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Motivation for salary increase for teachers depending on the quality of teaching and research results

Harutyunyan Robert, Nersisyan Кaren, Tokmajyan Sofia, Markosyan Meruzhan, Ivanyan Gohar

System Safety : Human - Technical Facility - Environment

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2023

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Vol. 5, iss. 1

182--188

EN

In the world market, success is achieved by the countries that have better human capital and allocate sufficient resources for its reproduction. One of the results of the growing enrollment of many universities has been the need for additional qualified teaching staff and advanced training, which has led to the need to retrain existing teachers for staffing the growing number of higher education institutions. The first of the major success factors in this endeavor is to ensure that teachers are motivated to earn a relatively adequate salary. In recent years, a number of RA universities have successfully applied the method of salary calculation, which is based on the principle that a teacher (professor, associate professor, assistant, etc.) receives a salary depending on his category and workload (number of hours per academic year). Another important component of the assessment is the real involvement of the teacher in scientific activities and, based on this, a method for calculating the salary of a teacher is proposed, taking into account, among other things, his scientific activity. In order to encourage the scientific activity of the teacher, an indicator of the effectiveness of his scientific activity is introduced, the measure of which is scientific work during the previous (three to five) years.

2

Evaluation of selected elements of human resources management in organization

Kania A., Spilka M.

Journal of Achievements in Materials and Manufacturing Engineering

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2013

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Vol. 56, nr 2

90--99

EN

Purpose: In this paper an evaluation of the most important components of human resources management (HRM) which have a significant impact on increasing of the competitiveness of the company was presented. The procedure of employment and qualification of employees, training, evaluation and dismissal of workers were showed. Design/methodology/approach: The implementation of the employees remuneration and motivation systems in the organization were proposed. Resulting of this action will be the work efficiency improvement, staff mobilizing to achieve the setting objectives, and assurance that employees by adequate motivation and remuneration, will be react for the customer needs in desirable manner. Findings: The supplement of HRM system in the organization about two missing elements will ensure improvement of the quality of work carried out and the awareness of the employees for the manner of their remuneration and motivating. Research limitations/implications: As a result of searching and implementation of improvements, the organization makes more attractive, both among the customers and the candidates for the job. Both groups are looking for a reliable partner for cooperation, therefore the implementation of such important elements of HRM as motivation and remuneration systems, increases the interest of the customers in organization and makes it an interesting place to work, even for very demanding employee. Practical implications: Evaluation of HRM showed that in order to fully usage of the potential of the company, one should complete the HRM process for additional activities such as remuneration and motivating of the employees. They will have a positive impact on the functioning of the organization and the quality of work of the employed employees. Originality/value: All activities constituting the process of human resources management in the enterprise have a positive impact on the development of the company, so it’s important to search of continuous improvements that could make more efficient its functioning.

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Prognozowanie produkcji budowlano montażowej w województwie dolnośląskim. Część I

Rogalska M.

Budownictwo i Architektura

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2012

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Vol. 11, nr 2

121-137

PL

Artykuł jest częścią pierwszą cyklu „Prognozowanie produkcji budowlano montażowej w województwie dolnośląskim”. Założono, że wynagrodzenie pracowników będzie jedną ze zmiennych niezależnych do wyznaczenia wielkości produkcji. Prognozowano wynagrodzenia pracowników w sektorze budowlanym metodami regresji wielorakiej i metodą autoregresji średniej ruchomej SARIMA. Przeprowadzono analizę wyników obliczając błędy ME, MAE, MPE, MAPE oraz współczynniki Theila I, I2, I12, I22, I32. Sformułowano wnioski z obliczeń. Wyznaczono równanie regresji wielorakiej z 12 predyktorami wytypowanymi spośród 53 zmiennych niezależnych. Uzyskano dane prognozowane do predykcji produkcji budowlano montażowej.

EN

The article is the first part of the series „Prediction construction and assembly production in Lower Silesia.” It was assumed that salary of employees will be one of the independent variables to determine the volume of production. Salaries of employees was predicted, using multiple regression and autoregressive moving average SARIMA methods. An analysis of the results was carried out. The errors ME, MAE, MPE, MAPE and Theil coefficients I, I2, I12, I22, I32 were calculated. Multiple regression equation with 12 predictors was set. Predictors were selected from among the 53 independent variables. Forecasted data were obtained for construction and assembly production prediction.