РОЗРОБЛЕННЯ ЕФЕКТИВНОГО МОТИВАЦІЙНОГО МЕХАНІЗМУ ДІЯЛЬНОСТІ ПІДПРИЄМСТВА

Abstract

The article describes the practical steps the introduction of new personnel motivation system based on KPI – Key Performance Indicators.Today, the motivation of staff, which is the direct cause of their behavior, is becoming increasingly important. Staff motivation is the main means of ensuring optimal use available resources, mobilization of available staff potential. Problems of motivation of the personnel of the enterprises of any forms of ownership have always been and remain actual, after all not only social and creative activity of the personnel, but also final depends on accurately developed systems of motivation. results of enterprises.Currently, the interest and desire of employees to perform their duties efficiently and effectively is one of the main internal factors that affect the growth of success, prestige and competitiveness of any modern enterprise. It is based on employee motivation, focused on meeting personal and collective needs and interests. The head of the enterprise must have information about what is sufficient for employees, and what is necessary and mandatory for them to be interested in effective work at the enterprise. In addition, it is important that the company's staff works most effectively, productively and productively, for this management needs to stimulate and encourage its employees. In this regard, the most important task of personnel service at the enterprise is the development and implementation of a motivational mechanism in personnel management, the areas of which will be focused on motivating employees to work effectively. All of the above indicates the relevance and timeliness of consideration of issues of formation and improvement of the motivational mechanism in a modern enterprise.There is a need to use the so-called key performance indicators (Key Performance Indicators – KPI), reflecting the performance of each individual employee. Key performance indicators are quantified financial and non-financial parameters. KPI, as numerical characteristics, usually have an upper and lower limit.If key metrics are biased or inconsistent specifics of the enterprise, they are not able to adequately perform their functions.