Fuzzy Approach to Discrete Data Reduction: An Application in Economics for Assessing the Skill Premium

Suleman, Abdul; Suleman, Fátima; Reis, Elizabeth

doi:10.3846/16111699.2014.978361

Cited by 5 publications

(5 citation statements)

References 31 publications

(29 reference statements)

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“…The relationship between qualifications and pay was noted in the studies of A. Suleman, F. Suleman and E. Reis [2016]. The authors' research shows that the salary depends to the greatest extent on the employee's qualifications.…”

Section: Model Of Measuring Human Capitalmentioning

confidence: 88%

The impact of capital from experience on the value of an employee’s fair remuneration

Oliwkiewicz¹

2019

Prace Naukowe Uniwersytetu Ekonomicznego we Wrocławiu

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Human capital is a category that has been the subject of economists' considerations for years. Numerous concepts, research approaches and various ways of classifying capital have appeared. Since the 1990s, in accordance with the fundamental principle of dualism, according to which capital is an abstract category, an alternative scientific research program has been conducted in the field of measuring human capital and fair wages. This program was initiated by M. Dobija and has been followed by a team of researchers from the Cracow University of Economics. The program in question is based on a proper understanding of the capital category. It has been consistently developing, and the scientific research covers a wide range of theories related to human capital and fair remuneration. The purpose of this study is to present the impact of capital from experience on the level of the fair remuneration of employees. The human capital model, in the presented considerations enables the measurement of employee qualifications in monetary units and a fair pay model. A case study on the impact from experience capital on the level of fair remuneration of employees was also presented.

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Section: Model Of Measuring Human Capitalmentioning

confidence: 88%

The impact of capital from experience on the value of an employee’s fair remuneration

Oliwkiewicz¹

2019

Prace Naukowe Uniwersytetu Ekonomicznego we Wrocławiu

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“…A slightly different point of view on the relationship between qualifications and remuneration is given in A. Suleman, F. Suleman and E. Reis research [12]. The authors' research shows that the remuneration depends to the greatest extent on the employee qualifications.…”

Section: Model Of Human Capital Measurementmentioning

confidence: 95%

The Measurement of Human Capital as a Method of Improving the Remuneration System of the Organization

Kozioł¹

2020

dtssehs

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Contemporary science and business practice in the field of remuneration management includes many concepts and models of the remuneration systems and many definitions of the salary components. Despite this rich achievement, many basic concepts related to salaries are not clearly defined, therefore organizational payroll systems arise as a result of the compromise. Most often it is a compromise between the expectations of employees and the financial capacity of the employer or as a result of interaction between the market forces, supply and demand. Depending on the circumstances, there is a risk of distortions resulting in low or high salaries or an incorrect pay relationship in the organization. As a result, the welfare of the employees is reduced or the employer's financial balance is damaged.The aim of the article is to present the method of human capital measurement as a tool to improve the remuneration system in the organization in the context of empirical research. This method allows an objective measurement in monetary units the necessary qualifications of the employees to perform work on most traditional jobs. As a result, it is possible to provide a pay standard for such a job. The supplement to the considerations is to provide an example application of the described model to several selected workplaces and a comparison with the existing solution in the company. OUTLINE OF CONTEMPORARY REMUNERATION SYSTEMSThe functioning of the remuneration system is a consequence of the implementation of the reward management process. Reward management deals with the strategies, policies and processes required to ensure that the contribution of people to the organization is recognized by both financial and non-financial means. It is about the design, implementation and maintenance of reward systems (reward processes, practices and procedures), which aim to meet the needs of both the organization and its stakeholders.The overall objective is to reward people fairly, equitably and consistently in accordance with their value to the organization in order to further the achievement of the organization's strategic goals [1].

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“…A slightly different point of view on the relationship between qualifications and remuneration is given in A. Suleman, F. Suleman and E. Reis research (Suleman et al 2016). The authors' research shows that the remuneration depends to the greatest extent on the employee qualifications.…”

Section: Model Of Human Capital Measurement and Remunerationmentioning

confidence: 95%

The measurement of human capital as an alternative method of job evaluation for purposes of remuneration

Kozioł

Mikos

2019

Cent Eur J Oper Res

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Contemporary science and business practice in the field of remuneration management includes many concepts and models of the remuneration systems and job evaluation. Despite this rich achievement, many basic concepts and elements related to salaries are differently interpreted and defined, therefore practice of payroll systems is based on the compromise. Usually it is a compromise between the expectations of employees and the financial capacity of the employer or as a result of interaction between the market forces, supply and demand. Depending on the circumstances, there is a risk of distortions resulting in too low or too high salaries or an incorrect pay relationship in the organization. As a result, the welfare of the employees is reduced or the employer's financial balance is at risk. The aim of the article is to present the method of human capital measurement as a conceptual base of job evaluation aimed at improving the remuneration system in the organization. This method allows an objective measurement in monetary units the necessary qualifications of the employees to perform work on most traditional jobs. As a result, it is possible to provide a pay standard for such a job. The supplement to the considerations is to provide an example application of the described model to several selected workplaces and a comparison with the existing solution in the company.

show abstract

Fuzzy Approach to Discrete Data Reduction: An Application in Economics for Assessing the Skill Premium

Cited by 5 publications

References 31 publications

The impact of capital from experience on the value of an employee’s fair remuneration

The impact of capital from experience on the value of an employee’s fair remuneration

The Measurement of Human Capital as a Method of Improving the Remuneration System of the Organization

The measurement of human capital as an alternative method of job evaluation for purposes of remuneration

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