THE ROLE OF KEY PERFORMANCE INDICATORS IN LABOR STIMULATION

Abstract

The problem of choosing tools to improve labor efficiency has always been and remains one of the most important and relevant in the modern theory and practice of personnel management. A well-designed system of personnel incentives as a method of improving work efficiency contributes to increasing productivity and improving the effectiveness of the organization as a whole [1]. In the context of digital transformation and the introduction of lean management principles, managers are making increasingly high demands on their staff. Against this background, the search for optimal methods of financial incentives is becoming more relevant than ever [2]. Today, in the Russian business practice, one of the most popular tools for improving the performance of personnel is the system of material incentives based on the developed system of key performance indicators (KPIs) [3]. This article reveals the essence and meaning of key performance indicators; considers the results of sociological research on the effectiveness of the system of material incentives for personnel working in sales, its shortcomings, the factors affecting the labor activity of the personnel. The author offers an easy and understandable for employees way of formation and introduction of KPI system taking into account specifics of sales personnel activity, details main stages of KPI system introduction, considers criteria of sales managers evaluation, gives a specific example of payroll calculation taking into account KPIs.