Personnel Records (personnel + record)

Distribution by Scientific Domains


Selected Abstracts


Analysing the Gender Wage Gap (GWG) Using Personnel Records

LABOUR, Issue 2 2009
Christian Pfeifer
We use monthly personnel records of a large German company for the years 1999,2005 to analyse the gender wage gap (GWG). The unconditional GWG is 15 per cent for blue-collar and 26 per cent for white-collar workers. Different returns to entry age explain a substantial part of the GWG as well as segregation of men and women in different hierarchical levels. The relative GWG increases with increasing tenure for blue-collar but declines for white-collar workers. Taking into account the different impact of general and firm-specific human capital on white-collar and blue-collar occupation, this is consistent with theories of statistical discrimination. [source]


Occupational injuries among aides and nurses in acute care,

AMERICAN JOURNAL OF INDUSTRIAL MEDICINE, Issue 12 2009
R.L. Rodríguez-Acosta PhD
Abstract Background Occupational injuries are common among nursing personnel. Most epidemiologic research on nursing aides comes from long-term care settings. Reports from acute care settings often combine data on nurses and aides even though their job requirements and personal characteristics are quite different. Our objective was to assess risk of work-related injuries in an acute care setting while contrasting injuries of aides and nurses. Methods A retrospective cohort of aides (n,=,1,689) and nurses (n,=,5,082) working in acute care at a large healthcare system between 1997 and 2004 were identified via personnel records. Workers' compensation filings were used to ascertain occupational injuries. Poisson regression was used to estimate rate ratios (RR) and 95% confidence intervals (95% CI). Results Aides had higher overall injury rates than nurses for no-lost work time (RR,=,1.2, 95% CI: 1.1,1.3) and lost work time (RR,=,2.8, 95% CI: 2.1,3.8) injuries. The risk of an injury due to lifting was greater among aides compared to nurses for both non-lost work time and lost work time injuries. Injury rates among aides were particularly high in rehabilitation and orthopedics units. Most of the injuries requiring time away from work for both groups were related to the process of delivering direct patient care. Conclusions Our findings illustrate the importance of evaluating work-related injuries separately for aides and nurses, given differences in injury risk profiles and injury outcomes. It is particularly important that occupational safety needs of aides be addressed as this occupation experiences significant job growth. Am. J. Ind. Med. 52:953,964, 2009. © 2009 Wiley-Liss, Inc. [source]


INTERNAL LABOUR MARKETS: EVIDENCE FROM TWO LARGE AUSTRALIAN EMPLOYERS

AUSTRALIAN ECONOMIC HISTORY REVIEW, Issue 2 2009
Andrew Seltzer
Australian firms; banks; internal labour markets; railroads; salaries This paper examines internal labour markets in the late nineteenth and early twentieth century using personnel records from the Union Bank of Australia and the Victorian Railways. Both employers hired young workers and offered them the possibility of very-long-term employment. Salaries were determined by impersonal rules, such as being attached to tenure and to position. Workers rarely received nominal pay cuts. This approach to human resources was designed to retain and motivate workers. We show that all of the classic features of internal labour markets used to describe American firms in the 1970s were present dating back to the Victorian period. [source]


Labour Market Regimes and Worker Recruitment and Retention in the European Union: Plant Comparisons

BRITISH JOURNAL OF INDUSTRIAL RELATIONS, Issue 4 2001
Jane Morton
We analyse worker recruitment and retention outcomes, contrasting production worker skill profiles in the UK subsidiaries of five multinationals with, in each case, a matched plant in another EU state. From personnel records we build up plant distributions of worker pay, age, schooling, prior experience and tenure. We find evidence of local management discretion, with differences in unit labour costs and in recruitment/retention outcomes between the matched subsidiaries. UK plants have a ,hire and fire' environment and a less skilled worker mix. Such outcomes can be linked to the UK's lower labour costs and less regulated labour market. [source]