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    Godziwe wynagrodzenie jako element bezpieczeństwa społecznego młodych pracowników
    (Oficyna Wydawnicza AFM, 2023) Oliwkiewicz, Barbara
    Młody absolwent studiów, rozpoczynając swoją drogę zawodową, liczy na wynagrodzenie, które zagwarantuje mu bezpieczeństwo finansowe. W myśl współczesnej teorii pomiaru kapitału ludzkiego i godziwych wynagrodzeń, wynagrodzenie godziwe stanowi 8% wartości kapitału ludzkiego pracownika w skali roku. Celem opracowania jest przedstawienie godziwego wynagrodzenia jako jednego z czynników kształtujących bezpieczeństwo społeczne młodego pracownika. Zaprezentowano wyniki badań własnych dotyczących oczekiwań studentów studiów licencjackich co do wynagrodzenia, które daje poczucie bezpieczeństwa. W badaniu wzięło udział 123 studentów. Otrzymane wyniki potwierdziły, że dla młodego pracownika godziwym wynagrodzeniem oczekiwanym jest kwota, która stanowi średnio 8,40% wartości jego kapitału ludzkiego.
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    Protection of human capital against depreciation as the primary reason for providing compensation
    (Wydawnictwo Uniwersytetu Rzeszowskiego, 2019) Oliwkiewicz, Barbara
    The family is the only supplier of human capital to the labour market. A prerequisite for maintaining a proper level of human capital in the household is to provide the employee with a fair wage. A good wage is one that gives the opportunity to reproduce human capital at least on the same level, both in the short and long term. The growth and method of paying human capital is one of the main economic processes taking place in the household. Human capital has a unique character that is characterized by inalienability. The capital is individual and assigned to a specific holder of human capital. However, inalienable does not apply to the long period of generational exchange. Man, as the owner of capital, prepares his successors (children) to provide work and functioning in society. However, a reasonable remuneration does not guarantee full reconstruction of human capital. Families may be guided by various preferences when it comes to using their income at their disposal. Reasonable and creative actions of family members will lead to an additional increase in human capital. However, the lack of care for health or the use of available resources in a careless manner, e.g. alcohol abuse will lower its value. The purpose of this article is to present the role of the family in shaping human capital as well as an attempt to estimate the minimum fair remuneration in Poland, which will enable the reconstruction of human capital in the short and long-term through generational exchange.
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    The impact of capital from experience on the value of an employee’s fair remuneration
    (Wydawnictwo Uniwersytetu Ekonomicznego we Wrocławiu, 2019) Oliwkiewicz, Barbara
    Human capital is a category that has been the subject of economists’ considerations for years. Numerous concepts, research approaches and various ways of classifying capital have appeared. Since the 1990s, in accordance with the fundamental principle of dualism, according to which capital is an abstract category, an alternative scientific research program has been conducted in the field of measuring human capital and fair wages. This program was initiated by M. Dobija and has been followed by a team of researchers from the Cracow University of Economics. The program in question is based on a proper understanding of the capital category. It has been consistently developing, and the scientific research covers a wide range of theories related to human capital and fair remuneration. The purpose of this study is to present the impact of capital from experience on the level of the fair remuneration of employees. The human capital model, in the presented considerations enables the measurement of employee qualifications in monetary units and a fair pay model. A case study on the impact from experience capital on the level of fair remuneration of employees was also presented.