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This significantly limits the effectiveness and efficiency for tasks implementation.
While human capital approaches rely predominantly on individual characteristics to explain wage differentials, the job analysis approach bypasses the individual characteristics of the job holder in determining wages and, consequently, wage heterogeneity and mainly focuses on tasks implementation.
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After each modification of the tasks implementations we need to know the new total execution time.
From Figure 15, it may be concluded that when the result of partitioning changes at runtime, then the computation time needed for our scheduler to schedule all the DFG tasks is widely dependent on this modification of tasks implementations.
It integrates a task implementation method with virtual interactive techniques.
In conclusion, the intensity of task implementation influences an individual's wage.
We explore whether task implementation heterogeneity is one of these unobservable features.
Here, we use best-effort to find the best matching task implementation.
In addition, the level of heterogeneity in within-occupation task implementation is higher in high-salary occupations.
We then investigate whether the variety in task implementation shown across occupations is related to cross-occupation wage levels.
We assume that the reconfiguration aspects are taken into account during the HW/SW partitioning step (decision of task implementation).
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