Performance-related pay and employment relations in European companies

Report
Обновено
16 October 2012
Публикувано
16 October 2012
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Обзор

This report analyses data from Eurofound’s European Company Survey of 2009 to examine the incidence of performance-related pay (PRP) in European establishments and what determines it, with a specific focus on the role of employment relations. Larger establishments, those in foreign ownership, in the financial intermediation and commerce sectors, and those located in some central and eastern European countries are more likely to have a PRP scheme based on the performance of individuals. Across Europe, PRP schemes are more likely to be in place in companies that have employee representation in place. An executive summary is available - see Related content.
  • Full report

    Number of Pages: 
    88
    Reference No: 
    ef1144
    ISBN: 
    978-92-897-1048-0
    Catalogue: 
    TJ-31-11-270-EN-C
    DOI: 
    10.2806/30124
    Catalogue info

    Performance-related pay and employment relations in European companies

    This report analyses data from Eurofound’s European Company Survey of 2009 to examine the incidence of performance-related pay (PRP) in European establishments and what determines it, with a specific focus on the role of employment relations. Larger establishments, those in foreign ownership, in the financial intermediation and commerce sectors, and those located in some central and eastern European countries are more likely to have a PRP scheme based on the performance of individuals. Across Europe, PRP schemes are more likely to be in place in companies that have employee representation in place.

  • Executive summary

    Number of pages: 
    2
    Reference No: 
    ef11441
    Catalogue info

    Заплащане, обвързано с резултатите, и трудови правоотношения в европейските дружества: Резултати от проучване на европейските дружества з

    Authors: 
    Eurofound
    Нарастващата конкуренция и икономическата криза наложиха по-голяма потребност от гъвкавост на възнагражденията. По-високата степен на децентрализация при регулирането на заплащането също така позволява на работодателите да търсят и постигат отстъпки за по-голяма гъвкавост на възнагражденията. Резултатите от проучването на европейските дружества (ECS) за 2009 година сочат, че една трета от европейските предприятия с повече от 10 души персонал прилагат форми на заплащане, обвързано с индивидуалните резултати; а по-малко от една пета използват елементи на заплащане, обвързано с резултатите на групата.



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