HUMAN CAPITAL FACTORS AND REMUNERATION: ANALYSIS OF RELATIONS, MODELLING OF INFLUENCE

Kód výsledku v IS VaVaI

<a href="https://www.isvavai.cz/riv?ss=detail&h=RIV%2F70883521%3A28120%2F17%3A63517307" target="_blank" >RIV/70883521:28120/17:63517307 - isvavai.cz</a>

Výsledek na webu

<a href="http://dx.doi.org/10.3846/btp.2017.022" target="_blank" >http://dx.doi.org/10.3846/btp.2017.022</a>

DOI - Digital Object Identifier

<a href="http://dx.doi.org/10.3846/btp.2017.022" target="_blank" >10.3846/btp.2017.022</a>

Jazyk výsledku

angličtina

Název v původním jazyce

HUMAN CAPITAL FACTORS AND REMUNERATION: ANALYSIS OF RELATIONS, MODELLING OF INFLUENCE

Popis výsledku v původním jazyce

This paper argues that basing on existing theoretical studies of human capital factors fuzzy logic method shall be applied in in identifying their impact upon the interest on human capital use (wages). The suggested approach allows determining the factors impossible to describe through quantitative indicators, i.e. gender, education level, experience. Unlike traditional approaches, such as ranked assessments or investment cost indicators in the formation of certain human capital components, the use of the proposed methodology for analysing the link between human capital factors and remuneration allows applying real characteristics of the human capital of employees. Appropriate assessment can be the basis of modelling and correction of relations in determining wages and suitable decision-making regarding the development and changes in the structure of the human capital of the company.

Název v anglickém jazyce

HUMAN CAPITAL FACTORS AND REMUNERATION: ANALYSIS OF RELATIONS, MODELLING OF INFLUENCE

Popis výsledku anglicky

This paper argues that basing on existing theoretical studies of human capital factors fuzzy logic method shall be applied in in identifying their impact upon the interest on human capital use (wages). The suggested approach allows determining the factors impossible to describe through quantitative indicators, i.e. gender, education level, experience. Unlike traditional approaches, such as ranked assessments or investment cost indicators in the formation of certain human capital components, the use of the proposed methodology for analysing the link between human capital factors and remuneration allows applying real characteristics of the human capital of employees. Appropriate assessment can be the basis of modelling and correction of relations in determining wages and suitable decision-making regarding the development and changes in the structure of the human capital of the company.

Druh

J_SC - Článek v periodiku v databázi SCOPUS

CEP obor

—

OECD FORD obor

50204 - Business and management

Projekt

—

Návaznosti

V - Vyzkumna aktivita podporovana z jinych verejnych zdroju

Rok uplatnění

2017

Kód důvěrnosti údajů

S - Úplné a pravdivé údaje o projektu nepodléhají ochraně podle zvláštních právních předpisů

Název periodika

Business: Theory and Practice

ISSN

1822-4202

e-ISSN

—

Svazek periodika

18

Číslo periodika v rámci svazku

18(1)

Stát vydavatele periodika

LT - Litevská republika

Počet stran výsledku

7

Strana od-do

208-214

Kód UT WoS článku

—

EID výsledku v databázi Scopus

2-s2.0-85034047746