Performance-related pay and employment relations in European companies

Report
Atjaunināts
16 Oktobris 2012
Publicēts
16 Oktobris 2012
Formāti
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Kopsavilkums

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

    Darba samaksa atkarībā no darba rezultātiem un darba attiecības Eiropas uzņēmumos - Eiropas uzņēmumu apsekojums, 2009. gads – rezultāti - Kopsavilkums

    Authors: 
    Eurofound
    Arvien lielākas konkurences un ekonomikas krīzes iespaidā aizvien vairāk tiek pieprasīts algu elastīgums. Arī plašāka apjoma darba samaksas regulējumu decentralizācija ir devusi darba devējiem iespēju meklēt un atrast kopsaucēju attiecībā uz darba samaksas lielāku elastīgumu. Eiropas uzņēmumu apsekojuma (ECS), 2009, ietvaros tika konstatēts, ka trešā daļa Eiropas uzņēmumu ar 10 un vairāk darbiniekiem piemēro darba samaksas veidus atkarībā no individuālajiem darba rezultātiem; mazliet vairāk par piekto daļu piemēro darba samaksas veidus atkarībā no grupas darba rezultātiem.



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