Suchergebnisse

Darbā Valsts pārvaldē strādājošo atlīdzības sistēma analizēta šobrīd pastāvošā atlīdzības sistēma, izpētot tās attīstību un salīdzinot to ar citu valstu atlīdzības sistēmām. Darba izstrādes laikā secināts, ka atlīdzības sistēma Latvijā pēc neatkarības atgūšanas būtu bijusi vienlīdzīgāka un caurskatāmāka, ja tajā tiktu ieviesti principi, kas pastāvēja atlīdzības sistēmā no 1918. – 1940.gadam. Pastāvošā atlīdzības sistēma neatbilst Eiropas Padomes Ministru Komitejas 2000.gada 24.februāra rekomendācijai nr.R(2000)6 par valsts pārvaldē strādājošo statusa noteikšanu, Līgumam par Eiropas Savienības darbību un starptautiskajiem tiesību aktiem, kas darbiniekiem paredz tiesību uz kolektīvajām sarunām. Darba izstrādes laikā secināts, ka, lai tiktu ievērots tiesiskās paļāvības princips, Valsts un pašvaldību institūciju amatpersonu un darbinieku atlīdzības likums par likumīgiem ir padarījis tādus atlīdzības elementus, kas piešķirti nelikumīgi. Autors secina, ka pastāvošais atlīdzības sistēmas tiesiskais regulējums nenovērsīs nepilnības, kas tajā konstatētas agrāk. Darbā tiek sniegti ieteikumi pilnveidot tiesisko regulējumu šādiem tiesību institūtiem valsts pārvaldē strādājošo atlīdzības sistēmā – koplīgumam, mēnešalgai, piemaksām u.c. Iespējamā koplīguma satura noteikšanu nepieciešams deleģēt Ministru kabinetam, jāsamazina lielās atalgojuma atšķirības, kas var tikt noteiktas viena amata ietvaros un zemākam amatam, salīdzinot ar augstāku. Tāpat nepieciešams paredzēt piemaksu tikai par virsstundu darbu un veikt citas izmaiņas, kas padarītu valsts pārvaldē strādājošo atlīdzības sistēmu vienlīdzīgāku. ; The Master's paper System of Remuneration for Employees of Civil Service analyzes the current remuneration system by exploring its development and comparing it to the remuneration systems in other countries. The Master's paper leads to a conclusion that the remuneration system in Latvia in the years after regaining independence could have been more equal and transparent if such remuneration principles were introduced that existed in the time period 1918-1940 in Latvia. The current remuneration system is not compliant with the Recommendation No. R (2000) 6 of the Committee of Ministers to the member states on the status of public officials in Europe and Treaty on the Functioning of the European Union, and international legislation that foresees the employee's right to a collective discussion. The work suggests that, in order to fulfill the principle of legal certainty, the Law on Remuneration of Officials and Employees of State and Local Government Authorities has legalized such remuneration elements that have been assigned illegally. The author concludes that the existing legal framework will not prevent the discrepancies that have been identified earlier. The Master's paper proposes recommendations to improve the legal framework for the following law institutions within the system of remuneration for employees of civil service: collective agreement, monthly salary, premiums etc. The defining of the contents of the potential collective agreement must be assigned to the Cabinet of Ministers, and the big differences in salary within one service position and between a higher and lower service positions must be eliminated. Moreover, it is necessary to assign premiums only for off-hour work and introduce other modifications that would make the system of remuneration for employees of civil service more equal.

Subject. Organisational and regulatory peculiarities of the regional system of remuneration of healthcare workers in state medical organisations. Purpose. This study aims to analyse the current system of remuneration of healthcare workers of state healthcare institutions in the Voronezh Region, to identify current issues, and to determine the main paths for improving the sectoral remuneration system. Method. The study used data from statistical reports related to the structure and composition of wages in 2019-2020 and other financial indicators of the healthcare system in the Voronezh Region. The methods of the investigation included analysis, observation, generalisation, comparison, grouping, classification, etc. Results. A method for calculating the amount of guaranteed payments was offered, the earlier and current remuneration systems were compared. The analysis of wage systems in medical organisations subordinate to the Department of Health of the Voronezh Region confirmed the need to increase the basic salary and reimbursements in order to improve the welfare of healthcare workers, which contributes to improving the quality and accessibility of medical care. Conclusions. The hypothesis was confirmed that it is necessary to develop a concept and methodological recommendations for the formation of a sectoral remuneration system containing information on the amount of salaries, the key approaches to determining reimbursements and incentive payments and their ratio in order to decrease the differentiation between healthcare workers' salaries in the region and to increase the appeal of the profession and to motivate employees to work more efficiently.

This paper discusses the application of Regulatory Impact Assessment (RIA) to the specific context of Australia's Road Safety Remuneration System and, in doing so, highlights two complementary lessons: first; that RIA can provide important information to policy makers, even where complexity and a lack of data prevent the completion of a full benefit/cost analysis and, second; that RIA can only be influential when adopted as part of a well-designed and fully functioning process, particularly where the policy environment is a politically charged one.

Explores the role of the remuneration system in the implementation
process when introducing a complex manufacturing strategy, lean
production. Exploratory clinical research in a mechanical manufacturing
company was used and three areas of findings emerged. First, there is a
need for congruence in time between organization and remuneration, since
the remuneration system serves both as an obstructing and a facilitating
force in the process. There is also a need for congruence between the
principles of the organization and remuneration. Converting the complex
goals of the manufacturing strategy into a correspondingly elaborate
remuneration system is essential. Finally, proposes a two‐part
remuneration system for lean manufacturing. The first part of the system
is a response to the founding principles of lean manufacturing: focusing
on the competence of the individual. The second part is formed to
remunerate the outcomes of a lean manufacturing system based on the
performance of the team.

The article is devoted to highlighting the main provisions of the system of remuneration of medical personnel as one of the key functions of personnel management in the healthcare sector. The author highlighted and substantiated that one of the important components of the success of the implementation of an effective system of financing the health sector is the change in the conditions of remuneration of medical workers, with the focus on the volume and quality of performed work.

PurposeThis paper aims to focus on the deep‐seated ideological, economic, and social roots of the notion and practice of profit sharing in French enterprise, from a historical perspective. Although this practice is legally mandated in France today, this paper seeks to identify the historical roots of such practices and to locate them in the ideological, social, and economic domains of discourse.Design/methodology/approachThe authors provide a brief review of the literature on profit sharing and identify the current knowledge on the relationship between profit sharing and firm performance, in addition to the motivations for implementing profit sharing and its non‐financial consequences.FindingsFrom the mid‐nineteenth century onwards, profit sharing entailed more than just a few anecdotal experiments and actually raised a number of deep‐seated ideological, economic and social questions. The French practice of profit sharing has a profoundly "social responsibility" argument at its base. De Gaulle's argument for this was embedded in a broader rhetoric of finding a third alternative between unbridled capitalism and unrestricted socialism, and one that could ameliorate the human condition.Research limitations/implicationsPsychological ownership among employees can be promoted through profit sharing and employee ownership programs.Practical implicationsIt is critical for managers to ensure the success of profit sharing schemes by providing for higher levels of employee voice and including employee involvement programs.Social implicationsWhereas the ideological basis (social responsibility), had a dominant impact in France, in the evolution of such practices leading up to their legislation other countries focused more on the instrumental and utilitarian benefits.Originality/valueThe authors use the approach of historical analysis of profit sharing practices in France to draw cross‐national lessons for today's managers around the globe.

The European Parliament adopted the Directive 2017/828 as regards the encouragement of long-term shareholder engagement that grants shareholders to hold the right to vote on the remuneration policy for employees and directors. Following the collapse of large companies in the USA and common agency problem, the intent of regulators on capital markets was to ensure preconditions for stable companies, so remuneration policies were prescribed by the recommendations and through corporate governance mechanisms, such as is say on pay. In order to align interests of the companies and their directors, remuneration policy was recognized as one of the key instruments introduced by the EU legislator for financial institutions, primarily investment funds and banks. The implementation of the Directive into national legislation is mandatory, so for the first time the regulator gives shareholders the right to decide on the remuneration of directors, it gives them the option of setting the framework within the pay of directors is to be held and proposing public disclosure of remuneration policy. One of the major issues that will be imposed by the new Directive will be how and to what extent the decision on the remuneration of directors, will be left to the shareholders to vote at the general meeting. The authors in this paper analyze new system on remuneration policies, opportunities and obstacles that companies may face, as well as the challenges imposed to directors, in the implementation of the Directive in national legislation and practice.