The COVID-19 pandemic caused a drastic reduction in air traffic passengers, especially during the period when the EU countries introduced a lockdown. Even after the relaunch of airline operators, passenger traffic did not return to the pre-pandemic trend. The aim of the study was to estimate the difference between the demand that was observed during the pandemic, and the demand that was forecast based on the pre-pandemic trend. The calculations were made for airports in selected EU countries. The first method was seasonality indicators, using quarterly data for 2015–2021. In the multiplicative model of seasonal fluctuations, the method of determining the seasonality indicators was used, based on the quotient of empirical values and the value of the trend. The one-name period trend method was used in the next step, then Fourier spectral analysis was applied. In the context of forecasts for the individual quarters of 2020 and 2021, all models indicate a further growing trend in the demand for passenger transport, which could have been observed if the COVID-19 pandemic had not occurred. As a result of the pandemic, the number of passengers handled at airports has significantly decreased. In the third quarter of 2021, freight growth was already noticeable, with the exception of Netherland, where a marked decline was recorded.
Remuneration policy is an element of company management. Remuneration systems should be flexible and evolutionary. They must consider not only the changes in the external environment but, most of all, the changing needs of the internal environment. In practice, this means aligning the company’s strategy and goals with the remuneration system. What is more, the remuneration policy must be consistent with all personnel substrategies, which should systematically create integrated human capital management. The aim of our research was to determine how employees perceive the appropriate structure of remuneration and how the relationships between the elements that make up the structure of remuneration are perceived. Energy sector employees were selected for the study, dividing the group of respondents by gender, age and level of education. The obtained data were submitted to multivariate correspondence analysis. The analysis of the perception map for the variables of gender, age and education, as well as the subjective assessment of the components of remuneration, allows the general assertion that both men and women believe that the amount of the fixed part of remuneration should be influenced by such elements as: work efficiency, education, seniority in the current place of employment, position in the hierarchy of the position held, as well as the level of salaries in the labor market. But people aged 60 and over with a vocational education tend to believe that the amount of the fixed part of remuneration should be influenced by collective agreements. Moreover, people aged 25–34 with higher education believe that the granting of additional benefits should not be affected by collective labor agreements.
High accuracy of results is a very important aspect in any clustering problem t determines the effectiveness of decisions based on them. Therefore, literature proposes methods and solutions that aim to give more accurate and stable results than traditional clustering algorithms (e.g. k-means or hierarchical methods). Cluster ensembles (Leisch 1999; Dudoit, Fridlyand 2003; Hornik 2006; Fred, Jain 2002) or the distance clustering method (Ben-Israel, Iyigun 2008) are the examples of such solutions. Here, we carry out an experimental study to compare the accuracy of these two approaches.
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