Princip spravedlivé odměny za práci a vnitropodnikový mzdový systém

Bc. Lenka Kubove

Bachelor's thesis

The Principle of the Equitable Remuneration for the Work and the Enterprise Wage System

Abstract:

Cílem mé bakalářské práce bylo zhodnotit vztah principu spravedlivé odměny za práci a vnitropodnikový mzdový systém. Postupovala jsem od vymezení základních pojmů, jejich funkcí a forem, principů a způsobů odměňování, platnou právní úpravu a specifikaci možných doplňkových forem odměn až k praktické části, kde jsem posuzovala i jejich využití v praxi. V praktické části jsem zjišťovala využívání a spokojenost s poskytovanými odměnami a závěrem uvedla i možná zlepšení odměňování s přihlédnutím ke konkrétnímu podniku. Mezi tyto zlepšení pro daný podnik patří: vytvoření interních směrnic odměňování, pravidelné zhodnocování spokojenosti zaměstnanců, vytvoření nové personální funkce zabývající se mimo jiné sledováním nových trendů v oblasti zaměstnaneckého odměňování a jako poslední vytvoření flexibilního systému zaměstnaneckých odměn. Moje návrhy odměňování zaměstnanců vycházejí nejen z mého studijního, literárního a vědeckého bádání, ale také z praktického života. Závěrem bych byla velice ráda, kdyby moje práce přispěla ke snaze změnit pohled na princip spravedlivé odměny za práci, aby byla poskytována tak, že s ní budou spokojeny obě stravy (jak zaměstnavatel, tak zaměstnanec). Neboť co je lepší než spokojený motivovaný zaměstnanec a prosperující zaměstnavatel?

Abstract:

This work discusses the principle theme of fair reward and in-house payroll systems. My work based on this theme had a clear objective to give detailed information on the issue of remuneration. So I focused on the resolution of a wide range of employee compensation, that employer can take advantage of and uses for valuing its employees. I compare, describe, evaluate and examine employee benefits also referred as „benefity“ throughout this work, which does not deal with only a theoretical or historical benefits, but also points to the current popularity of these specific benefits. In the theoretical part I did not only tried define and evaluate the most used and most general terms, which I applied to business problems. On this I have followed in the practical part which brings by me already mentioned theory in a sample real-world performance in practice. This work is conceived as I mentioned earlier on a theoretical and practical part, where through the questionnaire, research and evaluation of theoretical and practical application I propose a specific beneficial for both sides in the fair compensation of the firm. To get to my goal evaluation the functioning of fair compensation and in-house payroll system, I come to it via a clear assessment concepts, the legislative process, principles of remuneration and benefits to appreciate from a practical point of view. It also describes how the principle of fair compensation is influenced by many factors, such as belonging to the minimum wage, length of work and overtime pay. A very important factor that causes a fair wage is the wage itself. It is based on supply and demand issues along with the relationships with unions, legislation, mobility and discrimination. Compensation as it is depends on the regulation of remuneration. This adjustment can be assessed by a wide range of elements. I describe legal arrangements for remuneration in relation with natural salary, guaranteed wages, salary, minimum wage and wage rates. Remuneration, which ties to the concept and importance of wages, both fixed and mobile, affects of course other issues including the bonuses. I evaluate / describe the following terms as very important n in relation to wages in the pay. I classified here for example, care for employees, company policies, the firm conomics, employment conditions and their professional development, training, work experience and the subsequent deepening of skills, catering staff and special working conditions of some employees. In the area of employee benefits I describe the benefits - those resulting from work, personal and social, fixed and flexible tax. Employees most preferr type of reward options using personal cars for personal use, flexible working hours, leave beyond statutory regulation, educational courses, mobile phone, laptop, travel insurance, contributions to insurance, food stamps, sick day, free drinks and snacks. Within the issue of fair compensation I mention ways to effectively improve provided benefits.This is especially apparent in the practical part.I therefore propose the creation of internal guidelines of pay the regular assessment of employee satisfaction, establishing a new HR function, which will inter alia address the following new trends in employee benefits and flexibility of providing employee benefits. The procedures and methods applied by me in this work reflect the scientific and theoretical level of equitable remuneration, the issue of fair compensation and the wage system in regard to the practical impact of employers and employees insight my own research and interest. Finally, my work is to actively work in the theoretical evaluation of the impact wishes of employers, employees views of themselves and my own invention, which is to achieve a clear definition of what the entire theme issue of fair compensation should be considered in the future

Keywords

mzda, plat, tržní mzda, naturální mzda, zaručená mzda, minimální mzda, funkce mzdy, formy mzdy, principy odměňování, spravedlivá odměna, doplňkové formy odměňování

Language used: Czech

Date on which the thesis was submitted / produced: 13. 4. 2012

Thesis defence

• Date of defence: 25. 5. 2012
• Supervisor: JUDr. Dana Hrabcová, Ph.D.

Masaryk University

Faculty of Law

Bachelor programme / field:
Legal Specializations / Social Security Law