31 research outputs found
Co-Ordination of Pensions in the European Union: The Case of Mandatory Defined-Contribution Schemes in the Central and Eastern European Countries
No full text This article investigates mandatory funded defined-contribution pension schemes of six new Member States of the European Union (Hungary, Poland, Latvia, Estonia, Lithuania, the Slovak Republic) in respect of the co-ordination of these schemes for persons moving within the Community. It considers how such schemes are coordinated and under which rules. It looks at the principal and practical implications. It argues that the existing legal dichotomy of statutory and supplementary pension schemes, upon which the Community co-ordination rules are established, is no longer functional. The article suggests that mandatory funded defined-contribution pension schemes should fall under the scope of Regulation 1408/71 (which is to be replaced by Regulation 883/2004), but simultaneously the schemes should be subject to Directive 98/49 and the new portability directive, once the latter is adopted. However, amendments are needed to all these Community instruments to make them suitable for the co-ordination of mandatory funded defined-contribution schemes. </jats:p
Longevity of World War II Estonian volunteers in the Finnish Army: A follow-up study of the impact of the post-war life course and repressions
No full textBackground: The existing literature pertaining to the long-term effects of war-related adversities on longevity is almost exclusively covering veterans from Western countries, while little is known about the longevity of surviving veterans in Eastern Europe. Objective: We analyse the effects of the post-war life course, including politically motivated repressions, on the longevity of a group of WWII participants - Estonian volunteers in the Finnish Army. Methods: We use a follow-up database of individual-level life histories of 3,352 Estonian men who served in the Finnish Army during WWII. The war and its aftermath divided them into several subgroups in a way that resembles a natural experiment. Using Cox proportional hazards models, we compare the mortality risks of subgroups whose members lived in different contexts after WWII. Results: The marked advantage in longevity of veterans who lived in exile in Western countries relative to those who stayed in Estonia reveals an impact of the macrosocial environment on longevity. The results also show immediate and delayed effects of repressions on longevity. Excess risk associated with repression emerged several decades after exposure, while the scarring effect later disappeared representing cohort inversion. Conclusions: The results corroborate that the sequelae of war-related repressions affect the surviving population for many decades, while the scarring effects may remain undetected in the presence of other mechanisms, such as selection based on differential mortality. Contribution: The article presents the results of the first long-term follow-up study on the mortality effects of a group of WWII veterans from the Eastern bloc
Eesti pensionisüsteemi reformide mõju pensionide ebavõrdsusele – mikrosimulatsiooni ja tüüpilise agendi mudelite põhine analüüs
No full textPärast taasiseseisvumist oli Eestis kuni 2000. a-ni pensionisüsteem, kus pensioniõigusi teeniti vastavalt staažile. 2002. a-l jõustus kogumispensioni skeem, ent kuivõrd sellega liitumine oli vanematele vanuserühmadele vabatahtlik, avaldub selle mõju pensionide jaotusele täiel määral alles aastakümnete pärast. Sama puudutab ka riikliku pensioni töötasuga seotud osakut, mis rakendus 2000. a-l. Neil põhjustel on pensionide ebavõrdsus olnud Eestis seni suhteliselt madal, ehkki tasapisi kasvav.
Doktoritöö keskmes on pensionisüsteemi reformide mõju pensionide ebavõrdsusele tulevikus. Sel eesmärgil on välja töötatud mikrosimulatsiooni mudel, mis võimaldab simuleerida pensionide arenguid kogurahvastikus aastani 2100. Viimastel kümnenditel on pensionireformide oluliseks väliseks tõuketeguriks olnud rahvastiku vananemine. Rahvastikumuutusega kohanemiseks on tõstetud pensioniiga ja ergutatud pensioniks säästmist. Tulevasi reforme ajendab tegema mh ka töövormide muutumine ja töö globaliseerumine.
Simulatsioonarvutuste järgi kasvab kogupensionide (riiklik pension ja kogumispensionid kokku) ebavõrdsus Eestis 2050. a-ni ja seejärel hakkab vähenema. Samas jääb tulevikus pensionide ebavõrdsus 2,5 korda madalamaks kui palkadel. Kogupensioni ebavõrdsust vähendavad oluliselt riikliku pensioni tugevad ümberjaotusmehhanismid, ent palkade ebavõrdsuse ülekandumist pensioniikka aitab vähendada ka kogumispension. Kogupensioni brutoasendusmäär langeks 2060. aastateks kuni 30%-ni riigi keskmisest palgast, hakates seejärel tõusma ja jõudes ligi 40%-ni aastaks 2100. Asendusmäära aitab suurendada riikliku pensionikindlustuse eelarve ülejäägi jagamine olemasolevate pensionäride vahel ning kogumispensionide rolli kasv. Jagades pensionärid pensioni suuruse järgi kümnesse gruppi, siis riiklike pensionide erinevused muutuks aastaks 2100 üsna väikseks – 2. detsiili ja 10. detsiili keskmine asendusmäär Eesti keskmisesse palka erineb vaid 5% võrra (26% vs 31%). Kui võrrelda samade detsiilide kogupensione, siis on erinevus üle 30 protsendipunkti (32% vs 65%). Pensioni aitab oluliselt suurendada kohustuslik kogumispension ja eriti vabatahtlik kogumispension.After regaining independence, Estonia had until 2000 a pension system where pension rights were earned according to the length of service. As a result, pension inequalities have been relatively low. In 2002 a funded pension scheme was introduced, but as joining the scheme was optional for older workers it will take several decades to achieve its full effect on pension distributions. The same applies to the earnings-related unit of the state pension introduced in
2000. For these reasons pension inequalities in Estonia have been low, albeit gradually increasing.
The focus of this thesis is on the effects of pension reforms on the future pension inequalities. A microsimulation model has been developed for this purpose, which can simulate pensions for the total population up to 2100. In the last decades, pension reforms have been triggered mainly by the aging of population. To tackle the challenges of aging, pension age has been increased and pension savings encouraged. Future reforms will also be driven by changing forms of work and the globalization of work.
According to simulations, the inequality of the total pensions (state and funded pensions in total) will increase in Estonia until 2050 and then start to decrease. Yet pension inequality in the future is 2.5 times lower than inequality of wages. Pension inequalities are significantly reduced by the strong redistribution mechanisms built into the state pension scheme. However, the funded schemes also help to reduce the transfer of wage inequalities into pension age.
By the 2060s, the gross replacement rate of total pensions (state and funded pensions) will fall to 30% of the national average wage, and will increase thereafter, reaching 40% by 2100. The replacement rate will be boosted by the surplus of the state pension budget, which can be shared between existing retirees, as well as by the growing role of funded pensions. When dividing retirees into ten groups according to their pension size, the state pensions would notably be quite similar across the income scale in 2100 – the average replacement rate of pensions to the national average wage of the 2nd decile and 10th decile would vary by only 5 percentage points (26% vs 31%). If comparing the total pension (state and funded pensions) of the same deciles, the difference is over 30 percentage points (32% vs 65%). The compulsory funded scheme and, in particular, the voluntary funded scheme will contribute significantly to the increase of pensions.https://www.ester.ee/record=b549239
Data center power supply design
No full textAndmekeskuse kavandamisel lähtuti ISKE juhendist, kus oli esile toodud erinevate tasemete nõrgad kui ka tugevad küljed. Lõputöös analüüsiti erinevaid elektrivarustuse skeeme, lülitus viise ja varustuse tasemeid. Kuna H+ taset ei olnud võimalik teostada, siis võttis lõputöö autor aluseks H taseme ja kavandas sellest optimaalse versiooni. Selleks oli vaja valida katkematu puhvertoiteallikas ja generaator. Need valiti vastavalt arvutuslikule võimsusele. Katkematu puhvertoiteallikas sai valitud N+1 süsteemis. Kuna seadmed arenevad, siis valmis olevasse hoonesse võimsust juurde saada on üsna võimatu. Sellepärast on elektrivarustuse süsteem ka üle dimensioneeritud. Planeeritud sai elektrivarustus selliselt, et vajaduse korral on võimalik seadmeid juurde lisada. Diiselvarugeneraator, katkematu puhvertoiteallikas, lattliinid jms. on üle dimensioneeritud varuga 20%. Seda selleks, et elutähtsate tehnosüsteemide ja andmekeskuste seadmed jääksid tööle ka siis, kui ühe või teise ahelaga midagi juhtub. Tänu sellele suudab üks ahel teise töö üle võtta ilma, et peaks koormuseid vähendama. Serverikeskuse toimimiseks ja jahutamiseks valiti täppiskonditsioneerid ja selgitati nende vajalikkust ning õhu ringlemist foto abil. Töö autor kasutas töös erinevaid valemeid inseneri arvutuste tegemiseks. Nendest lähtuvalt saadi teada voolutugevused, lühisvoolud erinevates punktides ja pingelangud kaablites ning liini lõpus. Serverikeskusel on tähtis ahela riknemise korral töö jätkamine, arvutati ka katkematu puhvertoiteallika akude tugiaeg, milleks oli 30min. Andmekeskuse ohutuse tagamiseks planeeriti ruumi gaaskustutus, milleks osutus süsinik, fluori ja vesiniku keemiline ühend, mis kustutab tulekahju seadmeid rikkumata.Data center planning was basked on ISKE guide, which featured weak and strong points of various power supply levels. Thesis analyzed the various power schemes, switching modes, and levels of power supplies. Since H+ level was not feasible, then the authour of thesis chose the H level, and designed it for optimal version. It was necessary to choose an uninterruptible power supply and generator. They were selected according to the computational power. Uninterruptible power supply buffer was chosen N+1 system. As devices envolve they get more powerfull. To getmore power into building is quite impossible. That is why the power supply system is over-dimensione. Power was planned as, if necessary, more devices can be added. Diesel generator, uninterruptible power supply, busways etc. Are 20% over-dimensioned. This is so that critical equipment in data centers would work even if something happens to one or another chain. Due to this, one is able to take over the work of another chain without having to reduce the loads. Server operation and cooling of the data centre were selected and explained the necessity of the air circulation through the photo. The author used various formulas for engineering calculations. These formulas gave us current, short circuit currents and voltage drops on the cables at various points and at the end of the line. Data centre is important to work even if the chain is corrupted, so we had to calculate continuous uninterruptible power supply battery runtime, which was 30min. The data center was planned to ensure the safety of servers with fire extinguish system, which turned out to be a carbon, fluorine and hydrogen mix, a chemical compound that extinguishes the fire without harming the devices
Behaviour and tensile load-capacity of inclined steel and helical piles
No full textMagistritöö
Maaehituse õppekavalKruvivaiade käitumist on uuritud surve-, horisontaal- ja vertikaalkandevõimele, kuid on
teadmata, kuidas kruvivai käitub teda nurga all välja tõmmates.
Käesoleva magistritöö eesmärk on välja selgitada maapinna ja vaia vahelise nurga mõju
tõmbekandevõimele.
Nurga mõju tõmbekandevõimele välja selgitamiseks teostati laboratoorseid katseid.
Katsekehad olid maa sees 75-kraadise ja 60-kraadise nurga all maapinna suhtes ning
tõmbekoormust rakendati vertikaalselt hüdraulilise silindri abil.
Katsetulemustest selgus, et 75-kraadise nurga all üksikvaiad ja vaiapaarid talusid suuremat
tõmbekoormust kui 60-kraadise nurga all olevad üksikvaiad ja vaiapaarid.
Katsetulemusi võrreldi ka Kuido Kanguri magistritöö „Lühikeste kruvivaiade kandevõime
ja käitumise uuring“ tulemustega, kus töö autor uuris vertikaalsete katsevaiade
tõmbekandevõimet. Tulemustest selgus, et 75-kraadise nurga all olevate vaiade
tõmbekandevõime oli 20...50% suurem kui vertikaalsetel katsevaiadel.
Kruvivaiade kasutamine nurga all tagab küll suurema tõmbekandevõime, kuid pole teada,
kuidas selline vaia asetus mõjutab survekandevõimet. Samuti on maapinna ja vaia vahelise
ideaalse nurga (nurk, kus piirkoormus on kõige suurem) välja selgitamiseks vajalikud
edasised uurimised.The behaviour of helical pile has been studied for vertical and horisontal load, but not when
the subject has been driven into the soil diagonally.
The aim of this thesis is to study the ramifications of installation of the helical pile under
an angle, and how it effects load bearing under vertical tension.
To determine the effect of an angularly installed helical pile, laboratory tests were carried
out. Test subjects were driven into the ground under 60 and 75 degrees from the soil
surface. Vertical tension was applied through hydraulic cylinder.
The results of the experiments showed, that both one pile and a pair of piles perfomed
better under 75 than 60 degrees.
Test results were compared to masters thesis titled „The analysis of behavior and load
bearing of short helical piles“ by Kuido Kangur. The author of the thesis analysed load
bearing under tension, where same test subjects were driven into the soil vertically (90
degrees). Test results suggested that piles under 75 degrees were capable of enduring
20...50% more load than straight piles.
Diagonally installed piles did conclude superior vertical capacity under tension, however,
it is unknown how such pile placement affect compression capacity. Moreover further tests
should be performed to figure out the optimal angle for best load bearing capacity
Disease-related social and family life: people coping with rheumatoid arthritis in Estonia
No full textFinding Out the Differences of Human Resource Management Between Public and Private Sector
No full textÜheks olulisemaks väärtuseks organisatsioonis võib pidada tööjõudu, kes aitab jõuda püstitatud eesmärkideni. Tänaseks on jõutud arusaamale, et töötajat tuleks väärtustada kui hinnalist ressurssi. Ka majandus on loonud olukorra, kus juhtkond peab võtma töötajaid kui konkurentsieelist. Tööjõud ehk personal on organisatsiooni edasiviiv jõud, kuid ilma neid õigesti ja oskuslikult suunamata ja motiveerimata võib personal saada hoopis ettevõttele kahjulikuks.
Käesoleva magistritöötöö eesmärgiks on välja selgitada, millises olukorras on hetkel personalijuhtimine Eesti era- ja avalikus sektoris. Probleemina personalijuhtimises näeb magistritöötöö autor era- ja avalikus sektoris personalijuhtimise teostamisel erinevusi, kus paratamatult üks sektoritest on niiöelda vaeslapse rollis.
Käesoleva too autor alustas antud töö koostamist seisukohal, et personalipoliitika on organisatsioonisiseselt paremas ja võrdsemas olukorras, kui sektorivahelistest erinevustes tulenevalt, siis oli üllatuseks avastus, et probleemiks personalijuhtimises ei ole mitte nii väga välised erinevused vaid organisatsioonisisesed puudused.
Autorile oli antud uurimustöö tulemusena avastuseks asjaolu, et personalistrateegia olemus ja olulisus on nii personalijuhtidele kui ka organisatsiooni tippjuhtidele jäänud mõistmatuks ja seeläbi tahaplaanile. Teiseks tähtsamaks avastuseks oli tõsiasi, et personalijuhtimise allosad nagu värbamine ja valik ja hindamissüsteemid on puudulikud ja ei vasta organisatsiooni tegelikele nõuetele. Seega on oht, et organisatsioon ei pruugi funktsioneerida nii kasumlikult, kui ta seda tegelikkuses suudaks ja mingil ajahetkel jäädes püsima oma mugavustsooni võib organisatsioon sattud olukorda, kus tänu kiirele majandusarengule ei jõuta enam ajaga kaasas käija.One of the most important value in organizations is human resource. Since economy is growing rapidly, it has forced organization leaders to look on workers as an aspekt of competition. Human resource is the driving force that leads the organization to its goals. Without leading and guiding the workers correctly, they can become destructive to the organization.
The aim of this thesis was to find out in what state is today´s human resource management in Estonia. Also the author wanted to find out the differences in human resource management between public and private sector.
The reasercher has come to the conclusion that the bigger difference lies in the organizations itself not between sectors. The difference because of the outside environment will remain always, but the way that human resource management is implemented in organizations is the probleem. Biggest probleem seems to be unrestanding the consept of human resource strategy.Human resource stategys concept seems to be unclear to organization leaders and human resource managers. It also seems that organizations have not analysed the needs of their organization and therefore the criterias that have been created concerning human resource do no meet the needs of the organization. Therefore there is danger that organizations can not keep up with economy
A person-centered approach in initial rehabilitation needs assessment: Experiences of persons with disabilities
No full text
