Abstract
The article presents evidence that it is possible to bolster the pro–innovation influence of remuneration by applying certain human resource management solutions currently being developed. The conducted research shows that the effectiveness of pro–innovative remuneration systems is determined not only by the structure of the system, but to a great extent by the solutions that support it and are found in the sphere of company management. Empirical evidence and statistical analyses demonstrate that the effectiveness of pro–innovation remuneration systems grows when the company strongly supports worker innovation by way of a pro–innovation organizational culture, structure, and business strategy. Important conditions determining the effectiveness of a pro–innovation remuneration system include its cohesiveness with the HRM system as well as the comprehensiveness of pro–innovation HRM remuneration solutions. Moreover, it was shown that monetary compensation is a very important instrument in motivating workers to be innovative. However, its effectiveness increases when it is supplemented by intangible motivation—i.e. recognition.+
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