Management Information System for Compensation under Multihoming Network Architecture

The management information system for compensation under multihoming network architecture has been developed in order to improve the time efficiency, accuracy, and level of informatization of compensation management in university and deal with the rising data and difficulty in exchanging information between various management information systems resulting from the changing compensation policies. This system is designed based on multihost data network architecture, including function modules of all kinds of compensation promotion, personnel historical data management, time warning, statistics, and report generation. This system integrates my five years’ experience in the front-line of compensation management work. The purpose is to fully solve the practical problems of compensation management in universities, truly help the work of compensation administrators, unify the fragmented compensation management works, and comprehensively improve the level of compensation management. It has a strong popularization and signification for reference for the compensation management work of similar universities.

To Study Impact of Artificial Intelligence on HR Practices

This studypresentsthe utilization of Artificial Intelligence in HR Practicesas a result of ever changing technology in the various business sector. Most of the businesses have implemented artificial intelligence to ascend the human resources efficiency in all sectors. The initiative starts from automated recruitment process till employee’s performance appraisal. Organization leaders and HR executives have invested enormous faith incombining artificial intelligence (AI) withvarious functions of HRprocess like on-boarding, inductions, orientations, T&D, compensation management shall and will progress the overall experience of an employee.Human Resource Management is drifting away from its fundamental administration functions like recruitment& selection, Training & Development, Appraisals to tremendouslysophisticated progress like Automations, Augmented Intelligence, Robotics and AI that are entirely redefining and reshaping the framework and characteristics of workforce and organizations. At, present the worldrevolving around AI and how it is absolutely manipulating the process of HR, and how AI is taking away lakhs of jobs in various sector globally.This article makes an attempt to discuss both the views that is in what way people sense,AIto be a boon and alsoriskfortheir jobs. We arepaying attention on the potential benefits and challenges of AI in the current scenario in industries. The study provides a brief knowledge of the future aim of artificial intelligence.

Assessing Causes of Driver Job Dissatisfaction in the Flatbed Motor Carrier Industry

Trucking companies play a critical role in the U.S. economy but face many challenges. The trucking industry’s greatest challenge may be the persistent driver turnover problem. Trucking companies regularly report turnover rates exceeding 100%. Each driver costs between $2200–$21,000 to replace and new drivers often impact carrier customer service and safety performance. The purpose of this article is to qualitatively explore the challenges drivers face with hopes of uncovering unique methods to improve job satisfaction and ameliorate turnover and retention issues. Results indicate that driver job satisfaction is related to compensation, management quality, equipment quality, home time, and wait time. Proactive managerial actions in the form of pre-planning loads are proposed as a method for carriers to resolve many driver concerns and possibly provide carriers with a competitive advantage in driver retention.

Prinsip Kompensasi Dalam Prespektif Islam

Compensation is important for employees and the sustainability of a company, no wonder this is a conversation every year where we know that March 1 is celebrated as national labor day, on that date employees or workers demand an increase in compensation / wages so that this becomes the problem for employees and companies where employees want high wages while companies want low payments to their employees, this phenomenon does not only occur at the regional level but at the national and even international levels, so the author tries to present a solution for companies in paying wages to their employees using the principle Islamic principles. This research is a qualitative research using the literature study method, and from the Koran & Sunnah where researchers study the Koran, Sunnah and literature published by journals and magazines in this field. The results of compensation management research in an Islamic perspective are that there are several principles that must be considered and possessed by every company owner including being honest, trustworthy, able to work together, can provide fair compensation, have a sense of brotherhood and fulfill the agreed contract. In addition, there are also principles that must be possessed by every employee, including the principles of discipline, dedication and sincerity so that if this is owned by the company and every employee, satisfaction between the two will be achieved.

Compensation Management and Employee Wellbeing of Academic Staff in Ugandan Private Universities during COVID-19 Lockdown

This study examined the impact of compensation management on academic staff's employee well-being in private universities in Uganda during the COVID-19 lockdown. Two dimensions of compensation management considered were compensation determination and compensation administration. Employee well-being was studied in terms of psychological well-being, social well-being, workplace well-being and subjective well-being. This study used a cross-sectional design on a sample of academic staff from five private universities. Factor analysis was used to identify key items of compensation management and employee well-being, followed by descriptive, correlation and multiple regression analyses. Multiple regression analysis assessed the magnitude and strength of the impact of compensation management on employee well-being. The results supported the hypotheses on the influence of compensation determination and administration on employee well-being. Therefore, compensation determination and administration are important in enhancing the academic staff's well-being in private universities in contingent situations such as COVID-19 lockdown. In managing compensation issues in contingent situations, managers of private universities should determine and administer compensation considering employees' interests. This study adds to the scanty literature on compensation management and employee well-being. It identifies compensation management factors that organisations should consider to promote employee well-being in contingent situations.

Enlivening Workplace Climate Through Strategic Human Resource Management Initiatives: Unleashing Its Efficacy

The study aims to explore the impact of the strategic human resource management practices on organizational climate and organizational performance. The study used simple random sampling technique, and 387 responses have been collected finally. The primary data have been collected from professionals/managers of different manufacturing units from five divisions of West Bengal, namely Burdwan, Medinipur, Malda, Presidency and Jalpaiguri. Compensation management, employee relation and human resource planning (HRP) have positive and significant impact toward organizational climate where compensation management has greater impact compared to other factors toward organizational climate. Performance management, training and development, and recruitments and selection have negative and nonsignificant impact toward organizational climate. The study implies that proper compensation, good relationship with employees, and proper planning of human resources can improve the organizational climate, which also improves the organizational performance. The study is original as no such research has been conducted in the Indian context earlier.

Compensation Management and Employee�s Work Commitment in the Kwara State Internal Revenue Service, Ilorin, Nigeria.

The study examines the effect of compensation management on the employee�s work commitment in the Kwara State Internal Revenue Service (KW�IRS), Ilorin, Nigeria. Stratified random sampling technique was utilized for the study with the administration of structured questionnaire to the respondents so as to elicit the required information. The data generated was analyzed with regression analysis with aid of SPSS, (V. 22.0). Findings showed that compensation management is a positive and significant predictor of employee�s work commitment in the Kwara State Internal Revenue Service. The study concluded that organizations that effectively and efficiently manage its compensation policy, in respect to employee�s commitment, will outperforms those organizations that do not. Thus, the study recommends the organization should be more innovative and effective in the management of compensation policies, so as to focus more on the adequate welfare for the employees and as well treating them as the most precious assets of the establishment.The study examines the effect of compensation management on the employee�s work commitment in the Kwara State Internal Revenue Service (KW�IRS), Ilorin, Nigeria. Stratified random sampling technique was utilized for the study with the administration of structured questionnaire to the respondents so as to elicit the required information. The data generated was analyzed with regression analysis with aid of SPSS, (V. 22.0). Findings showed that compensation management is a positive and significant predictor of employee�s work commitment in the Kwara State Internal Revenue Service. The study concluded that organizations that effectively and efficiently manage its compensation policy, in respect to employee�s commitment, will outperforms those organizations that do not. Thus, the study recommends the organization should be more innovative and effective in the management of compensation policies, so as to focus more on the adequate welfare for the employees and as well treating them as the most precious assets of the establishment.