Relevant bibliographies by topics / Employee reports

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Employee reports'

Author: Grafiati
Published: 4 June 2021
Last updated: 1 February 2022

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Journal articles on the topic "Employee reports"

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Rikhotso, Oscar, Thabiso John Morodi, and Daniel Masilu Masekameni. "Occupational Health Hazards: Employer, Employee, and Labour Union Concerns." International Journal of Environmental Research and Public Health 18, no. 10 (May 19, 2021): 5423. http://dx.doi.org/10.3390/ijerph18105423.

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This review paper examines the extent of employer, worker, and labour union concerns to occupational health hazard exposure, as a function of previously reported and investigated complaints. Consequently, an online literature search was conducted, encompassing publicly available reports resulting from investigations, regulatory inspection, and enforcement activities conducted by relevant government structures from South Africa, the United Kingdom, and the United States. Of the three countries’ government structures, the United States’ exposure investigative activities conducted by the National Institute for Occupational Safety and Health returned literature search results aligned to the study design, in the form of health hazard evaluation reports reposited on its online database. The main initiators of investigated exposure cases were employers, workers, and unions at 86% of the analysed health hazard evaluation reports conducted between 2000 and 2020. In the synthesised literature, concerns to exposure from chemical and physical hazards were substantiated by occupational hygiene measurement outcomes confirming excessive exposures above regulated health and safety standards in general. Recommendations to abate the confirmed excessive exposures were made in all cases, highlighting the scientific value of occupational hygiene measurements as a basis for exposure control, informing risk and hazard perception. Conclusively, all stakeholders at the workplace should have adequate risk perception to trigger abatement measures.
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Bulut Sürdü, Fatma, Arzu Özsözgün Çalışkan, and Emel Esen. "Human Resource Disclosures in Corporate Annual Reports of Insurance Companies: A Case of Developing Country." Sustainability 12, no. 8 (April 23, 2020): 3452. http://dx.doi.org/10.3390/su12083452.

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Employees are key stakeholders for companies to maintain their sustainability. Obtaining and disclosing information related to employees can help companies to manage and evaluate the effectiveness of human resources. This paper investigates human resource disclosures in corporate annual reports of 54 insurance companies in Turkey and identifies the determinants of the disclosure for the period of 2007–2017. For this purpose, human resource disclosures with eight subdimensions as employee health and safety, employment of minorities or women, disabled employee, employee training, employee assistance and benefits, employee remuneration, employee profiles and employee morale were obtained from corporate annual reports by content analysis. The data were statistically tested with correlation analysis and a pooled OLS (Ordinary Least Squares) models to determine the effects of return on assets, return on equity, leverage, firm size, number of employees, age of firm, public listing status, foreign ownership, company type on these disclosures. The results indicate that number of employees, foreign ownership and company type have an effect on the extent of human resource disclosure. Employee training is the most disclosed item among human resource disclosures in corporate reports. It is suggested that companies should improve their reporting and disclosure practices related to human resource development.
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Kent, Pamela, and Tamara Zunker. "Attaining legitimacy by employee information in annual reports." Accounting, Auditing & Accountability Journal 26, no. 7 (September 16, 2013): 1072–106. http://dx.doi.org/10.1108/aaaj-03-2013-1261.

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Wallace, Geoffrey L., and Robert Haveman. "Work and earnings of low-skilled women: Do employee and employer reports provide consistent information?" Journal of Economic and Social Measurement 32, no. 2-3 (December 10, 2007): 149–76. http://dx.doi.org/10.3233/jem-2007-0287.

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Kent, Pamela, and Tamara Zunker. "A stakeholder analysis of employee disclosures in annual reports." Accounting & Finance 57, no. 2 (June 29, 2015): 533–63. http://dx.doi.org/10.1111/acfi.12153.

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Pratiwi, Annisa Yuli. "PENGEMBANGAN APLIKASI DAILY ACTIVITYDI BPS PROVINSI KALIMANTAN UTARA." Jurnal Teknik Informasi dan Komputer (Tekinkom) 4, no. 1 (2021): 88–95. http://dx.doi.org/10.37600/tekinkom.v4i1.207.

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Daily Activity is an application developed by BPS-Statistics of Sulawesi Tenggara Province. The application is then also applied in BPS-Statistics of Kalimantan Utara Province. In Daily Activity, employees report their daily activities, including the outputs. The list of activities is then manually summarized every month to form an Employee Performance Achievement Report (CKP). Because the process is still manual, the preparation of CKP reports has become less effective and efficient. Thus, the author tries to develop Daily Activity by adding the Employee Performance Achievement menu. The development uses the Software Development Life Cycle (SDLC) method with the waterfall approach. With this menu, now the list of activities can be summarized automatically by activity categories. The application has been tested with black-box testing to determine its functionality. The test results show that the application meets user needs in forming CKP reports. Keywords: CKP, Employee Performance Achievement Report, PHP, SDLC, web-based.
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Taylor, Yhenneko J., Victoria C. Scott, and C. Danielle Connor. "Perceptions, Experiences, and Outcomes of Lactation Support in the Workplace: A Systematic Literature Review." Journal of Human Lactation 36, no. 4 (June 12, 2020): 657–72. http://dx.doi.org/10.1177/0890334420930696.

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Background Despite legislation requiring break time and a private space to express milk, variations exist in accommodations for breastfeeding employees in the United States. Research Aims We aimed to describe employee and employer perceptions of and experiences with workplace lactation support in the United States and to identify research needed to inform workplace lactation support programs. Methods We searched Academic Search Complete, Business Search Complete, CINAHL, MEDLINE, PubMed, and PsycInfo for peer-reviewed articles published from 2009 to 2019 ( n = 1638). We included 27 articles. Studies were categorized into four non-exclusive themes: (a) employee perceptions of and experiences with workplace lactation support; (b) employer reports of workplace lactation support; (c) association between workplace lactation support and business outcomes; and (d) association between workplace lactation support and breastfeeding outcomes. Results Analyses of associations between lactation support at work and employee breastfeeding outcomes ( n = 14, 52%), and employee perceptions of and experiences with lactation support at work ( n = 14, 52%) were most common, followed by employer reports of lactation support ( n = 3, 11%) and associations between lactation support at work and job satisfaction ( n = 3, 11%). Results indicated that workplace lactation support varied by employer, and that employee perceptions of and experiences with workplace lactation support varied by demographic and employment characteristics. The use of cross-sectional designs, unvalidated instruments, and limited representation from women with low incomes and minorities were common study limitations. Conclusions More research is needed to learn about experiences of employers and low-income and minority women with workplace lactation support and associations with business-relevant outcomes.
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Kansal, Monika, and Mahesh Joshi. "Reporting human resources in annual reports." Asian Review of Accounting 23, no. 3 (September 7, 2015): 256–74. http://dx.doi.org/10.1108/ara-04-2014-0051.

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Purpose – The purpose of this paper is to investigate the extent of corporate disclosure on human resources (HR) in the annual reports of top performing Indian companies. Design/methodology/approach – The paper explores the extent to which top 82 companies from India present information about HR in their annual reports. This study examines the annual reports of each of the top Indian firms listed on the Bombay stock exchange, using the “content analysis” method. Statistical tests have been performed to analyse the difference between the HR disclosure score across public and private sectors and disclosure variations among various industrial sectors. Findings – In-house training programmes has been noticed to be the favourite item of disclosure followed by safety awards/certifications and statements regarding cordial relations with the employees/unions. A majority of the Indian firms have ignored significant HR issues such as employee welfare fund, maternity/paternity leaves, holiday benefits, employee loans and adopting old age homes, etc. Overall, the study reflects low HR related disclosures. No statistically significant difference has been found between the mean HR disclosure from one industry to another and disclosure practices of the private and the public sector companies. Practical implications – The disclosure pattern of the Indian companies suggests that they only a few companies are concerned about employees’ welfare than the rest. This may motivate a change of the disclosure policy of the rest of the firms who may follow the reporting pattern of the most disclosing ones. Originality/value – This is first study on the disclosure of HR by the Indian corporate sector in the CSR domain with a disclosure analysis for a period of nine years . This research provides new directions for the literature in this area and may promote comparative studies on HR-based studies from different perspectives.
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Aini, Qurotul, Eka Purnama Harahap, and Fitri Faradilla. "The Effects of Sales Reports Business Intelligence on Employee Performance." Aptisi Transactions on Management (ATM) 4, no. 1 (December 31, 2019): 83–91. http://dx.doi.org/10.33050/atm.v4i1.1205.

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Abstract Selling and buying activities have been done often since long ago, and this study will be discussed about the use of technological advances, especially in the field of financial management by utilizing e-commerce. When carrying out financial data collection, staff can make recapitulation by writing each transaction in the ledger, then counting the data to be the income information. However, the process is not in tune with current technological progress, because it still use a data collection process that requires a lot of time and energy. Thus, to overcome this problem, e-commerce websites are used so that it can manage finances accurately and quickly. In this study, there are 4 (four) problems that will be overcome with 2 (two) methods, and 1 (one) solution as the answer. The advantages of e-commerce website is that it has an informative viewboard regarding financial management, which can be accessed anytime and anywhere, so it is concluded that the use of e-commerce website is able to overcome the problems found in the financial management field of Raharja Internet Cafe at Perguruan Tinggi Raharja.
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Saragih, Yuni Marlina, Winda Irma Wati Br Siagian, Fandi Halim, and Zulpa Salsabila. "Pengembangan Sistem Informasi Manajemen Sumber Daya Manusia." JURNAL MEDIA INFORMATIKA BUDIDARMA 3, no. 4 (October 31, 2019): 400. http://dx.doi.org/10.30865/mib.v3i4.1548.

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A human resource management is an integrated system important to a company, resulting in a need for better employee attendance and the need for more informed decision-making regarding new employee recruitment management, employee appraisal, position placement, employee training, employee service, and employee dismissal. Because of these, an integrated system is needed in handling the attendance process until the employee termination. So as to meet the needs of the company in the management of data attendance of employees better by minimizing the occurrence of fault, reduce paper use and worktime of HR department in attendance recording and help HR managers on making more appropriate decisions related to existing processes in company such as helping on determining appropriate employees occupy positions based on position qualification with the employee ability. This Information System Development using System Development Lifecycle methodology (SDLC) begin with designing Fishbone Diagram, Data Flow Diagram (DFD), PIECES Diagram, system interface design, Microsoft Visual Studio 2012 as input, Microsoft SQL Server 2012 as data storage and SAP Crystal Reports as output in reports. The authors hope, the results of this information system development can help companies to deal with existing problems in human resource management.
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Dissertations / Theses on the topic "Employee reports"

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Gogotya, Ntombizodwa Wonkie. "Productivity in South Africa as measured by changes in value added per employee per year." Thesis, Stellenbosch : Stellenbosch University, 2004. http://hdl.handle.net/10019.1/50069.

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Thesis (MBA)--Stellenbosch University, 2004.
ENGLISH ABSTRACT: One of the objectives of corporate reporting is the communication of information on a company's performance to all stakeholders. The traditional financial statements (balance sheet, income statement and the cash flow statement) do not sufficiently meet all of the above requirements. In view of this, the study project acknowledges the need for corporate reporting beyond the traditional conventional financial reports. This therefore necessitated the use of a Value-Added Statement (VAS) as one of the financial statements that is regarded to have the ability to enhance corporate reporting. A VAS is based on an economic concept and, therefore, a contribution of a specific company towards the Gross Domestic Product (GOP) can be directly measured. Although a VAS does not solely disclose all of the information pertaining to the economic performance of business enterprise, it is believed that the statement can assist interested parties in making well-informed economic decisions. However, the publication of a VAS is still not a statutory regulation in South Africa. The findings indicate some limitations in the manner in which a VAS is published. The format is not statutory and is not audited, but there are opportunities for further research and improvement. This aspect has unfortunately led some users to mistrust the statement. For example, it almost always indicates that the labour component takes most of the value added (Hird, 1983). Statistical tests (e.g. Shapiro-Wilk's W Spearman R Test, histograms) have been conducted. These tests show a weak negative relationship between change in number of employees and change in value added by each employee. This suggests that value added per employee is not the only factor that contributes to productivity. There is therefore not enough evidence to conclude that companies that reduce the number of employees improve productivity.
AFRIKAANSE OPSOMMING: Een van die doelwitte van korporatiewe verslaggewing is om inligting oor die prestasie van 'n maatskappy aan alle belangegroepe te kommunikeer. Die tradisionele finansiële state (balansstaat, inkomstestaat en kontantvloeistaat) voldoen nie heeltemal aan bogenoemde vereistes nie. In die lig hiervan erken die studieprojek die behoefte aan korporatiewe verslaggewing bo en behalwe die tradisionele finansiële verslae. Dit het dus die gebruik van die toegevoegdewaardestaat (TWS) genoodsaak as een van die finansiële state wat daartoe kan bydra om korporatiewe verslaggewing te verbeter. 'n TWS is gebaseer op 'n ekonomiese konsep. Daarom kan 'n bydrae van 'n spesifieke maatskappy tot die Bruto Binnelandse Produk (BBP) direk gemeet word. Hoewel 'n toegevoegdewaardestaat nie op sy eie al die inligting oor die ekonomiese prestasie van 'n besigheidsonderneming blootlê nie, kan dit belangstellende partye help om ingeligte ekonomiese besluite te neem. Die publikasie van 'n toegevoegdewaardestaat is egter nog nie 'n statutêre regulasie in Suid-Afrika nie. Die bevindinge dui op 'n aantal beperkinge in die wyse waarop 'n TWS gepubliseer word. Die formaat is nie statutêr nie en word nie geouditeer nie, maar daar is geleenthede vir verdere navorsing en verbetering. Hierdie aspek het ongelukkig daartoe gelei dat sommige gebruikers die staat wantrou. Byvoorbeeld: Die VAS dui feitlik altyd aan dat die arbeidskomponent die meeste van die toegevoegde waarde opneem (Hird, 1983). Statistiese toetse (bv. Shapiro-Wilk se W Spearman R Toets, histogramme) is uitgevoer. Hierdie toetse dui op 'n swak negatiewe verhouding tussen verandering in die aantal werknemers en verandering in die waarde wat deur elke werknemer toegevoeg word. Dit dui daarop dat die waarde wat per werknemer toegevoeg word nie die enigste faktor is wat bydra tot produktiwiteit nie. Daarom lewer dit nie genoegsaam bewys om tot die gevolgtrekking te kom dat maatskappye wat hul aantal werknemers verminder terselfdertyd produktiwiteit verhoog nie.
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Suehs, Derrick. "Emotional Intelligence and Employee Engagement| A Quantitative Study to Explore the Relationship between the Emotional Intelligence of Frontline Managers and Supervisors and the degree of Employee Engagement of their Direct Reports in a Tertiary Care Health Care Setting." Thesis, St. John Fisher College, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10009744.

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The health care industry is moving from a volume-based, fee-for-service financial reimbursement system to a value-based purchasing model. These changes have caused substantial challenges in the delivery of care. Hospital leaders must conduct business differently to lower cost, improve safety outcomes, and be more efficient and effective.

Numerous studies show engaged employees improve operational performance. Past studies point to leaders with high emotional intelligence who are effective at engaging employees. The purpose of this study was to determine if there is a statistically significant correlation between frontline managers and supervisors’ emotional intelligence and the degree of engagement of their direct reports.

The research questions were: (a) what is the level of employee engagement among those who participated in the study, (b) what is the level of emotional intelligence of the frontline managers and supervisors who participated in the study, and (c) using inferential statistics, is there a statistically significant correlation between emotional intelligence of frontline managers and supervisors and the employee engagement of their direct reports.

The study used non-experimental, quantitative analytics to test the hypothesis. A bivariate correlation procedure called Pearson’s Product-Moment Correlation was used to determine the potential relationship between the emotional intelligence of 24 frontline managers and supervisors and employee engagement of their direct reports, totaling 585 employees. Though a favorable, moderate correlation was found with a Pearson r of 0.39267 at a p value of 0.0577, the hypothesis was denied. The favorable correlated relationship found supports the growing scholarly work.

Future studies may provide greater understanding and value of the relationship between emotional intelligence and employee engagement. Additional recommendations were made to improve organizational performance through leadership development, recruitment, culture engineering, and ongoing assessment of managerial effectiveness.

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Nordström, Diana, and Sofie Svensson. "Vad redovisar stora bolag frivilligt om anställda och vilka faktorer påverkar omfattningen?" Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-16922.

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Syfte: Studien har två syften: Att beskriva förekomsten av kategorier och omfattningen av frivillig redovisning om anställda som är relaterad till bolagens sociala ansvar (CSR). Att förklara vilka faktorer som påverkar omfattningen av frivillig redovisning relaterat till anställda.  Metod: Då studien har ett förklarande syfte som berör omfattningen av frivillig redovisning om anställda, så har kvantitativa metoder använts och data till studien har samlats in via en kvantitativ innehållsanalys. Studien utfördes på 56 av de 58 bolag som befann sig på Large Cap, Stockholmsbörsen 2012, varav två bolag fick räknas som bortfall på grund av andra redovisningssätt än de övriga. Datat analyserades sedan genom deskriptiv statistik och multipla regressionsanalyser.  Resultat & slutsats: Stora bolag på Stockholmsbörsen redovisar frivilligt multipla kategorier information om anställda, men den kategori som generellt används mest är profilinformation om anställda. Den faktor som främst förklarar den frivilliga informationen om anställda är bolagets skuldkvot, men också vilken industrisektor ett bolag tillhör har betydelse. Den teori som främst förklarar frivillig redovisning om anställda är agentteorin.  Förslag till fortsatt forskning: I denna studie upptäckte vi att bolag redovisar fler kategorier om anställda än vad vi i vår studie deducerat fram från tidigare forskning. En kvalitativ kartläggning av kategorierna kan därför vara ett förslag till fortsatt forskning.  Uppsatsens bidrag: Mycket av tidigare forskning när det gäller frivillig redovisning har haft ett generellt fokus, där flera olika kategorier information som berör socialt ansvar (CSR) har använts och mycket av den har berört miljö eller finansiell information. Denna studie däremot har fokus på vad bolag specifikt frivilligt redovisar om anställda och detta specifika fokus har inte tidigare utförts på stora bolag på Stockholmsbörsen.
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Höök, Jennifer, and Merna Issak. "Hållbarhetsredovisning : En kvalitativ studie om begriplighet, användbarhet och relevans av en hållbarhetsrapport ur ett medarbetarperspektiv." Thesis, Södertörns högskola, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-39114.

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Title: Sustainability accounting - A qualitative study about the understanding, usefulness and relevance of sustainability reporting based on an employee perspective. Problematization: There has been previous research about sustainability reporting through an external point of view. There is however a gap in research about sustainability reporting from an employee perspective. Purpose: The purpose of this study is to develop a better comprehension of how employees perceive the information presented in sustainability report and if they feel that the report is aimed for them or external stakeholders. Frame of reference: This episode began with previous research about the three qualitative characteristics that are used when creating a financial report. The framework of GRI is also presented. Lastly the stakeholder theory and stakeholder dialogue are introduced. Method: This study has a qualitative approach where 10 semi-structured interviews have been held to collect data. Research: The employees have a better understanding of the information related to the social and environmental issues. Furthermore they only consider the information regarding the environment to be useful in their daily work. The employees believe that the environmental and social part of the report is relevant while the economic could not be assessed by the employees. Conclusions: Diagrams, thorough explanations and knowledge of the subject increased the understanding of the report. The economical part can be further understood if there is more extensive content. The information becomes useful when they can directly use it in their daily work and when they feel that the information is aimed for them. They need to receive the information through meetings for it to be useful for them. They had little previous knowledge of the economical part and were there for not able to assess the relevance of the report's content while the environmental and the social area were relevant because the content has currently been highlighted in newspapers and debates.
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Leong, Soi Wan. "A self-report survey on occupational crime and gambling-related crime and deviance committed by personnel working in Macau gaming industry." Thesis, University of Macau, 2018. http://umaclib3.umac.mo/record=b3953496.

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Scheetz, Andrea M. "The Effect of Psychological Contract Violations on Employee Intentions to Report Fraud." Case Western Reserve University School of Graduate Studies / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=case1459529297.

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Vick, Linda. "Cross-cultural Training of Chinese Managers and Workers by U.S. Companies: A Comparative Cultural Analysis of the Problems Reported by U.S. Trainers." PDXScholar, 1993. https://pdxscholar.library.pdx.edu/open_access_etds/4632.

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As Western business increases in China and China acquires more technology from the West, the need to effectively train the Chinese workforce becomes more important. Identifying and understanding the perceived problems that Western corporate trainers encounter when they train Chinese may lead to more effective and efficient training programs. This study examines the experiences of trainers, working for American companies, who have designed and implemented training programs for Chinese from the People's Republic of China. The purpose of the study is to identify perceived problems the trainers encounter and to determine whether differences between Chinese and American cultures may account for these problems. Hofstede's Value Dimensions of Cultural Difference and Hall's Low-High Context Communication Schema are used to analyze the dimensions of cultural difference operating between the trainers and students of these training programs. Hofstede's and Hall's rating of U. S. culture as an individualist, moderately low power-distance, moderately weak uncertainty-avoidance, low context culture contrasts with the collectivist, moderately high power-distance, moderately strong uncertainty-avoidance, high context Chinese culture. Hofstede suggests that when a trainer from a culture with the American configuration trains students from a culture with a Chinese configuration several problems are likely to occur. Specific examples are included in the text. In-depth interviews, lasting between two and three hours, were conducted with nine trainers working for eight American companies. The data were analyzed using an ongoing constant comparative method which produced evolving problem categories and themes. In the final analysis of the data, three major problem categories, each with several subcategories, emerged. The major problem category, Power and Authority includes problems dealing with, Bureaucratic Maze, Decision-making, Getting Things Done, Communication, and the Chinese system of Connections. The second major problem category, Training and Learning Problems describes problems pertaining to Language, Training and Learning Processes, Problem-solving, Technical Sophistication, and Selection of Trainees. The third major problem category, Work Attitudes and Behavior addresses problems relating to Motivation, Responsibility, and Work Habits. Using Hofstede's Dimensions of Cultural Differences and Hall's Low-High Context Communication Schema, a sample of the most salient problems are analyzed for cultural differences between Chinese and American culture. Hofstede's and Hall's theories identify various dimensions of cultural differences between China and the U.S. which potentially lead to problems in a training context. The research revealed several perceived problems common to trainers of Western companies in training Chinese from the People's Republic. This study concludes that many of these problems can be explained in terms of the cultural differences identified by Hofstede and Hall. Finally, recommendations are made concerning both design and implementation of more effective training for Chinese. Possibilities for future study are suggested.
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Chou, Cathy Kai-i. "Organizational attachment of newspaper reporters how professional sentiments come into play /." Diss., Columbia, Mo. : University of Missouri-Columbia, 2006. http://hdl.handle.net/10355/4547.

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Thesis (M.A.) University of Missouri-Columbia, 2006.
The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on August 22, 2007) Includes bibliographical references.
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Knerr, Amanda. "The effectiveness of Making Achievement Possible (MAP) reports in aiding residence hall directors in hall decision-making." Virtual Press, 2002. http://liblink.bsu.edu/uhtbin/catkey/1230603.

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The purpose was to assess the extent of use of Making Achievement Possible reports in aiding hall directors in making decisions for their hall in five areas: academic initiatives, hall activities, disciplinary proceedings, conversations with students, and assessing community. Current hall directors were surveyed during January 2002 regarding use of MAP reports in these areas. Two focus groups were held to gain more specific examples of report use, to determine possible changes, and to identify factors that affect use in decision-making. It was determined that the reports are used in academic initiatives, disciplinary proceedings, and in assessing community strengths, but are not used in other areas of job responsibility. Issues that affected use included time, training, and the amount of information found on the report. Training in basic research methodology and in applying results to practice could lead to better utilization of the MAPP reports in hall decision-making.
Department of Educational Studies
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Green-Ivey, Starla Lynn. "Workplace competencies (SCANS) of job applicants as reported by human resource personnel /." free to MU campus, to others for purchase, 2002. http://wwwlib.umi.com/cr/mo/fullcit?p3055238.

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Books on the topic "Employee reports"

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David, Martin. Employee reports: A practical guide. Epping, Essex: Buddenbrook, 1987.

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Schmitt, Ray. Processing fees for employee benefit plan reports. [Washington, D.C.]: Congressional Research Service, Library of Congress, 1989.

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Ramos, Michael J. SAS no. 70 reports and employee benefit plans. New York, NY: American Institute of Certified Public Accountants, 2005.

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Higginbottom, Dale E. Employee reports: The rhetoric, the research and the reality. London: North East London Polytechnic, 1986.

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Seenan, Andrew J. The provision of accounting reports to meet employee information needs. [Dundee]: [Institute of Technology], 1986.

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International Congress of Comparative Law (14th 1994 Athens, Greece). Employees' collective rights in the public sector: General and national reports. The Hague: Kluwer Law International, 1997.

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International, Congress of Comparative Law (l4th 1994 Athens Greece). Employees' collective rights in the public sector: General and national reports : XIVe Congrès international de droit comparé = XIVth International Congress of Comparative Law, Athens, August 1994. The Hague: Kluwer Law International, 1997.

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American Institute of Certified Public Accountants. Auditing Standards Division. Illustrative auditor's reports on financial statements of employee benefit plans comporting with statement on auditing standards no. 58, reports on audited financial statements, December 15, 1988. New York, N.Y. (1211 Ave. of the Americas, New York 10036-8775): AICPA, 1988.

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Management, Institute of Personnel. Annual reports - employee involvement statement: The fourth year, 1987; notes of guidance on Section 1 of the Employment Act 1982. 5th ed. London: Institute of Personnel Management, 1988.

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California. Bureau of State Audits. Investigative report: Theft of funds from a long-term savings plan by a state employee. Sacramento, Calif: Bureau of State Audits, 1996.

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Book chapters on the topic "Employee reports"

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Begall, Katia, and Tanja van der Lippe. "The Educational Gradient in Company-Level Family Policies." In The Palgrave Handbook of Family Policy, 575–602. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-54618-2_22.

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AbstractIn this chapter, the educational gradient in access to different organizational work-family policies is examined using unique multilevel survey data from the European Sustainable Workforce Survey covering nine European countries. A total of six different work-family policies are studied, representing working-time arrangements, leaves, and services. By combining information provided by the organization, the direct supervisor, and the employee we show that for all policies, access reported by employees is substantially lower than provision reported by the team managers, which in turn is lower than the provision reported by the HR managers. This points to complex processes in the distribution of information in organizations. Moreover, at the organizational as well as the employee level, higher skilled employees have more access to working-time arrangements. We conclude that the skill gaps in the access to organizational work-family policies identified in this chapter form an important dimension of social inequality in today’s labor market.
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Fabbris, Luigi, and Manuela Scioni. "Does an entrepreneurial spirit animate fresh graduates in their work-seeking during uncertain times?" In Proceedings e report, 11–16. Florence: Firenze University Press, 2021. http://dx.doi.org/10.36253/978-88-5518-304-8.04.

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The labour market is becoming harder and harder even for graduates. The economic difficulties added by Covid-19 restrictions worsened the graduates’ employability. In our opinion, public authorities should intervene to soften the school-to-work transition and graduates should become more entrepreneurial to overcome own market difficulties. We realised a survey on graduates from Padua University, the largest university in the Veneto region, Italy. In this survey, among other things, the entrepreneurial spirit of graduates was investigated. This spirit is intended as both the propensity to undertake an own business and the skill to find own ways and resources to overcome the possible difficulties while searching for a job either as employee or self-employed. It emerged that the propensity to start an own business concerns only a bunch of fresh graduates and that the capacity to implement personality resources is large among young people but remains unexplored because of cultural and contingent reasons.
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Salaün, Jessica, Sylvain Pioch, and Jean-Claude Dauvin. "Artificial reef along theFrench Mediterranean coastline: toward innovative integrated biodiversity management." In Proceedings e report, 309–15. Florence: Firenze University Press, 2020. http://dx.doi.org/10.36253/978-88-5518-147-1.31.

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Coastal zones are subjected to human pressure and it is necessary to protect and manage these productive and sensitive ecosystems. Artificial Reefs (AR) are relevant tools to overcome these challenges. For nearly a decade they have been used in ecological engineering in order to restore specific habitat functionalities. In the meantime, they are also employed to manage human activities. The review of the latest projects on the French Mediterranean coast shows that apart from the ecological objectives, AR are also social tools that could help to enlarge an integrated approach of an ecosystem.
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Cataldo, Rosanna, Laura Antonucci, Corrado Crocetta, Maria Gabriella Grassia, and Marina Marino. "A bibliometric study of global research activity in relation to the use of partial least squares for policy evaluation." In Proceedings e report, 49–54. Florence: Firenze University Press, 2021. http://dx.doi.org/10.36253/978-88-5518-304-8.11.

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Structural equation modeling (SEM), especially partial least squares path modeling (PLS-PM) has become a mainstream method in many fields of research. In the last years it has been increasingly disseminated in a variety of disciplines. The researchers have been promoting this new statistical methods for the evaluation of policies. Generally, policy evaluation applies evaluation principles and methods to examine the content, implementation or impact of a policy. To better understand and characterize this trend, a bibliometric study of international papers on this subject has been developed in order to describe the use of SEM and PLS-PM approaches in the policy evaluation in the almost last 20 years. A total of 450 articles from 2000 to 2020 have been selected and analyzed in order to discover the research trends in this field and the main dimensions and words related to the terms “decision making” and “SEM-PLS” approach, that are most commonly employed in the scientific literature. The research has been conducted in theWeb of Science from ISI Web of Knowledge database and Scopus database, with the aim of identifying the major themes, authors, areas, types of the sources, titles, years of publication and countries of these publications, as well as the main themes related to the two topic analyzed
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Boukis, Achilleas, Giannis Kostopoulos, Ilianna Katsaridou, and Kostas Kaminakis. "Enhancing Contact Employees’ Fit With Their Environment and Willingness to Report Service Complaints." In Developments in Marketing Science: Proceedings of the Academy of Marketing Science, 419–27. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-10951-0_159.

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Kittl, Christian, and Markus Streibl. "Live Video Assistance Systems for Assembly Processes." In IFIP Advances in Information and Communication Technology, 324–31. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-72632-4_24.

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AbstractWork processes and assembly processes are increasingly gaining in complexity in the industrial context and demand a wealth of knowledge from assembly employees, as well as from service and maintenance personnel. The article describes a system developed in order to support assembly workers using a live video assistance system in combination with “wearables” - in particular smart glasses - in complex assembly processes by experts and reports findings from an acceptance analysis study.
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Zammarchi, Gianpaolo, Giulia Contu, and Luca Frigau. "Using eye-tracking to evaluate the viewing behavior on tourist landscapes." In Proceedings e report, 141–46. Florence: Firenze University Press, 2021. http://dx.doi.org/10.36253/978-88-5518-304-8.28.

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Every tourist website employs images to attract potential tourists. In particular, destination tourism websites use environmental images, such as landscapes, to attract the attention of tourists and to address their purchase choice. Nowadays the effectiveness of these tools has been enhanced by the use of eye-tracking technology. That allows measuring the exact eye position during the visualization of images, texts, or other visual stimuli. Consequently, eye-tracking data can be processed to obtain quantitative measures of viewing behavior that can be analyzed for several purposes in many fields such as to cluster consumers, to improve the effectiveness of a website and for neuroscience studies. This work is aimed to use eye-tracking technology to investigate user behavior according to different types of images (e.g. natural landscapes, city landscapes). Specifically, we compare different statistical descriptive tools with supervised and unsupervised models. Furthermore, we discuss the effectiveness of their results and their capacity to provide satisfactory and interpretable solutions that can be used by decision-makers.
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"Financial Reports." In Preventing and Detecting Employee Theft and Embezzlement, 189–203. Hoboken, NJ, USA: John Wiley & Sons, Inc., 2015. http://dx.doi.org/10.1002/9781119205135.ch12.

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Bliese, Paul D., Eliza W. Wicher, and Dhuha Abdulsalam. "Optimizing Differences Between Groups Is Important." In Employee Surveys and Sensing, 288–305. Oxford University Press, 2020. http://dx.doi.org/10.1093/oso/9780190939717.003.0018.

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Firms rely on aggregate responses from engagement survey data in order to differentiate between teams of direct reports under specific managers, divisions, business units, etc. In this chapter, the authors show that items vary with respect to being able to differentiate groups and provide concrete and practical information relevant to selecting items used in engagement surveys. Specifically, the authors show how item-level intraclass correlation coefficient type 1 (ICC[1]) values can provide useful information to optimize group differentiation beyond traditional psychometrics. Using multiple examples from applied settings, they provide insights regarding interpreting ICC(1) values, wording of survey items, stability of ICC(1) values, and the difference between ICC(1) values and traditional psychometric values.
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Brightenburg, Mark E., J. Lee Whittington, Simone Meskelis, and Enoch Asare. "Job Engagement Levels Across the Generations at Work." In Global Applications of Multigenerational Management and Leadership in the Transcultural Era, 108–37. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-5225-9906-7.ch004.

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For more than a decade, low levels of employee engagement have consistently been reported by the press and consultant community. A recurring chorus has emerged from this pattern of reporting: not only are less than 30% of employees fully engaged in their work, but this statistic is even lower among the fastest growing segment of the workforce – Millennials. But is the engagement level of Millennials really as low as reported? Are Millennials more likely to be actively disengaged than their older coworkers? This chapter takes a fresh look at these questions. A series of field studies were conducted to determine if there are indeed large differences in the level of engagement between the generations. The research conclusions in this chapter are at odds with the often-cited reports of low employee engagement. The reason for this variance is discussed and actionable solutions for facilitating high levels of employee engagement across a generation-diverse workforce are offered.
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Conference papers on the topic "Employee reports"

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Dickes, R., and T. Wood. "Using Employee Risk Identification Reports to Measure Safety Performance and Set Safety Priorities." In SPE International Conference on Health, Safety, and Environment in Oil and Gas Exploration and Production. Society of Petroleum Engineers, 2004. http://dx.doi.org/10.2118/86743-ms.

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Esteve, Vincent. "Advanced Automation in the Heat Treat Industry." In HT2021. ASM International, 2021. http://dx.doi.org/10.31399/asm.cp.ht2021exabp0062.

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Abstract Over the last 20 years, automation and robotics have become standard in production centers all around the world. In contrast, heat treatment processes are still typically manual and employee task oriented. In this presentation, we will review the latest developments and integration processes to improve the tact time of furnaces and guarantee process stability load after load, part after part. We will expand on how to use robotics for automatically loading and unloading a variety of parts on fixtures, and how automation can be utilized for checking mechanical and dimensional property before and after heat treatment. In addition, we will discuss how recipes can be automatically uploaded and full reports generated with details such as compliance and tolerances.
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Saito, Shinobu, and Yukako Iimura. "Toward Understanding of Employee Motivation for Software InnerSourcing : Industrial Experience Report." In 2021 IEEE/ACM Joint 15th International Conference on Software and System Processes (ICSSP) and 16th ACM/IEEE International Conference on Global Software Engineering (ICGSE). IEEE, 2021. http://dx.doi.org/10.1109/icssp-icgse52873.2021.00013.

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Costabile, G., B. De Vivo, L. Egiziano, P. Lamberti, and V. Tucci. "Performances of dielectric greases for rolling bearings employed in high power induction motors fed by PWM inverters." In 2007 Annual Report - Conference on Electrical Insulation and Dielectric Phenomena. IEEE, 2007. http://dx.doi.org/10.1109/ceidp.2007.4451484.

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Tubosun, Fagbe. "Risk Identification Report and Employee Motivation – Strategy for Capacity Development in the Nigeria Energy Sector." In Nigeria Annual International Conference and Exhibition. Society of Petroleum Engineers, 2009. http://dx.doi.org/10.2118/128358-ms.

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Hessami, Mir-Akbar. "A Template for the Integration of Teaching and Learning of Communication Skills in the Engineering Course." In ASME 2009 International Mechanical Engineering Congress and Exposition. ASMEDC, 2009. http://dx.doi.org/10.1115/imece2009-10561.

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Published studies in the open literature and experience of new engineering graduates have shown that employees who are able to clearly communicate their thoughts and ideas to their employers through written reports and oral presentations advance more quickly in the organisation compared to those who lack these skills even if they possess superior technical knowledge. Also, surveys of engineering employers have shown that while the technical knowledge of engineering graduates is considered to be adequate, the perception is that graduates lack the personal communication skills required of them in the work place. The traditional method of teaching communication skills to engineering students is through especially designed units which are taught by specialists in the field of communication. Engineering students generally consider these units to be of little importance due to a lack of engineering relevance. In order to overcome such shortcomings, teaching and learning of communication skills was integrated with the teaching of technical contents to final year students in a two-semester long Final Year Project (FYP) core unit in the undergraduate engineering degree during 2003 to 2008. The assessments tasks for the FYP unit included submission of a Project Proposal, a Progress Report, a Research Paper and a Final Report, plus an Oral Presentation. Students were given instruction on how to prepare for these activities at appropriate times during the semester. This paper describes the details of the approach used and the results obtained by students who have completed this unit.
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Alang, Jermias, and Amram Rohi Bire. "Differences In Employee Productivity Koperasi Serba Usaha Tunas Mandiri Before And After Using The Financial Report Information System." In Proceedings of the 1st International Conference on Engineering, Science, and Commerce, ICESC 2019, 18-19 October 2019, Labuan Bajo, Nusa Tenggara Timur, Indonesia. EAI, 2019. http://dx.doi.org/10.4108/eai.18-10-2019.2289967.

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Vlasova, S. A. "Automated system for creating and supporting a database of research results of academic organizations’ employees." In Всероссийская научная конференция "Единое цифровое пространство научных знаний: проблемы и решения". Москва, Берлин: Директмедиа Паблишинг, 2021. http://dx.doi.org/10.51218/978-5-4499-1905-2-2021-208-220.

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The article describes the automated system for creating and maintaining a database of scientific works of academic institution’s employees, developed by specialists of the Joint Supercomputer Center RAS. The system’s information base contains data about objects: the authors, related organizations (places of their work), publications at the analytical and monographic levels, sources (publications at the summary level — journals, collections), reports made at scientific conferences, symposia, seminars. The system has an administrative module designed to enter and edit data. The user’s module of the system is a special search engine that searches for information about publications, sources, reports, events, authors by processing search queries. A distinctive feature of the system is the introduced concept of «equivalent» objects. Such objects are «persons» corresponding to the same author with different spellings of the last name in the bibliographic descriptions of publications; organizations with different versions of names; articles which are published without changes in different languages.
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Andreeva, Andriyana, and Galina Yolova. "IMPACT OF THE NEW INDUSTRIAL REVOLUTION ON THE LABOUR - LAW RELATIONSHIP IN THE SPHERE OF EMPLOYMENT IN THE AGRICULTURE." In SUSTAINABLE LAND MANAGEMENT - CURRENT PRACTICES AND SOLUTIONS 2019. University publishing house "Science and Economics", University of Economics - Varna, 2021. http://dx.doi.org/10.36997/slm2019.144.

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The report examines the impact of the new Industrial Revolution on the labour-law relationship in the sphere of employment in the agriculture. After examination and classification of the factors, having impact on the employed in this sector the authors motivate the necessity of re-thinking of the measures for involvement of the workers and employees in the sector of agriculture.
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Antonova, Katya. "PHYSICAL AND PSYCHO-SOCIAL RISKS FOR EMPLOYEES IN THE CONDITIONS OF DIGITALIZATION." In THE LAW AND THE BUSINESS IN THE CONTEMPORARY SOCIETY 2020. University publishing house "Science and Economics", University of Economics - Varna, 2020. http://dx.doi.org/10.36997/lbcs2020.46.

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The new working conditions related to digitalization are a prerequisite for the emergence of new risks in the work environment. The aim of the author in this report is to consider some of the physical and psychosocial risks associated with the new nature of work and on this basis to propose measures to improve the conditions for safety and health at work in organizations.
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Reports on the topic "Employee reports"

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Holland, Renee L. CY2016 HRMC Health Risk Appraisal Summary Report - Employee Population. Office of Scientific and Technical Information (OSTI), July 2017. http://dx.doi.org/10.2172/1374249.

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Carley, Valerie, and Ben Klein. Behavioral Health/Employee Assistance Interim Program Report FY 2020. Office of Scientific and Technical Information (OSTI), August 2020. http://dx.doi.org/10.2172/1657654.

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Woodbury, Stephen A. Employer Training Needs in Hawaii: Summary Report. W.E. Upjohn Institute, November 1992. http://dx.doi.org/10.17848/wp92-15.

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Deal, Jennifer, Kristin Cullen, Sarah Stawiski, William Gentry, and Marian Ruderman. World Leadership Survey Biannual Report on Employee Commitment and Engagement 2013–2014. Center for Creative Leadership, 2015. http://dx.doi.org/10.35613/ccl.2015.2048.

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" From the Executive Summary: ""The purpose of the World Leadership Survey (WLS) is to provide a window into how professionals, managers, and executives view their life within the organization. This view of the employee experience will help leaders of organizations understand what employees experience, and what the organization can do to improve commitment and reduce turnover. The good news for organizations in the United States and Canada (the sample for this report) is that respondents are mostly committed to their organizations, satisfied with their jobs and their pay, work more than the typical 40-hour workweek, and do not currently intend to leave their jobs. The professionals, managers, and executives surveyed feel supported by their organization and by their direct supervisor, and think that their organizations are economically stable. Unfortunately they also feel overloaded, with their work disproportionately interfering with the rest of life, and that there is a high level of political behavior within their organization. Both overload and overt political behavior can reduce individual and organizational effectiveness. This report describes the current employee experience, and what organizations can focus on to maintain and improve commitment and engagement."
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Keefer, Philip, Sergio Perilla, and Razvan Vlaicu. Research Insights: Public Sector Employee Behavior and Attitudes during a Pandemic. Inter-American Development Bank, July 2021. http://dx.doi.org/10.18235/0003388.

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New data on public sector employees from 18 Latin American countries shed light on the role of trust in the performance of government agencies. An original survey conducted during the first COVID-19 wave includes randomized experiments with pandemic-related treatments. Individual-level trust in coworkers, other public employees, and citizens is positively related to performance-enhancing behaviors and policy attitudes. High-trust and low-trust respondents report different assessments of their main work constraints. Also, they draw different inferences and prefer different policy responses when exposed to data-based framing treatments about social distancing outcomes in their countries.
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Hunt, H. Allan. Analysis of Persistence in Employer Injury Rates: Final Report. W.E. Upjohn Institute, March 1993. http://dx.doi.org/10.17848/tr93-002.

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Merwin, S. E., W. H. Millet, and R. J. Traub. Radiation exposures for DOE contractor employees-1988. Twenty-first annual report. Office of Scientific and Technical Information (OSTI), December 1990. http://dx.doi.org/10.2172/1209074.

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none,. Radiation exposures for DOE and DOE contractor employees, 1987. Twentieth annual report. Office of Scientific and Technical Information (OSTI), October 1989. http://dx.doi.org/10.2172/7243345.

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Smith, M. H., T. E. Hui, W. H. Millet, and V. A. Scholes. Radiation exposures for DOE and DOE contractor employees, 1990. Twenty-third annual report. Office of Scientific and Technical Information (OSTI), March 1994. http://dx.doi.org/10.2172/10142164.

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Smith, M. H., T. E. Hui, W. H. Millet, and V. A. Scholes. Radiation exposures for DOE and DOE contractor employees - 1991. Twenty-fourth annual report. Office of Scientific and Technical Information (OSTI), November 1994. http://dx.doi.org/10.2172/10102244.

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