АКТУАЛІЗАЦІЯ МОТИВАЦІЇ ПРАЦІ В УМОВАХ НЕСТАБІЛЬНОЇ ЕКОНОМІКИ

Abstract

Features, challenges and risks of the current stage of economic development are identified, where the main trends and problems of personnel management are its reduction, transfer to part-time work and, most importantly, the transition to remote (online) work. Under such conditions, a necessary requirement is to create a modern system of work motivation, which would be based on the use of effective approaches such as "grading", "performance management", updated to take into account the special conditions of today and facilitate the implementation of personnel strategy. The main directions of improving work motivation in an unstable economy are substantiated, in particular: increasing flexibility; establishing a close correlation between the importance of the position, the complexity of the work and the level of motivation; taking into account the competence of workers; strengthening the relationship between the performance of each employee and the amount of his payment. "Grading" is considered in more detail as an approach to the actualization of motivation, which is based on the creation of a vertical structure of positions of the whole enterprise depending on their significance. The use of this technology is proposed, which is based on the assessment of the significance of work and involves determining: the complexity of work in each position, competence and performance of employees. In assessing the significance of positions, three stages of implementation of this area are identified. The first stage includes ranking positions according to their importance for the company and the formation of grades. To implement this stage, it is possible to use both analytical and non-analytical methods. The second stage is to determine the possible salaries for each position, taking into account its importance and belonging to the grade. At the third stage, the requirements for the employee who will hold the position are determined, taking into account its complexity and responsibility, functions and work to be performed. When assessing the competence of the employee is determined by his level of knowledge and skills for effective performance of functions. The difference between the competence of the employee and the requirements of the position, which allows the adoption of a number of sound personnel decisions. First, setting the salary of a particular worker depending on the level of his competence. Second, the definition of the subject area and method of professional development to achieve competence that meets the requirements for the position. Third, worker career planning. When evaluating the effectiveness of employees, which can be done in the following ways: determining the degree of achievement of goals, KPIs and BSC, implementation of planned tasks and norms, evaluation of productivity, budget execution, implementation of business processes, etc. "As a tool for personnel decisions. The proposed approach to the actualization of motivation is flexible and effective, meets the modern conditions of an unstable economy.