Competitiveness of HR Policy as Factor of Organization Social Infrastructure

The article systematized key lines in upgrading social infrastructure of enterprise HR policy, descried factors, which affect greatly the efficiency of HR policy. The author formulated principle trends in social infrastructure organization as a factor of HR policy competitiveness, assessed and analyzed findings of the research studying the mechanism of interaction between social and HR policy on the basis of factors of competition, satisfaction and efficiency of enterprise workers. The dependence on current trends, economic situation, prevailing public values and other factors was investigated. Customers tend to buy goods of appropriate quality at low price and become more demanding for extra services, such as delivery speed, quality of accompanying service, etc. These factors make companies change, following the changing preferences of their target audience. The article put forward steps aimed at building effective HR policy in the current situation of Russian economy, among which it is necessary to point out to differentiated use of compensation packages for enterprise workers.

EFFECTS OF COMPENSATION PRACTICES ON ACADEMIC STAFF’S JOB PERFORMANCE IN FEDERAL UNIVERSITY OF AGRICULTURE, ABEOKUTA, OGUN STATE, NIGERIA

The study examined the effect of compensation practices on academic staff’s job performance in Federal University of Agriculture, Abeokuta, Ogun State, Nigeria. Multi stage sampling technique was used to purposively select 3 Agricultural base colleges followed by proportionate stratified sampling technique where respondents were randomly selected. One hundred and three (103) respondents from the three colleges of agriculture of the university were selected of which 92 questionnaires were retrieved. Data obtained was analyzed using descriptive and inferential statistics such as mean, standard deviation, chi-square and Pearson Product Moment Correlation. Finding revealed that the mean age of the respondents was 42.71 years, 71.7% of the respondents were male, 81.5% of them were married and 79.3% of the respondents were PhD holders. The mean years of experience was 10 years while their mean income was ₦217447.29. Most (79.4%) academic staff perceived that there is a pressing need to review and rationalize the pay structure to improve employee efficiency, some of the compensation packages available were; retirement benefit (100%), study leave (91.3%), career development opportunity (82.6%). The major constraints to compensation strategies identified were poor insurance scheme (21.7%), inadequate welfare package (20.7%) and poor communication network (19.6%). Furthermore, a significant relationship existed between respondents’ age (r= -0.204, P<0.05), compensation packages (r= 0.26, P<0.05) and their job performance. The results concluded that academic staff perceived a pressing need to review the compensation packages by involving them in the compensation decision making process. Effective management and implementation of compensation packages is highly recommended. , , Job Performance

Rhetoric Analysis on the Relationship between Executive Compensation and Performance of Commercial public enterprises in Namibia.

The purpose of this paper was to investigate the relationship between compensation packages and the performance of executive officers in Commercial Public Enterprises in Namibia. The paper was conducted to achieve the following specific objective: to determine the relationship between compensation packages of executives and the performance of Commercial PEs in Namibia. It was all in the context of mixed research approach for data collection using a questionnaire as a tool. The study found that there is a partial relationship between executive compensation and the performance of some commercial public enterprises, in accordance with their Tier Levels. It is recommended that the Government (shareholder) finds the best fit model of executive compensation packages in order to induce a positive level of performance. It is further recommended that a study be conducted, to investigate the relationship between the role of an independent high-level committee on executive compensation packages, aimed at enhancing performance in Commercial Public Enterprises in Namibia Keywords: Compensation Package; Performance; Commercial Public Enterprises; Executives

Managing Reputation, Sustainability, and Self-Interest: The Case of CEO Remuneration in the United States and the Importance of Being Earnest

Executive compensation has long been a lightening-rod of interest in the popular press and frequently makes the headlines. It seems that everyone has an opinion on the subject, with most demanding an end to inflated compensation packages. Depending on whether you are a member of the C-suite or not will likely skew your opinion on the matter. Given that the CEO is the most visible manifestation of the company to the outside world it is common to fixate on the way in which they are being compensated. However, after all of the research that has been conducted, we are still not sure about what factors determine a business executives&rsquo; pay. The present study seeks to add to the extant literature on the subject of CEO compensation by introducing a couple of promising new variables: corporate reputation and sustainability. It is argued that since the CEO is the face of the organization that he/she will be compensated based on how well they manage the firm&rsquo;s reputation overall and its &ldquo;environmental footprint&rdquo; in particular.

Director Compensation in the Banking Industry Around the Dodd-Frank Act

Directors’ monitoring and advising activities as agents were supposed to increase after the Dodd-Frank Act in 2010. The Dodd-Frank Act significantly increases the pressure on the board of directors to be more effective agents of the stockholders even after the Sarbanes-Oxley Act (2002) became effective. Director compensation, especially incentive-based compensation, is intended to align with the interests of shareholders and motivate director behavior. This paper empirically tests how banks respond to the Dodd-Frank Act by redesigning their director compensation plans. Our findings suggest that banks recognize the need for improved board monitoring by highlighting the importance of director workload and qualifications through the design of director compensation packages in the post-Dodd-Frank Act period. We also find that the negative impact of excessive director equity compensation on firm performance was attenuated after the passage of the Dodd-Frank Act. The findings of this study shed light on the rationale of director compensation policies for banking firms.

The Effect of Incentives: Managing for Ethics

Every business faces internal conflicts of interest. They must determine how to motivate employees to cooperate in a productive manner, while also limiting the temptation to exploit the business for private gain. Designing good incentives is essential. If inputs are easy to measure, employees can be compensated based on how much work they do, but if inputs are hard to measure, it may be more effective to tie compensation to a firm’s output in the form of stock options and profit-sharing. However, care must be taken to ensure that executives do not misrepresent the value of the company or engage in fraud in order to inflate stock prices. Compensation packages that lengthen the vesting period of stock options and allow ill-gotten gains to be clawed back, as well as whistleblower programs that reward those who expose fraud, can help prevent bad behavior and ensure that business leaders focus on genuine productivity.

The Quest for Fairness: An Empirical Examination of the Determinants of Compensation Satisfaction in Ghanaian Mining Communities

This paper examines the determinants of satisfaction of compensation packages in Ghanaian mining communities using survey data and the logit model. The results indicate that an improved and highly improved mining effect on livelihood increases the likelihood of households being satisfied with compensation packages by 19.4 and 24% respectively, while a change in satisfaction with compensation negotiation process from not satisfied to satisfied increases the likelihood of a household being satisfied with compensation package received by 18.8%. Also, a change from low pollution level to moderate or high pollution levels decrease the likelihood of households being satisfied with compensation package received by 9.1% and 11.3% respectively. Furthermore, a change in location from the Obuasi village community to Asutifi, Prestea and Tarkwa village communities increases satisfaction with compensation package by 8.7%, 19.6% and 16.1% respectively. A change in the mean variables will lead to a 14.6 per cent likelihood of a household being satisfied with compensation payment received. We recommend the government to improve compensation negotiation process by educating communities on the compensation regulation. There is a need to economically value assets while strengthening regulatory institutions to enable then properly enforce pollution regulations.

Motivation for choosing a career in the construction industry

Introduction. The choice of the future profession, that determines the field of occupation, stages of continuous education, and routes to self-fulfillment, is a most important decision made in the course of a human life. The problem of choosing a career is not new, and it remains relevant at the present time. The purpose of the study is to identify the principal motives underlying career-related decisions, that make students choose the master programmes offered by NRU MGSU. Materials and methods. The methods, used by the co-authors, include interviews, didactic testing and observation of the process of its implementation by the students. The analysis and generalization of the empirical data, obtained in the course of didactic testing, have allowed to determine the principal motives underlying the choice of advanced master programmes provided by NRU MGSU. Results. Principal motives underlying the choice of master programmes, offered by NRU MGSU, include the prestige and popularity of professions in the construction industry; competitive compensation packages and career opportunities; satisfaction of educational needs, self-improvement and self-fulfillment; interest in computer systems and IT technologies; dynasties in the construction industry; willingness to serve the society and see the work results. Conclusions. Material and status-related motives have determined the choice of the master programmes delivered by NRU MGSU. This fact is explained by the development of research and practice, the upgrade of currently offered specialties and emergence of new ones, ensuring the advancement of the construction industry and allowing people to maintain their sufficiently high socio-economic status. The second important factor encompasses the motives that deal with the personality and his/her creativity and the motives that are associated with the satisfaction of educational needs, self-improvement and self-fulfillment. This factor substantiates the need to make schoolchildren think about their future profession as a self-fulfillment opportunity within the framework of vocational guidance procedures, and to encourage the manifestation of the need for continuous education, personal and professional development. A comprehensive analysis of motives can serve as the basis for improving the system of vocational guidance designated for schoolchildren and popularization of careers in the construction industry.

Impact of CEO Overconfidence on Capital Structure Decisions: Evidence from S&P BSE 200

The article presents the impact of CEO overconfidence on capital structure decisions for Indian firms. Using a sample of S&P BSE 200 companies between 2000 and 2015, this study presents results using regression models on the panel data. The findings of this study highlight the significance of behavioural bias of CEO overconfidence to better understand capital structure decisions. This study found that overconfident CEOs prefer debt financing over equity financing and such overconfident CEOs prefer short-term debt over long-term debt. The behavioural features of CEOs are crucial for board of directors, especially in designing the compensation packages. The robustness of results using multiple proxies corroborates previous finding of western nations and shows that CEOs’ overconfidence plays an important role for CEOs of developing nations too.