http://hdl.handle.net/11089/6446 Instrumenty zakładowej polityki płac 2026-04-05T00:36:03Z http://hdl.handle.net/11089/6540 Próba oceny przydatności zastosowania analityczno- -punktowej metody oceny pracy w wybranych przedsiębiorstwach przemysłowych Wojtkowska, Grażyna The article presents an attempt made at verification of a hypothesis: whether and to what extent the elaborated method of analytical-point performance appraisal can be adopted in analysis of performance standards in different enterprises in the sphere of material production with each of them having its specific industrial- -branch character. Three industrial enterprises were chosen tor verification of the above hypothesis, and namely an enterprise of refractory materials, iron-works, and cement plant. The studies encompassed, on the average, about 5 percent of employees in each enterprise. The sample included typical work posts in main production departments. Results provided by verification of the proposed method allow to state that the method is effective and relations of appraisals seem to be correct. The thesis put forward by the author is supported by results of studies presented in tables 1-4. 1986-01-01T00:00:00Z http://hdl.handle.net/11089/6538 Analityczna metoda oceny jakości prac Musiał, Grażyna The article analyzes the problem of performance appraisal. Performance standards are examined according to their two functions concerning their uniform and universal character. In this context, there is presented the method proposed by A. Melich, which refers to joint appraisal of manual and clerical work. The author devotes a great deal of her attention to analytical and identification instruments of the method such as: 1) systematics of criteria and characteristics of performance standards appraisal; 2) appraisal of performance standards along with appraisal notes; 3) table of growth in the number of points for particular appraisal notes assuming progressive growth of their value. The article contains an example of performance appraisal with estimation of the sum of points as well as a model of a filled form describing a work post. A wide ran g e of identification instruments ensures: 1) explicitness of research procedure; 2) it reduces the influence of subjective factor; 3) it increases accuracy and objectiveness of results. The proposed analytical method of performance appraisal may be adopted for lab o u r appraisal on the macroeconomic scale, and its results may be treated as information basis for elaboration of the basic wage system in the national economy. 1986-01-01T00:00:00Z http://hdl.handle.net/11089/6537 Wyniki analitycznej oceny wymogów pracy (na podstawie wybranego przedsiębiorstwa budowlano-montażowego) Smandek, Irmgard Maria The article discusses results of studies carried out in a construction company. The studies wore aimed at verification of the following thesis: 1 ) differences in wage rates should result solely from requirements posed by individual work; 2 ) correct wage differentiation is a basic determinant of proper motivation to work. There were analyzed actual relationships between requirements posed by work and level of pay obtained by workers employed at particular work posts. The studies rev e a led absence of positive correlations between the level of wage rates and monthly wages on the one hand, and evaluation of requirements posed by work at particular posts. 1986-01-01T00:00:00Z http://hdl.handle.net/11089/6535 Techniki wiązania płac z wynikami wartościowania pracy Karczmarczuk, Elżbieta Results of labour appraisal provide a foundation for determination of wages, and more precisely — they should be a basis for constructing pay schedules. There are various techniques of fixing basic wage rates according to results of appraisal, and their choice cannot be indifferent from the motivational point of view. The aim of this study is to present techniques of fixing one- and multi-level (bracket) wage rates. Multi-level wage rates, the application of which should be as wide as one-level wage rates, have received most attention in this study. The author analyzes four variants in construction of fork wage rates: 1 ) based on constant and equal scales of wage brackets for a given job and on constant difference in amounts of money between the lowest wage rates with regard to consecutive categories,- 2 ) based on constant scale of wage brackets and on constant percentage difference between the lowest wage rates for consecutive categories (work posts) 3) based on constant difference in amounts of money between the lowest wage rates for consecutive work posts and on constant percentage scale of wage-rate brackets at a given work post; 4) based on constant percentage difference between the lowest wage rates for consecutive work posts as well as on constant percentage scale of wage rates at a given post. The last-mentioned variant provides the strongest motivation and, therefore, the author recommends its application in relation to the managerial cadre. 1986-01-01T00:00:00Z