakness that occurs at PT.Karya Mitra Tehnik company on the payroll and wage accounting system

PENGARUH ADMINISTRASI PENDIDIKAN BAGI DISIPLIN KERJA GURU DI SDN LENGGAHSARI 02 KECAMATAN CABANGBUNGIN BEKASI

In the Lennggahsari 02 State Elementary School, Kecamatan Cabangbungin, Kabupaten Bekasi, there were problems that started from the teacher's work discipline that needed to be improved. This is indicated by the existence of overlapping work activities, delaying some activities, limited management to innovate and the unintegrated work team of teachers. In terms of personnel, it can be seen that there are problems such as: There are teachers who come late from the appointed time, there are teachers who go home before the end of school hours, there are teachers who are not present without giving a clear reason. The existence of the above teacher discipline constraints can be caused by various factors, such as: Leadership, Planning, Directing, Coordination, Educational Administration, Organizational Culture, Organizational Behavior, Salary System, Position Promotion, Educational Background and Family. In this study, the author tries to examine work discipline in relation to educational planning and administration. 
 The method used in this study is descriptive associative survey method. In this method there are at least two variables. This associative research is a relationship between two variables, namely education administration and teacher work discipline.
 Based on the formulation of the results of the research at the Lenggahsari State Elementary School 02 Lenggahsari Village, Branchbungin District, it is presented that there is a positive relationship between the Education Administration Variable (X) and the Teacher Work Discipline Variable (Y). The higher the value of Education Administration, the Discipline of Teacher Work will increase.

Comparative Analysis of Corporate Government Policies in Developing and Developed Countries

The main aim of the following study is the asses and compare the context of corporate governance policies between developed and developing countries and regarding this, a secondary qualitative data collection method has been used. An interpretivism research philosophy has been used for providing detailed insights associated with the comparison of corporate governance policies among developing and developed countries. Additionally, an exploratory research design has been used for exploring the research phenomenon and providing answers for meeting the research objectives. The findings of this study indicate that the context of “corporate governance” and associated norms and policies differs regarding cultural, social, economic and developmental aspects of different countries. The workplace ethics and etiquettes of developed countries and developing countries are different and these aspects have a direct influence on the development of “corporate governance policies” or CGP. The national GDP and economic capability of the country and the legal framework of the local government have a direct impact on business governance and associated practices and norms. Hence, it can be stated that the economic, social, cultural and business environment of a country influences the development of CGP in business organisations. Salary systems, business performance, corporate framework and associated aspects are other major factors that influence these differences.

Discussion on the Construction of Core Talent (CT) Mechanism in Innovative Enterprises' Reform and Management

The competition faced by enterprises has been transformed into the competition of talents, especially the competition of nuclear talents. CT are an important force for enterprise technology and product innovation. Today, with the rapid development of science and technology and the faster and faster renewal of products - how to attract and retain CT is the key for modern enterprises, especially high-tech enterprises to improve their competitiveness and achieve sustainable development. How to retain CT, mobilize their enthusiasm and give full play to their potential requires enterprises to carry out reform and management. The key is to establish a set of scientific incentive mechanism and corresponding incentive strategies. This paper mainly discusses the enterprise reform and management from the micro perspective. Based on the construction of the core talent mechanism of innovative enterprises, this paper investigates and analyzes the views of the core employees of enterprises a and B on the competitive advantage of the enterprise and the satisfaction of the CT on the salary by means of questionnaire survey. The results show that the CT of enterprises a and B believe that technology and quality are the most important aspects for the company to maintain competition, accounting for 38% and 42% respectively, and that customer resources and human resources are the most important aspects for development, accounting for 15% and 12% respectively; Moreover, most of the CT are not satisfied with the current salary. Compared with the personnel in the same industry and position, 37% of the respondents in enterprise a are not satisfied; In comparison, enterprise B is slightly lower, only 29%; The above survey results show that the company should pay attention to the development of technology and quality; The current salary system can not meet the needs of CT. The company needs to improve the salary system, focus on the construction of the salary system in the incentive mechanism, and pay more attention to the technical core employees.

Institutional Measures to Improve the Treatment of Bicycle Racers

The purpose of this paper is to identify the poor working conditions of bicycle athletes and to present institutional measures to improve them. Since the Corona Pandemic, the bicycle business has faced a serious crisis, and players who have relied solely on prize money income are seriously threatened with their livelihoods. In the following, several measures will be proposed to revive the purpose of the cycle racing business and strengthen the rights and interests of the athletes. First, the amount of prize money should be increased and the basic salary system should be introduced at the same time. Although most of the games have been suspended due to the Corona Pandemic, the players have not benefited from unemployment benefits or leave of absence benefits because they are not workers under the Labor Standards Act. The basic salary system is a minimum measure to ensure the players right to survive. Second, institutional measures should be prepared to protect injured players. The compensation system for injured players should be strengthened. And the system should be improved so that injured players can return to the game after sufficient treatment and rehabilitation. Third, the objectivity and fairness of the referee s judgment and game allocation must be secured. Fourth, for the sustainable development of bicycle racing business, the win-win stance between labor and management must be well maintained.

Payment system of agricultural workers of Donetsk and Luhansk regions in 1965 – 1985

The article considers the organization of the system of remuneration of agricultural workers in Donetsk and Luhansk regions in the mid-1960s and mid-1980s. The main role in the income of the Soviet people was played by wages. It was the main lever of material incentives for the population to work. Its changes directly affected the well-being of the region's residents, as wages were the main source of livelihood for the Donbass population. The main component of the salary was the tariff rate. The authorities systematically reviewed the system of rates and salaries, believing that this would help achieve the main goal to ensure the optimal share of the tariff part in wages. The search for the most rational ways to create an effective system of material remuneration of workers in the 1960-80s continued quite actively. In general, wages in the country were regulated mainly by the state, market mechanisms were not involved in this process. Much attention is paid to the legislative justification of the formation and changes in the system of remuneration of their labor. In particular, the relevant resolutions of the Central Committee of the CPSU, the Council of Ministers of the USSR and the Ukrainian SSR, decisions of the Plenums of the Central Committee, local authorities, etc. are traced. On the basis of the above documents, the level of salaries of agricultural workers, the procedure for calculating various types of surcharges and bonuses, their differences in the years and main positions under study are analyzed. For almost the entire period under study, there has been a relentless search for optimization of wages in rural areas, but this search has had almost no effect on a significant improvement in the living standards of peasants. Different forms of wage distribution are also considered, salaries of management and agricultural specialists are analyzed and compared. The aspect of the existence of homesteads as a means of additional income is studied. The author gives a generalized description of the changes in the system of remuneration of rural workers during 1965 1985, following it from archival materials. The main attention is paid to the shortcomings in the system of wages in agriculture, reveals the unfair distribution of monetary expenditures on the wage fund.

Evaluation of XYZ Sme Compensation With Determination of Position Grade Using Hay Job Evaluation Methods

In an organization or company, determining the differences and grading between positions is needed to determine the obligations between positions and the level of compensation. The level or grade of the position will affect how much compensation is given by the company to its employees and also reflects the knowledge, skills, and responsibilities of employees at each level. The object of research from this scientific journal is UKM XYZ which is engaged in food processing in accordance with Law Number 20 of 2008 concerning Micro, Small and Medium Enterprises (MSMEs). UKM XYZ is an UKM that has been established since 2004 and is located in Lembang, West Bandung Regency, West Java. The research was conducted to evaluate the salary system in UKM XYZ compensation to be more fair and effective for each employee using Job Value & Grading basis and salary mapping system with Adhered and Overlapping. The data used in this study are primary and secondary data obtained through online systems such as conducting interviews through Zoom Meetings, distributing questionnaires through Google Forms, analyzing salary attachments, and conducting various literature studies through several journals. In this study, the weighting criteria used were based on the Hay System criteria, namely Know-How, Problem Solving, and Accountability. This research is a quantitative and qualitative research by describing the job grade system in compensation run by UKM XYZ

Satisfaction of Township Hospitals Health Workers on How They Are Paid in China.

Background: Township Hospitals (THs) are crucial providers in China’s primary health delivery system. Low job satisfaction of THs health workers has been one of biggest challenges to strengthening the health system in China. Even huge amounts of studies confirmed low remuneration level as a key demotivating factor though few studies have explored the feelings of health workers on how they were paid. Objective: To analyze how the key design of Performance-based Salary System (PBS) influences the satisfaction of health workers on the payment system in China’s THs. Method: A cross-sectional study was conducted in 47 THs in Shandong China, and a total of 1136 participants were recruited. Expectancy theory was applied to design the measurements on designs of PBS. The associations between PBS design and satisfaction of health workers were analyzed by logistic regression. Results: Three key components of PBS design were all related to the satisfaction of health workers. Those health workers who were aware of assessment methods were more likely to be satisfied with how they were paid (OR = 2.44, p < 0.001) compared with those being not aware of the methods. The knowledge on personal performance was also associated with being satisfied (OR = 3.34, p < 0.001). The percentage of floating income in total income was negatively associated with the satisfaction, and one percentage point increase in floating income proportion could result in the possibility of being satisfied decreasing by 2.82% (95%CI −4.9 to −0.7, p = 0.01). Subgroup analysis found that only in those with lower value on monetary income, the negative influence of more floating income was significant. Conclusions: When policymakers or managers apply performance-related payment to incentivize certain work behavior, they should pay attention to the design details, including keeping transparency in the performance assessment criteria, clear performance feedback, and setting the proportion of the performance-related part based on the preference of health workers in certain cultural settings.

Systematic review on the reform of disease prevention and control system in China

Objective: To systematically understand the reform progress of disease prevention and control system in China. Methods: The literature regarding the reform of China's disease prevention and control system was searched by using the keywords including disease prevention and control, center for disease prevention and control (CDC), disease control, reform, and system from 2003 to 2020 in China CNKI, Wanfang Data knowledge service platform, VIP information and China biomedical literature database. The language is limited to Chinese. A total of 25 studies were included to analyze the information about the organizational structure, functional orientation, financing mechanism and personnel system of China's disease prevention and control system. Results: The 25 studies described the specific changes and reform suggestions of China's disease prevention and control system, including key policies (7 studies), organizational structure transformation (4 studies), institutional function transformation (7 studies), financing mechanism transformation (5 studies), personnel system reform (2 studies), and performance-based salary system reform (4 studies). Meanwhile, the reform suggestions were concluded at the top-level design system reform (two aspects), organization structure (three aspects), functioning (four aspects), and personnel guarantee mechanism (three aspects). Conclusions: This study indicates that there is a lack of empirical evidence regarding specific reform effects and content analysis at the micro level of disease prevention and control system in China. Future study should strengthen the rigorousness of study design and focus on the quantitative impacts of reform implementation in China.

Are Chinese Executives Rewarded or Penalized by the Operation of High-Speed Railways?

Emerging transportation infrastructure (e.g., HSR) is considered to be an important influencing factor of executive compensation. Moreover, information asymmetry is a contextual factor that cannot be ignored in the above relationship. Based on signal theory, this study used the group data from 2371 Chinese-listed companies between 1999 and 2018 as the research object. This study regarded the operation of HSR as an exogenous shock, using the time-varying difference-in-difference (DID) method to test whether discrepancies exist in the influence of HSR on executive compensation in different contexts. The results show that the operation of HSR positively affects the executive compensation of enterprises in cities along the line. In addition, compared with state-owned enterprises, the impact of a high-speed railway on executive compensation is particularly significant in private enterprises. Furthermore, compared with well-known enterprises, the impact of high-speed railways on executive compensation is particularly significant in enterprises with low visibility. This study reduced the endogeneity problem and made the results more reliable by treating HSR operation as an exogenous variable. The research conclusions are expected to provide a theoretical basis and management implications for companies in cities along high-speed railways to improve their salary system.

How do contract types and incentives influence driver behavior?\u2212An analysis of the Kigali bus network

The rapidly growing city of Kigali has a bus network that is undergoing increased development as underlined in its Transport Master Plan. Two schemes of bus driver remuneration coexist in the city: One constitutes a hybrid salary and commission system, while the other pays a fixed monthly salary. This paper examines the effect of these differing compensation schemes on driver behavior in Kigali using survey data from 2019. The analysis applies linear models incorporating various aspects of driver behavior in a principal-agent framework. The results indicate that the performance-based compensation scheme is associated with higher per-trip passenger fluctuation and faster driving (possibly due to drivers aiming to accrue a higher income) compared to the fixed-wage system. Policy implications comprise the inclusion of further criteria in incentive contracts to internalize potential negative externalities on society, e.g., to hinder the endangerment of passenger safety by appropriately incentivizing drivers. In conclusion, bus drivers who are compensated by performance are more likely to alter their behavior, responding to the incentive scheme through several channels.

Developing Evidence-Based Alternatives to Dual Salary Systems

Abstract. The United Nation's Sustainable Development Goal (SDG) 8.5 aims to “achieve equal pay for work of equal value” globally by 2030. This goal conflicts with a widespread and continuing practice of paying skilled workers from higher-income economies working in lower-income settings more than their host worker counterparts. This brief summarizes research that has found that dual salaries undermine host colleagues' sense of wage justice, work motivation, and team relations. At organizational levels, they fuel turnover, increase brain drain, and reduce mental well-being of workers. Higher ratios fuel a “double demotivation” – extending to international staff who overrate their own abilities and reduce their effort at work. International, multisector evidence shows conventional dual salaries to be neither compatible nor to align with the SDGs. Organizational options for meeting SDG 8.5 identified in civil society groups include reducing dual salary ratios and implementing single salary systems at a national level. We offer three macro policy frameworks (Project Fair's Principles and Standards of INGO Fair Reward, the UN Global Compact, and OECD Guidelines for Multinational Enterprises) that can serve to render salary systems more facilitative of the SDGs and the Decent Work Agenda.

The Effect of Payment Methods on Dental Service Mix

Introduction: The number of dental services provided is related to the type of services needed by a population and treatment decision making by dentists. This descriptive study aimed to compare the dental service mix in two different payment systems. Methods: The dental records of a long-established dental clinic were reviewed. Treatment performed, during October 2018 and October 2019, by 36 dentists, 12 dentists worked in both payment method periods, 12 of them worked only in salary, and 12 of them worked in fee for service (FFS) period. Results: Preventive dental services and practices without treatment (visits, diagnostic radiography, and referrals) decreased, and practices included aggressive treatments (randomized controlled trial, extraction, and crown) and highly aggressive procedure (surgery) increased from salary to FFS period. The total activities of dentists were higher in FFS. Conclusion: According to our results, in a salary system, the dentist was more likely to refer and perform preventive treatments, whereas in the FFS payment system, the dentists choose more aggressive treatments. Payment method may change dental service mix.

Determinants of China\u2019s health expenditure growth: based on Baumol\u2019s cost disease theory

BackgroundDuring the past four decades, China’s total health expenditure and health expenditure per capita have both experienced a dramatic increase in growth rate. This study aims to explore the determinants of health expenditure growth and the influencing mechanism of these determinants, with considering the productivity efficiency represented by Baumol’s cost disease.MethodsBased on the longitudinal data of 30 provincial-level administrative regions in China, from 2010 to 2017, multi-variates regression models were constructed to assess the determinants, including demography, income, Baumol’s cost disease, technology, their effects on per capital total health expenditure growth and the three financing sources: government, society and out-of-pocket health expenditure. Moreover, the Spatial Durbin Model was used to analyze the influence mechanism of determinants on the increase of health expenditure across provinces.ResultsAmong 210 province-year growth rate observations, all of the average growth rate of total health expenditure (12.78%) was much higher than the growth rate of per capita GDP (8.06%). According to the statistical analysis, we found that:(1) Income and Baumol’s cost disease have a significant positive impact on health expenditure growth(P < 0.01). The impact of technical factors on government health expenditure is significantly positive. (2) The determinants affected the growth of health costs in different regions variably; the eastern region is mainly driven by Baumol’s cost disease and technical factors, while the central and western regions are mainly affected by income factors and Baumol’s cost disease. (3) There is a significant spatial spillover effect on the health expenditure growth between regions. The income factor and Baumol’s cost disease have a positive impact on the health expenditure growth in its own region as well as in other regions.ConclusionsIncome and Baumol’s cost disease significantly contributed to China health expenditure growth. The health expenditure determinants showed spatial varies effect and space spillover effect on the neighborhood areas. Which indicates that a reasonable salary system should be contrasted to meet the changeling from the Baumol’s cost disease, and the necessity of equity in health resource allocation among provinces in China.

Design and Implementation of an Electronic System of Salaries: (Nineveh Investment Commission as a Model)

Electronic systems are considered one of the most important pillars in the development of the work of any institution, especially the systems related to the administrative and financial aspects. In this research, an electronic system for salaries for the Nineveh Investment Commission (NIC) was designed and implemented model using the language (C#), A central database was built using a Database Management System (SQL), This system was based on a local wireless network to share work by adopting (Client/Server) model to connect the computers, the proposed system includes very important features such as the open system data that enables the user to add and amend the percentages of the basic and secondary salary components, automatic calculation of the salary by specifying the employee service specifications and the certificate obtained, fixed and variable allocations and deductions, calculating all leave, Determining annual bonuses and promotions and organizing them to makes it easy for the user to know who is eligible, update and calculate them, in this system several levels of system users were built. A report was added for the employee's last salary certificate with detailed reports on salaries and the system was strengthened with the feature of backing up to prevent the database from Damage and referred to at any time. The system was tested on real data to issuing salary reports for three months. As the system met with great desire and reliability in its use by conducting a questionnaire to measure the usability of the system on the specialists.

Trade and service personnel remuneration in the company’s incentive system

At present, most companies all over the world, including Ukraine, are experiencing negative consequences of the pandemic. Staff efficiency has decreased, so companies have experienced a decline in business productivity in general. The system of labor incentives should encourage staff to work more efficiently by introduction of an additional remuneration system based on performance-related payment system. According to the European knowledge, commerce is one of the sectors where the introduction of this additional remuneration system is common and effective. The purpose of this study is to develop and substantiate practical recommendations to improve the system of additional remuneration for sales and service personnel of the company from Ukrainian commerce sector, which would increase their efficiency in the company. The study identified the main components of the system of incentives and the main forms of stimulating work for the company’s staff. It is substantiated the main stages of the improvement sequence of the company’s staff remuneration system as a component of the personnel incentive system. The system of additional remuneration of trade and service personnel of the company from Ukrainian commerce sector was developed and substantiated. It was determined that the basis of an additional remuneration system of trade and service personnel was introduction of a percentage of total sales, which exceeded the established volume, as the main priority. The five-factor model for assessing the productivity level of sales and service personnel in the company from Ukrainian commerce sector built. By this model, effectiveness of introduction of an additional remuneration system for trade and service personnel of the company from Ukrainian commerce sector proved and evaluated. Further, authors will work out practical recommendations for the development the basic salary system for sales and service personnel of the company from Ukrainian commerce sector.

A közszolgálati életpályák szabályozásának jogalkotói megközelítése

A tanulmány a közszolgálati jogalkotás utóbbi években tapasztalható „extrém” ütemét tekinti át, elsősorban a közszolgálati életpálya fogalmának jogalkotói értelmezésén, azaz az előmeneteli és illetményrendszerek szabályozásán keresztül. Kiindulópontja, hogy a közszolgálati törvények mögött meghúzódó jogpolitikai célok a közszolgálati életpálya fogalmát gyakran leegyszerűsítő módon értelmezik, és egy-egy új életpálya bevezetését elsősorban valamilyen bérpolitikai intézkedés eszközének tekintik. Az életpálya fogalmát először tudományos szempontból vizsgálja meg, majd áttér ennek jogalkotói megközelítésére. A tanulmányban foglalkozik a díjazási rendszerekre jellemző nemzetközi személyzetpolitikai tendenciákkal, végül összehasonlítja a „civil” magyar közszolgálat előmeneteli és illetményrendszereit. A vizsgált kutatási kérdések a következőkben összegezhetők: vajon melyik alkalmazott rendszermegoldás illeszkedik „jobban” a közszolgálati jogalkotás nemzetközi trendjeihez? Milyen jogi és személyzetpolitikai megoldásokat alkalmaz egyik vagy másik szabályozási irányvonal? Végül, a differenciálódás hozzájárulhat-e a közszolgálati életpályák modernizálásához? Egyáltalán, beszélhetünk-e ebben az esetben „kijegecesedett” megoldási útvonalakról, vagy egyelőre sokkal inkább valamiféle „posztbürokratikus” útkeresés szemtanúi vagyunk?