Motivation Of Personnel Research Articles

The Effect of Compensation and Motivation on Employee Performance at PT Melbe Tata Boga (Reddog) Surabaya City

The aim of the research to investigate how motivation and pay affect PT employee effectiveness. Melbe Tata Catering (Reddog) Singapore City. The participants in this study are all PT staff. Melbe Tata Catering (Reddog) Surabaya City. Determination of the sampling in this study using saturated sampling technique and There are 43 responders in the samples that were used. Information utilized is primary data and data collection is done by distributing questionnaires to employees of PT. Melbe Tata Catering (Reddog) Surabaya City. Then PLS, or partial least squares, is the analysis method employed. Research findings have shown that The motivation and performance of PT personnel are impacted by pay. Melbe Tata Catering (Reddog) Surabaya City.

Мотивация персонала к непрерывному профессиональному образованию как фактор успеха компании

Continuing professional education is of great relevance in modern realities. In today's world where technology is rapidly advancing, the economy is becoming more globalized and the requirements for workers are constantly changing, it is important toconstantly update your knowledge and skills. The article discusses the main reasons why continuing professional education is relevant.

THEORETICAL-METHODOLOGICAL FOUNDATIONS OF PERSONNEL MOTIVATION WORK IN MODERN CONDITIONS

Under modern conditions and during the period of martial law in our country, the problem of motivation is of great importance. Personnel is the most important, complex and specific type of resources that the enterprise uses in its activities.
 The article is devoted to the study of the problems of staff motivation at domestic enterprises under modern conditions. The purpose of the article is to develop the theoretical and methodological foundations of employee motivation in modern conditions. The article uses a theoretical approach containing a systematic, logical and comparative analysis and synthesis of scientific literature on the motivation of personnel.
 Taking into account the peculiarities of the motivation of workers during the martial law period, it is advisable to consider it as a complex process, which involves the possibility of employers using motives to motivate the work of employees, and on the other hand, the desire of the employee himself to motivate his work, using various methods. One of the modern non-traditional approaches to the construction of a material incentive system is the use of models of the compensatory payment system designed for a long career of an employee. The article analyzes the types of staff motivation. It is substantiated that the motivation of the staff is greatly influenced by factors, namely: organizational, economic, personal and social. In addition, for a comprehensive analysis of the motivation of personnel at domestic enterprises during the war, it is necessary to use motivation methods: socio-economic methods, administrative methods, organizational and production methods, informational and explanatory methods, legal methods and socio-psychological methods.

Business education in the system of professional development of corporation managers

The corporate education system is implemented through sequential and step-by-step in-company training based on integrity of goals, objectives, functions, learning technologies, content structure of the training material, which add flexibility and vitality to the entire learning process with an advance reflection of reality. The definition of a corporate training center in terms of a systematic approach is formulated as a system in which training and development of personnel is initiated and managed by the company itself, carried out within the company and involves internal resources. Thus, training and professional development of managers is not just an element of organizational practice or type of activity of certain employees of the organization, but a full-fledged part of the development strategy of the organization and the entire existing organizational system. To implement this process, modern TNCs create corporate training centers in which training and personnel development is initiated and managed by the company itself, carried out within the company and involves internal resources. The algorithm of creating a corporate training center covers a number of stages, in particular: support by the management, legal and financial support; creation of organizational and pedagogical conditions; program and content implementation support and practical application of the personnel training system; control and reporting system at the same time; adjusting training plans and programs; personnel motivation. The study does not exhaust the problem of professional development of managers in transnational corporations. Issues of cross-cultural training of managers in the corporate education system, training of andragogues (training managers, instructors, coaches, tutors, etc.) for effective activity in corporate training centers remain relevant. Perspective directions for further research are also theoretical-methodological and didactic substantiation of talent management and development of their creative potential, development of tools for stimulation and retention of managers who have received training.

Methodology of complex diagnostics of personnel labor motivation in food industry organizations

The necessity of diagnostics of motivation of personnel in organizations of the food industry is substantiated. The dominant role of motivating internal motives that determine the general orientation of the employee’s labor behavior is indicated. Methods and methods of diagnostics of motivation of personnel are considered. A method of complex diagnostics of staff motivation has been developed in accordance with the typological model, factors and age characteristics of motivation to work. The factors of staff motivation are systematized and the methodology for determining the integral level of motivation is improved. The analysis of the influence of age-related aspects on the labor behavior of personnel is carried out. The dominant motivational types of employees of the organizations of the food industry are revealed.

National monitoring of iodine, sodium, and vitamin D status in toddlers and women of childbearing age - results and lessons learned from a pilot study in Norway.

Norway is lacking a population-based national monitoring program for iodine, sodium, and vitamin D status. The aim of this study was to pilot-test a study design for collecting biological samples from a country-representative sample of 2-year-old children and their mothers and to report results for iodine, salt, and vitamin D at baseline, before initiation of salt iodization in Norway. In a cross-sectional study, we recruited 2-year-old children and their mothers during the routine 2-year check-up through 38 randomly selected health clinics in 2021. Spot urine samples were analyzed for iodine, creatinine, and sodium, and dried blood spots from the mothers were analyzed for thyroglobulin (Tg) and 25-hydroxyvitamin D (25(OH)D). We aimed at including 400 mother-child pairs but recruited only 55 pairs. Major challenges were closed health clinics due to the COVID-19 pandemic, lack of motivation of the health personnel to prioritize recruiting, missing information about non-participation, and high workload for participants. The median urinary iodine concentration (UIC) was 123 (95% CI: 76, 228) µg/L in the toddlers and 83 (95% CI: 72, 99) µg/L in the mothers. The median urinary sodium concentration (UNaC) was 62 (95% CI: 37, 91) mmol/L in the toddlers and 93 (95% CI: 77, 107) mmol/L in the mothers. Of the mothers, 18% had levels of 25(OH)D <50 nmol/L (suboptimal status). Lessons learned from the pilot study will be used to design a national monitoring program for toddlers and women of childbearing age in Norway. The results indicate that 2-year-old children and women of childbearing age in Norway may have inadequate iodine intakes at the group level, while for vitamin D, most of the mothers had adequate status.

PENINGKATAN DETEKSI-AKSI BERBASIS DATA, INFORMASI, DAN KEJADIAN AKTUAL UNTUK PEMETAAN SITUASI KAMTIBMAS MELALUI PEMOLISIAN PREDIKTIF DALAM RANGKA PEMELIHARAAN KAMTIBMAS

This study aims to determine the increase in the base of action-detection based on data, information and actual incidents for mapping the Kamtibmas situation and to determine the maintenance of security and public order using predictive policing. This study uses a qualitative approach with a mix method that uses the level of understanding, attitude and orientation of police officers towards increased detection based on data, information and actual incidents which can be identified through surveys. These problems are then analyzed using the concept of predictive policing, the dimensions of predictive policing, and the basis for mapping the Kamtibmas situation with a predictive policing approach. The results of this study obtained that the data presented in this section are data obtained through interviews and tabulation results on the attitudes of research respondents. Respondents' attitudes towards the main issues studied in this study, which are related to increased detection of data and information-based actions as well as actual incidents which form the basis for compiling the Kamtibmas situation map. There has been an increase in requests for Harkamtibmas activity reports in the form of data and information from each function in the regional unit. Request this report in both digital and manual format. Data and information needed in addition to filling out centralized digital and manual report formats. Since the existence of the Presisi program, especially the emphasis on predictive policing, there has been an increasing push to increase action-detection activities and to expand information and data sources. As a consequence, improving personnel capabilities and improving operational activities also need adjustments. Therefore, this research needs to be socialized more periodically in order to increase the motivation, understanding and ability of personnel at the Satwil and Bag, Sat, sie levels in supporting increased action detection based on data, information and actual events and it is necessary to develop a mechanism for integrating and collaborating data and information from each part and function through a data center that can and is easily accessed.

Socio-economic aspects in the management of enterprise personnel development

The article presents the research results on the generalization and formation of the main features of socio-economic guidelines in managing the development of the company's personnel. The issue of the importance of social and economic guidelines in the management of enterprise personnel development was raised. It has been established that social guidelines include ensuring employees' safety and health, developing and supporting the work team, developing social guarantees, and developing corporate culture. Economic guidelines provide for the efficient use of resources, development and maintenance of competitiveness, formation of an effective motivation system, and optimization of personnel costs. It was found that motivation plays a vital role in personnel development management and is a complex indicator, the results of which depend on several variables. The enterprise's labor motivation system was considered a complete form of motivation organization. The indicators of the social and economic components of the motivation system are characterized. The methodological approach's main steps in assessing social and economic motivation are highlighted. The results of the motivational profile of the personnel of the enterprises are substantiated according to the needs: high wages, proper working conditions in a clear structuring of work, social contacts, forming and maintaining long-term and stable relationships, in gaining recognition, in achieving goals, in influencing people and the authorities, in changes and diversity, to be creative, in self-improvement, in interesting and socially useful work. The results of the personnel motivation system of the enterprises LLC AF "Viktoria", PJSC "Iskra" and SFG "Urozhai" were interpreted. Keywords: personnel management, personnel development, socio-economic management, motivation, enterprise, employee, management.

The future of the technology-based manufacturing in the European Union

The manufacturing industry tries to innovate always to cater to customer-oriented products. The digitization of manufacturing is revolutionizing the future of this industry. The Industrial Internet of Things (IIoT) is bringing down the labor cost, reducing the machine downtime, and overall increasing the production speed. A new technological trend like Machine Learning (ML) is a subset of Artificial Intelligence (AI) that uses computer algorithms based on available data and can improve or decide further, automatically, based on experience, without the need for prior programming commands. ML can improve daily processes for identifying bottlenecks, developing products, controlling quality, providing security to the industry, and using AI robotics in place of humans. On one hand, technologies like ML, AI, IIoT, new materials, photonics, and rapid prototyping are driving the manufacturing sector in adopting a future version of Industry 4.0, and on the other hand, the European Commission (EC) has defined a roadmap until 2050 or more, in achieving the sustainable goal of carbon-neutrality and complete digitalization with resilience across the European continent. However, it is challenging to match the planned and actual roadmaps to the future of the technology-based manufacturing industry. There are uncertainties about how the future will be shaped by technologies in the EU manufacturing industry, in the changing political, environmental and social world environment. Recognizing these difficulties, the current article consults the available literature on this topic to determine the factors that will characterize the future of the manufacturing industry across EU countries. The relevant information about the EU manufacturing sectors has first been collected from various sources like Eurostat data, the EC policy documents, manufacturing company's annual reports, research reviews, journal articles, EU Industry Days annual event, etc. Then the collected data were analyzed to gain insight into the future of the technology-based EU manufacturing industry in the context of the European Commission's outlined policies. Variable factors from different manufacturing sectors are presented from different EU member states and scenario analysis was used for understanding the possible future. It is concluded that the future does not lie in adapting to the changing environment but in creating the future by EU companies themselves - revolution must be met by revolution. Their early experiences and path dependency can be seen as stubbornness, which may act as formidable barriers to building new capabilities. Therefore, companies must step-wise integrate resources to create a new process, and new structure, with personnel motivation, that fits with the broader European context in the coming decades.

Conceptual foundations of labor motivation system for high-tech enterprises specialists in Iran

In the context of the digitalization of the economy, the key driver for increasing the efficiency of the high-tech industry is the development of human resources. The purpose of the study is to determine the conceptual foundations of the personnel motivation system of high-tech enterprises in Iran. Based on the goal set, a number of tasks were solved. The components of the motivation system are described: subjects and objects of management, mechanisms and processes of management on the example of the Iranian company NOSA. The concept of “high technology” has been clarified, the criteria for a high-tech enterprise have been defined: a high share of companies’ costs for R&amp;D (research and development work). The scientific novelty of the work lies in the construction of a conceptual scheme for motivating the personnel of high-tech enterprises. On the basis of empirical research, the needs of the employees of the Iranian company NOSA are determined. The presented tools: survey, questioning, testing, observation allow the head of the enterprise to determine the motives and needs of employees and, on their basis, develop or adjust the most effective system of personnel motivation in the enterprise. The object of the study is the personnel motivation system of the Iranian company NOSA. The subject is the organizational and economic aspects of motivating personnel in the high-tech sector in the context of the digitalization of the economy. The provisions outlined in the article make it possible to comprehensively present the conceptual foundations of personnel motivation systems, including those in high-tech industries.

FEATURES OF STAFF INCENTIVES IN A COMMERCIAL ORGANIZATION

The article discusses the features of staff incentives in a commercial organization. A feature of a commercial organization is the need to achieve commercial goals that are associated with making a profit. This article touches upon the topic of staff incentives as one of the most important components of labor productivity, achieving the goals of the enterprise, as well as increasing the profits of the organization. In today's conditions of economic uncertainty, the most important and key point of doing business is the competent, rational and efficient use of all available resources of the enterprise and, first of all, human resources. The top management of most commercial organizations focus on the management of marketing, economics and finance, production, product quality, while improving the forms of staff motivation remains devoid of attention. In this regard, the topical issues of management are the problems of motivation and stimulation of personnel. The article discusses in detail the forms of staff incentives in a commercial organization and their features, as well as general theoretical aspects of material incentives for staff, the opinions of various authors on the concept of staff incentives are given. Measures to create an effective system of staff incentives are given. Conclusions are drawn about the appropriate form of staff incentives for a commercial organization

ОЦЕНКА СИСТЕМЫ МОТИВАЦИИ ПЕРСОНАЛА СТРОИТЕЛЬНОЙ ОРГАНИЗАЦИИ В КОНТЕКСТЕ ТЕОРИИ ПОКОЛЕНИЙ

Modern conditions for the functioning of organizations require constant updating of approaches to personnel management, including new approaches are being formed in relation to the management of personnel motivation. Despite the unification of job duties by professional affiliation, each employee is individual and his needs, principles, beliefs are individual, and this should be considered when working with personnel. When forming a system of motivation and incentives, one should consider the specifics of each working generation in the organization. Theories of generations substantiate the important characterizing qualities of generations, their features, and the influence of historical and socio-economic factors during the formation of each generation separately. The authors, when assessing the existing system of motivation of the personnel of a construction organization, took the theory of generations as a criterion basis. Improving the system of motivation and incentives in the context of the theory of generations makes it possible for the organization to contribute to the growth of the efficiency of the work of personnel, reduce turnover and reduce the costs associated with training and adaptation of personnel. The results of the work can be used as the basis for improving the systems of motivation of the personnel of construction organizations. It is possible to use the results of the study in the development of motivation systems for business entities, departments for personnel management of enterprises and organizations.

Unlocking the Secret to Business Success: Analysing the Impact of Personnel Knowledge through Structural Equation Model

The purpose of this paper is to investigate the perceptions of business managers in the furniture sector regarding the relationship between business success and personnel knowledge. To achieve this goal, the study will use a quantities research approach to collect data from business managers working in different furniture sector in District Chiniot, Lahore, and Gujrat. The study used a measurement technique called Likert scale and included a variable that cannot be directly observed, called a latent variable that’s why used statistical model called Structural Equation Modeling (SEM). According to the findings of the study, certain factors have a significant impact on both personnel knowledge and business success. Specifically, the results indicated that management practices related to safety regulations, regulation laws, motivation of personnel, total quality management, product certification, and competitive positioning are highly correlated with personnel knowledge. This suggests that when these management practices are implemented effectively, employees are more likely to have the knowledge and skills necessary to perform their job duties efficiently, which can ultimately contribute to the success of the business. On the other hand, the study also found that factors such as new product development, sales abilities, total quality management, competitive positioning, and product pricing are highly associated with changes in business success. This means that when business focus on improving these areas, they are more likely to see positive changes in their overall success and performance. To begin an effort focused on enhancing skills, it is essential to first concentrate on owners by offering them excellent training services. These services should produce concrete improvements in productivity and illustrate the significance of skill improvement.

FORMATION OF A MODERN PERSONNEL MANAGEMENT ECOSYSTEM: SOCIAL CHALLENGES, COMMUNICATION TRENDS, INNOVATIVE APPROACHES

The article deals with the issues of formation of an organization's HR management ecosystem. The concepts of ecosystem, goals, objectives and key elements of the system are studied. It is substantiated that the modern ecosystem of HR management of an organization involves the formation of an organization's development strategy, HR strategy, which contains the values of the organization; enables the development of corporate culture and positioning of each employee in relation to the development of the organization; includes social responsibility, managerial and communication unity; innovative approaches to the selection of methods of training and development of personnel; new reward systems; advantages of involving different generations in cooperation: expanding the scope of the traditional «working age». It is established that the formation and development of a modern organization's HR management ecosystem is influenced by globalization and geopolitical aspects, demographic factors, staff migration and the struggle for the best candidates, the level of technology development, communication problems, the COVID-19 pandemic, and, given the Ukrainian realities, military actions. The author analyzes the trends in HR management, among which are the following: active use of artificial intelligence; development of electronic offices and electronic portfolios; introduction of blended learning and gamification methods in the management and advanced training of personnel; identification of talents and their effective use. The new management paradigm should take into account current trends in management technologies and form a system of staff motivation. This approach allows us to consider modern HR management technologies according to the main sub-functions. These include: strategic workforce planning; search and selection of personnel; training and development of personnel; performance management of personnel; motivation of personnel through recognition and rewards; career development of personnel, motivation for leadership. It is noted that the social responsibility of an organization in the field of career development and professional development of employees involves the following steps: in accordance with the corporate strategy, to determine the necessary plans for the training needs of staff; equal opportunities for all categories of staff in terms of training and professional development; formation of relevant methods and forms of staff development; identification of particularly promising employees, and development of individual development and career growth programs. Today, the concept of corporate social responsibility is gradually being developed and implemented in the corporate governance systems of leading Ukrainian organizations.

Communicative and Psychological Aspects of Professional Career Development: Exploring the Differences

The objective of this study is to identify and quantify the factors that impact professional career development, with the intention of applying this knowledge to personnel management practices. The goal is to enhance motivation, develop effective socio-economic systems, and facilitate individual career projection within specific companies. This article aims to explore the influencing factors on professional career growth and develop a quantitative methodology for assessing these factors. It recognizes that the employment market has undergone significant changes due to new global challenges, necessitating a re-evaluation of existing methods and models. Method: The study employs a sociological survey methodology to collect data and analyze the results. This approach allows for the quantitative confirmation of hypotheses regarding the influencing factors on career growth. Mathematical justification is used to determine the weighting coefficients of these factors and establish a comprehensive assessment of professional career growth. The research successfully develops and validates an integral coefficient that quantitatively describes the impact of priority factors on career development. The findings suggest that the proposed methodology can be implemented in personnel management practices to improve motivation and foster effective socio-economic systems. Additionally, the approach can be used by individuals to plan their own career development within an organization. Implications of the research: The proposed methodology and approaches have broad applicability across different social groups and specialties. They can be utilized to enhance personnel motivation, develop effective socio-economic systems, and facilitate psychological and communication interactions during career development.

КАДРОВАЯ ПОЛИТИКА КАК ОСНОВНОЙ ИНСТРУМЕНТ РАЗВИТИЯ ПЕРСОНАЛА

This article discusses the principles of personnel policy as the main tool for personnel development. The main tasks of personnel policy are studied. The principles of implementing an eff ective personnel policy in the organization are proposed. The main mechanisms of personnel policy in the fi eld of corporate culture, recruitment and adaptation of personnel, motivation, training, development and evaluation of personnel, information support of the organization’s personnel are described. The authors propose a model of working with personnel based on the division of functions and the organization of interaction between managers and staff services. The necessity of involving middle and line management in personnel management in order to increase the role and responsibility of managers at all levels in personnel management is argued. A system of measures aimed at increasing this involvement is proposed. The elements of an eff ective motivation system are studied in detail. The tasks of the motivation system, training and development system in the context of the profession are presented.

The Impact of Increasing Performance and Productivity in the Management of Human Resources in Albanian Enterprises

The importance of improving the efficiency of enterprises in Albania and, consequently, the role of personnel management in the implementation of this task has increased especially in recent years when the number of workers has decreased significantly due to the increase in emigration. The purpose of the study is to determine the most effective system of motivation and planning for them, considering the characteristics and national mentality of agricultural workers, and to form recommendations for the most acceptable management style for this group. The Holfstede typology of cultural dimensions was used as a primary method to identify the cultural and behavioral characteristics of the target audience. As a result of the survey conducted among 1514 staff representatives and the processing of its results, the average indicators for cultural dimensions were calculated and the evaluations of these indicators were given. According to the data obtained for the typology of cultural dimensions, it was found that the values in the examined social group are mainly determined by traditions and customs, which means that a management model is required that will not impose the existing principles of Western management but uses the tools own based on relatively democratic principles. Based on the obtained characteristics, recommendations were formed for such main management tools as the principles of subordination, the system of defining tasks and monitoring their implementation, as well as for effective motivation of personnel. The practical importance of the study lies in the development of recommendations for improving personnel management and, as a result, increasing efficiency in agricultural enterprises in Albania.

Personnel motivation management in the strategic management system of an enterprise

In the paper, motivation management is considered through the prism of strategic personnel management, which is an important component of enterprise development. The overall strategy of an enterprise is mainly presented in the form of a long-term program of actions to implement the use and development of the organization’s available resources, but not always when describing a strategy, all its important elements are taken into account. Staff turnover, inconsistencies in the processes of hiring high-level specialists and low staff involvement are also the result of inadequate attention to the development of personnel motivation management policies, which accordingly hinders the development of an enterprise. The purpose of the paper is to substantiate the importance of motivation management in the strategic management system and develop scientific and methodological recommendations for improving the personnel motivation system as an effective tool to ensure the achievement of a company’s strategic goals. The result of the study was the definition of the main stages of the process of strategic personnel motivation management, namely: monitoring of motivation, determination of trends in changes in labor productivity from the introduction of new motivation systems; calculation of economic benefits from the implementation of employee motivation practices. The constructed logical-structural diagram of employee motivation management in the strategic management system, combined with periodic monitoring of the current employee motivation, will enhance the effectiveness of the development and implementation of both the motivation management strategy and the overall strategy of an enterprise.

Pengaruh Disiplin, Motivasi dan Kepuasan terhadap Kinerja Personil di Korem 101 Antasari Banjarmasin

The aim of the study was to find out: Conditions of discipline, motivation, satisfaction and performance of Personnel at Korem 101 Antasari Banjarmasin Influence of Discipline on Personnel Performance at Korem 101 Antasari Banjarmasin Influence of Motivation on Personnel Performance at Korem 101 Antasari Banjarmasin Influence of Satisfaction on Personnel Performance at Korem 101 Antasari Banjarmasin Influence Discipline, Motivation and Simultaneous Satisfaction with Performance The population of this study were all Korem 101/Antasari personnel totaling 289 people, 261 people for the Military and 28 Korem civil servants. The number of samples that we will use by calculating the slovin formula is 75 people

Síndrome de Burnout en profesionales sanitarios en un hospital universitario de España

ObjectiveTo evaluate the risk of Burnout in the health professionals of the Huesca University Hospital, 50 years after its inauguration, to investigate the variables related to the work motivation of the hospital health personnel and to assess the predisposing and protective factors of the risk of Burnout. Material and methodsAn observational, analytical, prospective and unicentric study was conducted from September 2017 to April 2019, evaluating all the health professionals who worked at the Hospital San Jorge de Huesca (n=209). ResultsThe mean age was 42.86 years. 72.2% were women. 12.4% had moderate risk of burnout. There was 12.4% of high emotional exhaustion, 36.8% of high depersonalization and 44.5% of low personal accomplishment. Burnout was statistically significant associated with the professional category (P=.010), work experience (P=.026), hours of work per week (P=.036), choice of the same profession (P=.001) and recommendation to the offspring (P<.001). ConclusionsOne tenth of the sample had a moderate risk of burnout. Almost half of the health workers confirmed a high degree of satisfaction with the work environment and the majority expressed an adequate use of well-being strategies and a high degree of autonomy, recognition and satisfaction at work.