Management compensation systems in Central and Eastern Europe: a comparative analysis

Berber, Nemanja; Morley, Michael J.; Slavić, Аgneš; Poór, József

doi:10.1080/09585192.2016.1277364

Cited by 34 publications

(33 citation statements)

References 63 publications

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“…This transformation process has shifted its paradigm of maintaining personnel functions to a new paradigm in forming strategic partnerships with their stakeholders and line administrators in organisations (Brewster, Mayrhofer & Smale 2016;Noe, Hollenbeck, Gerhart & Wright 2017;Watson, Wilson, Smart & Macdonald 2017). With the new shift, human resource administrators acknowledge that creativity and willingness to work hand in hand with their stakeholders and line administrators in order to enhance the effectiveness of managing human resource functions is a prerequisite, especially the compensation system (Berber, Morley, Slavić, & Poór 2017;Budhwar, Varma & Patel 2016;Noe et al 2017). The traditional compensation systems based on institutional regulations, minimum salary requirement, employee service agreements, trade unions and judicial decisions of the courts of labour are further influenced by the considerations of the job evaluation, rank of the employee, current living standards, the dearth or excess of the employees, the bargaining power of both parties and the inherent capability and skill sets offered by the employees therein.…”

Section: Introductionmentioning

confidence: 99%

Administration of the Merit Pay Systems Enhancing Work Outcomes

Ismail

Mahdi

Mat

et al. 2018

AJAG

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This study investigates the relationship between administration of merit pay systems and work outcomes. For data collection purposes, self-administered questionnaires were used on the administrative staff of a Malaysian public research university. The analysis of the Smart PLS path model exhibits three important outcomes: first, the implementation of communication and the assessment of performance are important factors that motivate employees to enhance work satisfaction. Second, the implementation of communication is not an important factor that motivates the employees to enhance organisational commitment. Third, the performance assessment is an important factor that motivates employees to enhance organisational commitment. The results in general, corroborate with previous literature, however, the empirical evidence on the effective communication within the organisation is not an important factor in determining organisational commitment. In addition, this paper provides a clear guidance for managers to administer merit pay system in gaining positive work outcomes. This paper goes on to discussion and implications and is thereafter concluded with conclusion therein.

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Section: Introductionmentioning

confidence: 99%

Administration of the Merit Pay Systems Enhancing Work Outcomes

Ismail

Mahdi

Mat

et al. 2018

AJAG

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“…Compensation is the reward that workers receive for their service or contribution to the organisation [11]. Meanwhile, the other author stated that compensation is a systematic approach to provide monetary value and other benefits to employees in exchange for their work and service [12].…”

Section: Literature Review 21 Definition Of Compensationmentioning

confidence: 99%

The Effect of Compensation and Benefits Towards Employee Performance

Kadir¹,

AlHosani²,

Ismail³

et al. 2019

Proceedings of the Proceedings of the 1st Asian Conference on Humanities, Industry, and Technology for Society, ACHITS 2019, 30

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Nowadays, taking care the welfare of the employee is very important in order to ensure them to hard work in achieve the organizational goal. The aim of the study is to establish the effect of compensation and benefits towards employee performance. The objective of this research is firstly, to evaluate the level of employee performance. Secondly, this research aims to examine the relationship between compensation and benefits towards employee performance. Lastly, determine the effect of the compensation and benefits towards employee performance. This research carried out at XYZ College. This study used the survey research method where 100 questionnaire were distributes among lectures of XYZ College with population of 100 lectures which make the sample is 80 respondents. The data collected were analysed and interpreted using the Statistical Package for Social Sciences (SPSS). Based on the result, it is found that the performance level of lecturers is at medium and high level. In addition, there is a positive correlation between compensation and employee performance. Moreover, the compensation and benefits also give a positive effect on employee performance.

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“…Additionally, HR managers are occasionally involved in developing SHRM plans and policies together with senior line and top management officials for the execution of policies and procedures [19]. In some countries, HR managers do not make decisions on HR practices alone, while in other cases HR managers have even been excluded from participating in HRM practices [20]. For HRM to be involved in organizational goal-setting, it is better to shift from HRM to SHRM and consider how this change could contribute to the roles and functions of HRM in setting goals and being involved in organizational decision-making processes.…”

Section: Strategic Human Resource Management (Shrm)mentioning

confidence: 99%

Strategic Human Resource Management in the Afghanistan Ministry of Mines and Petroleum: A Network Perspective

Latifi¹,

Lim

2019

Sustainability

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The focus of this paper is to examine the strategic role of human resource (HR) management in organizational level goal-setting and decision-making processes and to determine how the Human Resources department collaborates with other departments or outside organizations to execute its practices both within and outside the Afghanistan Ministry of Mines and Petroleum (MoMP). In this study, social network analysis (SNA) is utilized to analyse the formation of networks for each practice of human resources management (HRM) in the Ministry of Mines and Petroleum. This research has found that although public organizations in Afghanistan lack a modern administrative system due to the unsuccessful implementation of administrative reform, some features of strategic HRM are apparent in the current HRM within public organizations in Afghanistan, particularly in the MoMP. This finding provides insight into the strategic HRM concept, which can contribute more than traditional HRM to improving the sustainability of the MoMP.

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Management compensation systems in Central and Eastern Europe: a comparative analysis

Cited by 34 publications

References 63 publications

Administration of the Merit Pay Systems Enhancing Work Outcomes

Administration of the Merit Pay Systems Enhancing Work Outcomes

The Effect of Compensation and Benefits Towards Employee Performance

Strategic Human Resource Management in the Afghanistan Ministry of Mines and Petroleum: A Network Perspective

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