Human Resource Management (Available Titles Coursemate)

Info iconThis preview shows pages 1–2. Sign up to view the full content.

View Full Document Right Arrow Icon

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon
This is the end of the preview. Sign up to access the rest of the document.

Unformatted text preview: M O N T H L Y L A B O R REVIEW October 1987 e Research Summaries each State's unemployment insurance database. Establish- ments that have at least 50 initial claims filed against them during a 3-week period are targeted for contact by the State agency to determine the permanency of these separations, the total number of persons separated, and the reasons for these separations. Establishments are identified by industry and location and detailed socioeconomic characteristics of unemployment insurance claimants, such as age, race, sex, ethnic group, and place of residence, are noted. The pro- gram yields information on the entire period of insured unemployment of individuals, to the point where their regu- lar unemployment insurance benefits are exhausted . As indicated previously, 11 States provided data in the program for all of 1986; by the second half of that year, 26 States were fully participating. (Data are also provided in the report for those 26 States, aggregated over the last half of 1986.) Currently, 47 States and the District of Columbia are participating in the program . Copies of the report to the Congress are available from the Bureau of Labor Statistics, Division of Local Area Unem- ployment Statistics, 441 G Street, NW, R o o m 2083, Wash- ington, Dc 20212 . F O O T N O T E S I For related information, see Sharon P . Brown, " H o w often do workers receive advance notice of layoffs?" Monthly Labor Review, June 1987, pp. 13-17. z The reporting system covers layoff events of 30 days or more in which at least 50 initial claims for unemployment compensation were filed in a 3-week period by separated workers against their former employer . Pay-for-knowledge compensation plans: hypotheses and survey results N I N A G U P T A , T I M O T H Y P . SCHWEIZER, A N D G . D O U G L A S JENKINS, JR . In recent years, the U .S. business environment has been characterized by fierce international competition and rapid technological change. This has been accompanied by a surge of workplace innovations such as quality-of-worklife programs, autonomous work groups, and employee stock ownership plans, to name a few . One particular innovation which has received national attention is "pay-for- knowledge" compensation plans, also referred to as skill- based pay or knowledge-based pay plans.' Unlike tradi- Nina Gupta is assistant professor, College of Business Administration, University of Arkansas ; Timothy P . Schweizer is assistant professor, De- partment of Economics, Accounting, and Management, Luther College; and G . Douglas Jenkins, Jr. is associate professor, College of Business Administration, University of Arkansas . This report is based on a paper the authors presented at the annual meeting of the National Academy of Man- agement in Chicago, August 1986 ....
View Full Document

This document was uploaded on 03/07/2012.

Page1 / 6

rpt2full - M O N T H L Y L A B O R REVIEW October 1987 e...

This preview shows document pages 1 - 2. Sign up to view the full document.

View Full Document Right Arrow Icon
Ask a homework question - tutors are online