АНАЛІЗ СИСТЕМИ СТИМУЛЮВАННЯ ПРАЦІВНИКІВ ВІТЧИЗНЯНОГО ПІДПРИЄМСТВА ГОТЕЛЬНО-РЕСТОРАННОГО БІЗНЕСУ

Abstract

The article examines the effectiveness of the incentive system for employees of the domestic hotel chain PJSC "UKRPROFTUR" and analyzes the needs for training and professional development through a sociological survey of the company's personnel. Factors affecting the readiness of personnel to improve their qualifications are considered. It has been established that most employees consider the creative element to be the least developed in the company's work and that this aspect has nothing to do with their work. As part of the experiment, it was determined that staff turnover is a problem due to the insufficient development of the employee rotation system. After all, measures to train employees cannot be implemented, and employees are fired rather than change departments. It was established that the reward for competences and high training results exists only in some units, which also negatively affects the general perception of the need for staff training. The problem of lack of cooperation between the training system and the organization's experts was identified: the personnel management system of PJSC "UKRPROFTUR" provides training for managers and key experts, but the participation in training of ordinary specialists is quite low. The limitation of training programs is a factor affecting the desire of employees to acquire knowledge. It was found that the training plans in the company were not developed well enough. At the stage of employee training planning, training needs, training goals and their quantitative characteristics (evaluation criteria) are determined. The motivation to acquire knowledge is not consistent with the curriculum to be implemented. For PJSC "UKRPROFTUR", the incentive to directly train and develop employees is of crucial importance for the company's competitiveness, and the impossibility of timely planning of training is a disadvantage for the management. Thus, the main problem of the system of in-house personnel training was revealed – the discrepancy between the needs of the personnel in the field of competence acquisition and the existing educational programs. It is necessary to make changes to the existing internal training programs.