Salaries in the baltic_states_september_2015_publishingKadri Seeder
The document analyzes wage and salary trends in Estonia, Latvia, and Lithuania from 2005 to 2015. It finds that average monthly gross wages have increased steadily over this period but growth slowed during the economic downturn from 2008-2009. Wages vary significantly between economic sectors, with the highest paid jobs in information/communication, finance, and professional services and the lowest in agriculture, accommodation, and food services.
This document discusses compensation and wages administration. It covers topics like components of compensation, both direct and indirect. It discusses concepts like minimum wages, fair wages, and living wages. The objectives of compensation planning include internal equity, external equity, individual equity, attracting and retaining talent, ensuring equity, motivating desired behaviors, and controlling costs. Factors that influence remuneration include both external factors like the labor market and economy, as well as internal factors like business strategy and job evaluation. The document also discusses challenges in remuneration administration and India's key wages policies.
Compensation includes base pay, variable pay, and benefits that employees receive in exchange for their contributions. The objectives of compensation planning are to attract, retain, and ensure fairness or equity for employees. Equity can be achieved through job evaluation, salary surveys, grouping similar jobs into pay grades, pricing each grade, and fine-tuning pay rates. Components of a pay structure include basic wages, dearness allowance, and statutory benefits. Wage administration aims to establish fair pay while attracting staff and controlling costs through flexible, job-based plans that are responsive to changing conditions. Key factors that influence compensation are jobs needs, ability to pay, cost of living, market rates, productivity, and regulations. India's wage policy focuses on
This document summarizes compensation planning and wages in India. It defines compensation and wages, outlines the objectives of compensation planning such as attracting and retaining talent, and ensuring equity. It also identifies the key components of wages/salary, which include basic wage/salary, dearness allowance, perquisites, fringe benefits, and other allowances. Finally, it discusses minimum wages in India and different theories of remuneration.
Wage differentials exist between different occupations, industries, localities, and even individuals within the same occupation or grade. Wage differentials can be classified into three categories: differentials due to imperfections in the labor market like limited knowledge of job opportunities or obstacles to mobility; differentials between industries, firms, and geographical areas; and incentive pay differentials to motivate employees.
Compensation and Wage & Salary Administration.Priyanka Saluja
Employees receive compensation in exchange for their contributions to an organization. Compensation generally consists of three components: pay or guaranteed pay, incentives or variable pay, and benefits. The objectives of any pay system include attracting and retaining talent, ensuring equity, controlling costs, and complying with legal rules. Equity in compensation refers to internal equity, external equity, and individual equity. The goals of wage and salary administration are to design a cost-effective pay structure that will attract, motivate, and retain competent employees.
Wage policy in india - compensation management - Manu Melwin Joymanumelwin
A national wage policy aims at establishing wages at the highest possible level, which the economic conditions of the country permit and ensuring that the wage earner gets a fair share of the increased prosperity of the country as a whole resulting from the economic development.
This document discusses wage policy and methods of wage fixation. It defines key concepts like minimum wage, fair wage, and living wage. The economic and social objectives of wage policy are outlined as full employment, economic stability, income security, fair labor standards, and protecting workers from inflation. In India, key legislations that shaped wage policy include the Payment of Wages Act, Minimum Wages Act, and Equal Remuneration Act. Methods of wage fixation discussed are legislation, wage boards, pay commissions, job evaluation, collective bargaining, and arbitration. Wage boards are tripartite bodies that examine factors to set wages while pay commissions fix government employee salaries. Job evaluation determines the relative value of jobs and collective bargaining involves employer-employee
This document discusses factors to consider when formulating a wage policy. It covers definitions of key wage concepts like minimum wage, living wage, and fair wage. It also outlines influences on wages like the labor market, cost of living, unions, and government legislation. The objectives of wage administration include recruiting employees, controlling payroll costs, motivating performance, and maintaining fair wage standards. Wage policies aim to guide wage structures and determine relative shares for workers, management, and other stakeholders in an industry or economy.
There are several reasons why wages may differ between individuals, occupations, industries, and regions. Supply and demand factors influence wages, as some professions like barristers have limited supply and long qualifications, making them difficult to substitute. Government policy, such as minimum wage laws, and union activity can also impact wages. Discrimination based on characteristics like gender and ethnicity can cause labor market failures and unequal treatment. For example, women on average earn 60% of what men earn in the city described and face a 39% gender pay gap. Ethnic minorities also face discrimination through lack of access to higher-paying occupations and lower pay within jobs.
Salaries in the baltic_states_september_2015_publishingKadri Seeder
The document analyzes wage and salary trends in Estonia, Latvia, and Lithuania from 2005 to 2015. It finds that average monthly gross wages have increased steadily over this period but growth slowed during the economic downturn from 2008-2009. Wages vary significantly between economic sectors, with the highest paid jobs in information/communication, finance, and professional services and the lowest in agriculture, accommodation, and food services.
This document discusses compensation and wages administration. It covers topics like components of compensation, both direct and indirect. It discusses concepts like minimum wages, fair wages, and living wages. The objectives of compensation planning include internal equity, external equity, individual equity, attracting and retaining talent, ensuring equity, motivating desired behaviors, and controlling costs. Factors that influence remuneration include both external factors like the labor market and economy, as well as internal factors like business strategy and job evaluation. The document also discusses challenges in remuneration administration and India's key wages policies.
Compensation includes base pay, variable pay, and benefits that employees receive in exchange for their contributions. The objectives of compensation planning are to attract, retain, and ensure fairness or equity for employees. Equity can be achieved through job evaluation, salary surveys, grouping similar jobs into pay grades, pricing each grade, and fine-tuning pay rates. Components of a pay structure include basic wages, dearness allowance, and statutory benefits. Wage administration aims to establish fair pay while attracting staff and controlling costs through flexible, job-based plans that are responsive to changing conditions. Key factors that influence compensation are jobs needs, ability to pay, cost of living, market rates, productivity, and regulations. India's wage policy focuses on
This document summarizes compensation planning and wages in India. It defines compensation and wages, outlines the objectives of compensation planning such as attracting and retaining talent, and ensuring equity. It also identifies the key components of wages/salary, which include basic wage/salary, dearness allowance, perquisites, fringe benefits, and other allowances. Finally, it discusses minimum wages in India and different theories of remuneration.
Wage differentials exist between different occupations, industries, localities, and even individuals within the same occupation or grade. Wage differentials can be classified into three categories: differentials due to imperfections in the labor market like limited knowledge of job opportunities or obstacles to mobility; differentials between industries, firms, and geographical areas; and incentive pay differentials to motivate employees.
Compensation and Wage & Salary Administration.Priyanka Saluja
Employees receive compensation in exchange for their contributions to an organization. Compensation generally consists of three components: pay or guaranteed pay, incentives or variable pay, and benefits. The objectives of any pay system include attracting and retaining talent, ensuring equity, controlling costs, and complying with legal rules. Equity in compensation refers to internal equity, external equity, and individual equity. The goals of wage and salary administration are to design a cost-effective pay structure that will attract, motivate, and retain competent employees.
Wage policy in india - compensation management - Manu Melwin Joymanumelwin
A national wage policy aims at establishing wages at the highest possible level, which the economic conditions of the country permit and ensuring that the wage earner gets a fair share of the increased prosperity of the country as a whole resulting from the economic development.
This document discusses wage policy and methods of wage fixation. It defines key concepts like minimum wage, fair wage, and living wage. The economic and social objectives of wage policy are outlined as full employment, economic stability, income security, fair labor standards, and protecting workers from inflation. In India, key legislations that shaped wage policy include the Payment of Wages Act, Minimum Wages Act, and Equal Remuneration Act. Methods of wage fixation discussed are legislation, wage boards, pay commissions, job evaluation, collective bargaining, and arbitration. Wage boards are tripartite bodies that examine factors to set wages while pay commissions fix government employee salaries. Job evaluation determines the relative value of jobs and collective bargaining involves employer-employee
This document discusses factors to consider when formulating a wage policy. It covers definitions of key wage concepts like minimum wage, living wage, and fair wage. It also outlines influences on wages like the labor market, cost of living, unions, and government legislation. The objectives of wage administration include recruiting employees, controlling payroll costs, motivating performance, and maintaining fair wage standards. Wage policies aim to guide wage structures and determine relative shares for workers, management, and other stakeholders in an industry or economy.
There are several reasons why wages may differ between individuals, occupations, industries, and regions. Supply and demand factors influence wages, as some professions like barristers have limited supply and long qualifications, making them difficult to substitute. Government policy, such as minimum wage laws, and union activity can also impact wages. Discrimination based on characteristics like gender and ethnicity can cause labor market failures and unequal treatment. For example, women on average earn 60% of what men earn in the city described and face a 39% gender pay gap. Ethnic minorities also face discrimination through lack of access to higher-paying occupations and lower pay within jobs.
The document discusses factors that should be considered when establishing wage differentials, such as skill level, strain of work, experience, training, responsibility, and physical/mental requirements. It also lists common types of wage differentials like occupational, skill, inter-plant, inter-industry, regional/geographical, and gender differentials. Wage differentials can arise due to a variety of factors including skills, industries, regions, as well as economic and market conditions.
This document discusses compensation management and various components of employee remuneration. It covers direct compensation including base pay, incentives, and benefits, as well as indirect compensation such as job context, responsibilities, and growth prospects. It also discusses concepts related to wages, including minimum wage, living wage, fair wage, and different types of wages. Components of the wage structure and factors influencing wage and salary administration are also summarized.
The document discusses various economic and behavioral theories of wages, including:
1) Early wage theories included the wage fund theory (1870-1914) and marginal productivity theory (1914-present), which involve wages being determined by demand and supply of labor.
2) Behavioral theories of motivation include equity theory, expectancy theory, and agency theory, which examine how motivation and wages can align employer and employee goals.
3) Wage differentials refer to differences in pay based on skills, industries, occupations, sectors, regions, and personal characteristics, and aim to incentivize workers.
This topic is about the management of human resource in a efficient way for the betterment of an organization and how it can be used to stabilize and economically power the employee as well as the organization.
This document discusses compensation management. It defines compensation as the monetary and non-monetary value provided to employees in exchange for work. Compensation has objectives like recruiting qualified employees, increasing morale, and rewarding performance. Compensation has direct elements like base pay and bonuses, and indirect elements like insurance and retirement programs. Non-monetary compensation enhances satisfaction and relationships. Compensation is important for job descriptions, analysis, and structure. Factors affecting compensation include external factors like the economy and internal factors like compensation policies and an organization's ability to pay.
Kolga Seltsimaja lugu 1873-.... Kolga aleviku serval männimetsas on üks tore maja, mis kunagi oli Eesti ühe suurima omavalitsuse - Kolga valla - keskus.
Salaries in baltic_states_dec_2018_publishingKadri Seeder
This document summarizes wage trends in Estonia, Latvia, and Lithuania from 2008 to 2018, with forecasts through 2022. It finds that average monthly gross wages have steadily increased in all three countries over this period. Estonia has seen the highest average wages, reaching over 1,500 euros by 2018, while Latvia and Lithuania earn less at around 1,000 euros. Real wages, which account for inflation, have also grown consistently in recent years. Minimum wages in the Baltic states are a much lower percentage of average wages than in other European nations.
This document contains information about wages and salaries in the Baltic states of Estonia, Latvia, and Lithuania from 2008 to 2022. It shows that average monthly gross wages have generally increased over time in all three countries, with Estonia typically having the highest wages and Lithuania the lowest. Minimum wages as a percentage of average gross wages have also risen. Wage growth has slowed in recent years but remains positive in most periods.
Salaries in the Baltic States March 2018Kadri Seeder
This document analyzes wages and salaries in the Baltic States from 2008 to 2018. It finds that:
- Average monthly gross wages have generally increased each year in Estonia, Latvia, and Lithuania, with forecasts of continued growth through 2021. Estonia typically has the highest wages while Latvia has the lowest.
- Average monthly net wages have also risen annually but are lower than gross wages. The gap between gross and net pay has widened in recent years.
- Minimum wages in each country, expressed as a percentage of average gross wages, have risen over time but remain under 20% in all three Baltic nations.
- Wage growth has been higher in quarters compared to the same period the previous
This document summarizes wage and salary trends in Estonia, Latvia, and Lithuania from 2008 to 2017. Some key points:
- Average monthly gross wages have generally increased each year in all three countries, with Estonia typically having the highest wages and Latvia the lowest. Wages increased between 4-10% per year from 2015-2017.
- Average monthly net wages followed a similar trend but were lower than gross wages. Net wages increased 3-9% per year from 2015-2017.
- Minimum wages in each country remained steady at around 30-45% of average gross wages between 2008-2017.
15. 847
933
871
1069
1141
678
1733
1859
1111
1046
1082
989
1301
1051
1364
1515
934
565
1213
1047
0 200 400 600 800 1000 1200 1400 1600 1800 2000 2200
Kinnisvaraalane tegevus
Põllumajandus, metsamajandus ja kalapüük
Kunst, meelelahutus ja vaba aeg
Haridus
Tervishoid ja sotsiaalhoolekanne
Majutus ja toitlustus
Info ja side
Finants- ja kindlustustegevus
Veevarustus; kanalisatsioon, jäätme- ja saastekäitlus
Töötlev tööstus
Tegevusalad kokku
Hulgi- ja jaekaubandus; mootorsõidukite ja…
Avalik haldus ja riigikaitse; kohustuslik…
Veondus ja laondus
Mäetööstus
Elektrienergia, gaasi, auru ja konditsioneeritud…
Haldus- ja abitegevused
Muud teenindavad tegevused
Kutse-, teadus- ja tehnikaalane tegevus
Ehitus
EUR
Keskmine brutokuupalk põhitegevusala järgi
II kv 2015 II kv 2014
Allikas: Statistikaamet
Muutus
11.2%
9.8%
8.6%
8.2%
8.1%
7.6%
7.2%
6.9%
6.2%
6.1%
5.8%
5.5%
4.8%
4.7%
4.2%
3.4%
2.7%
1.3%
0.4%
-0.5%
16. 886
906
929
844
854
894
919
933
890
879
1076
922
1082
1220
1194
838
855
0 200 400 600 800 1000 1200 1400 1600
Jõgeva maakond
Võru maakond
Viljandi maakond
Valga maakond
Saare maakond
Rapla maakond
Järva maakond
Lääne-Viru maakond
Ida-Viru maakond
Pärnu maakond
Tartu maakond
Lääne maakond
Keskmine
..Tallinn
Harju maakond
Põlva maakond
Hiiu maakond
EUR
Keskmine brutokuupalk maakonniti
II kv 2015 II kv 2014
Allikas: Statistikaamet
Muutus
14.0%
13.8%
11.7%
9.6%
9.5%
9.0%
7.9%
7.6%
7.5%
6.7%
6.5%
6.3%
5.8%
4.3%
4.2%
1.6%
-4.4%
17. 1345
971
949
1303
1082
1287
895
897
1245
1023
0 200 400 600 800 1000 1200 1400 1600
Riik
Kohalik
omavalitsus
Eesti eraõiguslik
isik
Välismaa
eraõiguslik isik
Keskmine
brutokuupalk
EUR
Keskmine brutokuupalk omaniku liigi järgi
II kv 2015 II kv 2014
Allikas: Statistikaamet
Muutus
4.5%
8.5%
5.8%
4.7%
5.8%