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1

Studies on Discrimination in Employee Remuneration

100%
Sekula Z.
Zarządzanie Zasobami Ludzkimi
|
2006
|
issue 1(46)
57-66
EN
The methods that can be used to analysis and evaluation of the existence of discrimination in the wages of workers are presented on the example of actual firm. The following methods are used in the study: the essential evaluation of the construction of constituent elements of the fee system, questionnaires and work valuation. The results of the investigation are used to work up the project of the fee scale charges and to show the range of discrimination of work.
2

NON-REMUNERATION SYSTEM OF THE MOTIVATING EMPLOYEES

80%
Bednarowska L., Bednarowska A.
Myśl Ekonomiczna i Prawna
|
2005
|
issue 3(10)
172-190
EN
One of the most important factors determining the efficiency of employees is undoubtedly motivation which makes them pursue the goals corresponding with the company's goals, gain satisfaction of the work done and at the same time satisfy their own needs. A manager of a team plays a key role in motivating employees. The research shows that the lack of motivation systems (other than remuneration) in public sector companies contributes to inappropriate functioning of motivation system in general. The lack of knowledge and in making a proper use of non-remuneration motivation systems results in the fact that management do not appreciate benefits which these systems carry. We can assume that the introduction and improvement of the five-stage plan of non-remuneration motivation system is possible with the appropriate training of management who are demonstrated the expected benefits of non-remuneration motivation.
3
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Lost Remuneration as a Cost of Investing in Education

80%
Jarecki W.
Polityka Społeczna
|
2008
|
vol. 35
|
issue 9(414)
15-20
EN
Knowledge is of key importance in the modern economy. Higher education institutions spread it to a large extent. Persons acquiring knowledge, i.e. students, can develop their interests, are more likely to have higher earnings and at smaller risk of unemployment. Studying involves costs incurred both from the budget and by individual persons. The article is aimed at presenting the method and research as well as determining the share of remuneration lost in the cost of higher education. Remuneration lost corresponds to remuneration that a person with secondary education receives during five years in higher education. Estimates were made on the basis of data derived from Central Statistical Office of Poland (GUS) and Eurostat. Furthermore, remuneration lost was also analyzed (as far as possible) with reference to particular areas of study.
4
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REMUNERATION LEVELS AND FINANCIAL RESULTS IN THE LEADING COMPANIES IN POLAND

80%
Karaszewska H., Zarebski M.
|
2007
|
vol. 2
|
issue 1
12-24
EN
The decreasing number of companies who reveal their remuneration data proves that companies tend to be more and more secretive about those issues. The data concerning salaries published by the Polish Central Statistical Office (GUS) are not presented according to the size of companies. This makes the salary rankings more interesting because they allow us to monitor changes in salary levels according to the size of companies. The article analyzes changes in salary levels in companies included in the 'TOP 500' ranking according to different criteria. It points to a worryingly low level of correlation between the level of salaries and financial results of companies.
5
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HUMAN RESOURCE MANAGEMENT IN GOVERNMENT ADMINISTRATION (Zarzadzanie zasobami ludzkimi w administracji rzadowej - studium przypadku)

61%
Jawor-Joniewicz A.
Zarządzanie Zasobami Ludzkimi
|
2011
|
issue 3-4(80-81) Efficiency of HRM
88-104
EN
This article is a case study of a regional level government administration unit. Its objective is to show that mistakes in the applied personnel policy of the analyzed office may contribute to a drop in employee motivation to work as well as in employee project involvement. Thus, existing HRM policies foster the unfavorable attitude of unit officers, reinforcing the negative stereotype of the public administration employee. The article begins with a description of the influence of intangible aspects, such as changes on the national and regional political scene, on human resource management in government administration. The next part of the case study presents an analysis of HRM fields such as recruitment, remuneration, assessment, training, and development. The study was conducted on the basis of both internal office information and legal acts governing the civil service. The article ends with a summary containing conclusions and recommendations that might be useful in rebuilding the image of government administration employees.
6

Wybrane obszary zastosowania controllingu personalnego

61%
Zając P.
Zeszyty Naukowe Uniwersytetu Ekonomicznego w Krakowie
|
2011
|
issue 853
67-85
EN
The article presents the use of personnel management in chosen fields which are analogous to particular personnel functions. It briefly describes the chosen fields of applying personnel management, which leads to the discussion of the following areas to be managed: the size and structure of employment, personnel planning, hiring employees, employee evaluation, personnel development, remuneration, the conditions of employment and employment relations, efficiency and productivity, and labour costs. A set of both quantitative and qualitative indicators and measures is applied to each field of the personnel management.
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