Personnel Motivation System Research Articles

Personnel motivation in the sphere of business management

Introduction. The paper deals with the peculiarities of personnel motivation in the field of business management that organization and use of values management help to strengthen the value of staff identity and is focused on the formation of the value system in the company as a whole. The purpose of the paper is to study of the personnel motivation system in the field of business management. Results. The result of the study is the generalization and systematization of the concepts of management of value staff. According to the results of the study, dominant trends in the organizational behavior of employees were revealed, depending on their level and tendency to changes in work. Increasing labor productivity and efficiency can be achieved by using your own potential through a motivational mechanism and makes work interesting. The peculiarities of changes in the work used by employees in organizations do not allow them to reduce the stress of working with people, which inevitably leads to psycho-emotional burnout. The methods used allow to provide the risks of professional burnout, the dismissal of the employee and the reduction of qualitative indicators, as well as to determine the dominant strategy of rethinking their organizational behavior. Conclusion. Value management integrates economic (labor efficiency) and psychological (involvement, relationships, satisfaction from work). It is an integral part of a developed organizational culture and becomes available only at a certain stage of the company's life cycle. The management of values based on a resource approach allows the leader to improve the economic indicators of the organization at the expense of personal resources of employees (through their involvement, identification of personal values with values of the organization) without the use of additional financial incentives and penalties.

Features of the personnel motivation system in innovative organizations

This article is devoted to the study of the issues of innovative organizations personnel motivation. The author describes the features of innovative organizations: stimulating scientific research, innovation and the search for non–standard solutions, therefore their principles of motivation should be aimed specifically at the implementation of these tasks. The article is related to the issues of increasing the productivity and efficiency of companies. Often in traditional organizations, staff motivation systems are created without taking into account the opinions of employees and have little correlation with the company’s values. According to the author, for productive innovation, it is important to develop and implement a policy that encourages innovative approaches, as well as creativity and initiative of employees. A well thought out staff motivation system plays a key role in the application of this policy, which ultimately contributes to the successful implementation of ambitious projects, increasing profits and the image of the organization. The article presents the characteristics of motivational incentives, namely monetary and non–monetary. The author substantiates the thesis that in order to stimulate innovative activity to employees needs to choose an individual approach, and non–monetary motivation in this case turns out to be more important than the monetary component.

Mechanisms for identifying and regulating opportunistic behavior of personnel in a company

Aim. To summarize the main mechanisms of regulating and limiting opportunistic behavior in the company.Objectives. To study the tools to prevent opportunistic behavior presented in the studies of consulting companies; to establish which methods of identifying opportunism are more effective; to describe the main mechanisms aimed at reducing the risk of opportunistic behavior in the company.Methods. The author applied methods of generalization of theoretical and practical base of mechanisms aimed at regulating opportunistic behavior, as well as processing and generalization of analytical materials of consulting companies and professional associations.Results. In order to reduce the risk of opportunistic behavior in the company, it is necessary to build an effective recruitment process. Companies need a third-party or internal security service that will reduce the percentage of risk of hiring employees who are detrimental to the company. Companies should also develop preventive measures to combat opportunistic behavior of employees (rules of business conduct enshrined in an official company document, with which the employee should be familiarized). In order to detect opportunism expressed in the so-called shirking, you can install special software on the work computer and use pass systems to track the time of arrival and departure of the employee. In addition, it is necessary to competently build the process of introducing mechanisms to regulate the manifestation of opportunistic behavior in order to avoid organizational conflicts and resistance on the part of the workforce. Creation of an effective system of personnel motivation will draw the attention of personnel to the achievement of the company's goals, because, having achieved them, they will achieve the reward for the work done. This will reduce the risk of opportunistic behavior, and the formation of the personnel reserve of the organization will allow the management to reduce the level of opportunism expressed in the form of misinforming the employer, hiding the true objectives of staying in a new workplace.Conclusions. In practice, there are many mechanisms for regulating and limiting opportunistic behavior of personnel. According to surveys of consulting companies, the first place is occupied by the policy of counteraction to corporate fraud, the second place is shared by the hotline and monitoring of suspicious activity, in which employees are involved by anonymous reporting of information. Then comes training for employees and company management, and data analytics. Tip-offs are used to detect 42 % of corporate fraud, with employees reporting illegal activities in 55 % of cases. Some companies conduct internal investigations, but almost 50 % of them do not respond to opportunism, including fraud.

ОБРАЗОВАТЕЛЬНЫЕ ВОЗМОЖНОСТИ КАК ИНСТРУМЕНТ МОТИВАЦИИ ПЕРСОНАЛА

In the article it is represented the analysis of the preconditions and the factors, which al-low to introduce successfully the additional professional education as the instrument of staff motivation. The author researches the peculiarities of economic evaluation of the costs and the results connected with the usage of the additional professional education as the instrument of staff motiva-tion. In the article it is characterized the risk connected with the usage of the additional professional education as the instrument of staff motivation from the employer’s point of view. The represented approach is built up upon several basic theses concerning the formation of personnel motivation system, the necessity of stable improving personnel motivation system especially in the conditions of sustainably rising economic indicators of organization, the profitability of the non-material motivation prevailing, the leading role of the additional educational opportunities in frames of non-material moti-vation.

Formation of an Effective System of Personnel Motivation at Industrial Enterprises of Ukraine

Formation of an Effective System of Personnel Motivation at Industrial Enterprises of Ukraine

System Approach to the Process of Institutional Transformation for Industrial Integrations in the Digital Era

The digitalization of the high-tech economy is complicated due to several issues. One can mention non-synchrony and imbalance in the development of industrial enterprises and their integrations; changes in the elements and relations between enterprises and the external environment; as well as contradictions between the actors. Therefore, a new institutional system for industrial integrations needs to be formed. This article proposes a concept and scenario of the institutional change needed to bolster industrial integrations in the digital economy. The structural logic and algorithm of the process provides for the gradual progress through seven phases of institutional transformation. The authors have developed an institutional change management platform for strategic transformation, the core of which is a decision-making system. The platform supports the management of digital and material business processes of industrial integrations. The conceptual approach is based on a comparison of the life cycles of enterprises and their markets. The article proposes a methodology for assessing the readiness of industrial integrations to implement institutional change strategies using modified Shewhart control charts. The methodology is based on a two-criterion approach to the analysis of finances, production reserves, human resources, organizational structures, management technologies, corporate institutions, and a personnel motivation system. This approach allows determining the level of compliance of the resources available with the requirements of the transformation strategy implementation plan. The methodology has been tested at 14 enterprises functioning as industrial integration actors. According to the dynamics of the level of readiness to implement the transformation strategy, enterprises within the framework of industrial integrations are divided into three groups: enterprises with consistently high, medium, and low levels of readiness to implement the strategy.

Issues of developing an employee motivation system for energy sector companies

As the object of research in the paper practical solutions in terms of material and non-material incentives for personnel in energy companies as well as methodological guidelines justifying their implementation are chosen. The subject area chosen is the processes of personnel motivation in energy companies in Russia. The objective of the study is to formulate directions for improving this work based on the analysis of information presented in the open press about existing approaches to building a system of personnel motivation in energy companies, taking into account modern transformations in the industry and the demand for innovative development. The methods used in this article include theoretical analysis of scientific literature on personnel motivation in relation to the development of the energy sector, graphical method, analysis of statistical data, analysis of documents covering decisions on personnel motivation in energy companies and the application of advanced digital technologies in management. The main result of the study is the conclusion that the basis for the development of the motivation system should be the perception of employees not as one of the company's resources, but as its value asset, the growth of their involvement for the benefit of achieving the goals and objectives which implies a change in the approach to the personnel motivation system, namely, the strengthening of the personalised component. This approach will allow to focus on incentives, tangible and intangible, oriented to each specific specialist, according to his/her role, contribution and prospects for the organisation. Tangible non-monetary incentives may (with equal amounts in terms of monetary equivalent) differ depending on the employee's interests, his/her needs (education, sports, examinations, hobbies, etc.) and the needs of their family. Non-material incentives related to the formal and informal status and personal brand of an employee in the organisation should also be individualised. This implies the use of AI to process an array of information about existing employees and determine their real contribution to the company's development, their performance at their current place of work, and to develop individualised motivational proposals with subsequent measurement of their performance.

Human resource management using motivation and incentive tools

In business practice, it is impossible to reassess the role of the personnel motivation and incentive system in a company, since it allows you to smooth out the main conflicts between an employee and an employer, meeting the needs and interests of both sides as much as possible. The importance of this area of management is also due to its close relationship with other areas of work with human resources — adaptation, loyalty and engagement, etc. This article reflects the processes of human resource management in the organization through the use of motivation and incentive tools. The methodological characteristics of motivation and stimulation are given. The forms and means of encouraging employees have been defined. The current approaches and ways of stimulating employees are identified, which are used by modern organizations to increase the efficiency of using human resources and achieve the goals of the organization.The subject of the research in the article is the tools of human resource management in the organization. The research results are to identify modern ways of motivating and stimulating the work of employees to increase the competitiveness of the organization. The necessity of interconnection of these tools for the effective performance of labor functions by the organization’s personnel, as well as the possibilities and results of their use, is substantiated.

THE ROLE OF THE MOTIVATION SYSTEM IN THE STRATEGIC DEVELOPMENT OF AN ENTERPRISE

The article is dedicated to the exploration of the role of the motivation system in the strategic development of a company and the formulation of practical recommendations for its sustainable growth through the combination of formal and informal motivational methods. It provides an overview of the concept, key functions, and methods of motivation within a company. It is noted that the motivation system in the strategic development of a company constitutes a set of interconnected elements and consists of external and internal motivation, which should be balanced. Employee motivation methods are grouped into four stimulating categories: economic incentives, goal-oriented management, job enrichment, and participation systems. The article forms a conception of an effective motivation system in the contemporary business environment. It identifies a close connection between the personnel motivation system and the corporate culture of the company, which shapes the management philosophy, mission, values, vision, career advancement policies, and the reserve of future leaders supporting a healthy socio-psychological climate within the team, preventing emotional burnout among workers. The necessity of forming a program of personnel changes for the development of highly qualified leaders, ready to solve complex tasks, and actively participate in the strategic development of the company is emphasized. The conclusion is drawn that the effectiveness of the motivation system depends on the specificity of the company, the atmosphere within the team, and the psychological portrait of the employees. According to global experience, the combination of material and non-material motivation methods yields the best results. The motivation system, like the corporate strategy of balanced development, is an essential tool for the strategic development of a company.

Напрями вдосконалення системи мотивування персоналу медичних закладів

The main principles of the system of motivating the personnel of communal non-commercial enterprises in the field of health protection in modern conditions are determined and recommendations are provided for its improvement. In the article, the author used the following methods: analysis and synthesis - to analyze modern trends and generalize their impact on the formation of the personnel motivation system; sociological method (questionnaire) - for understanding and structuring the main aspects of the motivation of employees of a communal non-profit enterprise in the field of health care; generalization - when formulating conclusions and recommendations. The hypothesis that there is a direct connection between the needs and incentives of employees of non-profit medical institutions and it significantly affects the level of effectiveness of staff motivation has been proven. Taking into account the results of the conducted research, it is suggested to take a number of measures to improve the system of motivating the personnel of medical institutions: develop, approve, and then bring to the attention of the personnel a transparent and understandable system of bonuses and incentives for the realization of the set goal, establish a decent remuneration system; to attract highly qualified medical personnel to teaching activities at departments for improving the qualifications of medical workers; improve material incentives for employees with more than 10 years of experience; to expand the list of non-material indicators of stimulation of medical personnel; create an opportunity to provide staff and their family members with discounted medical care. The results of this study are of interest to local self-government bodies and specialized departments of the state government, subjects of non-commercial entrepreneurship in the field of medical services, who seek to improve the system of motivating the personnel of medical institutions, to increase the level of provision of services in the field of health care in accordance with the conditions of a competitive environment and ensure a reduction in staff turnover at medical enterprises. At the same time, the results can help researchers of higher education institutions to improve the tools for the dissemination of innovative knowledge in the field of motivation and personnel management. This study emphasizes the peculiarities of the formation of the system of stimulation of the personnel of non-commercial medical institutions in the structure of the national economy at the level of communal enterprises. Delineation of motivational trends in the budgetary sphere and a number of non-profit enterprises in the process of reforming the health care sector made it possible to form stages and approaches to improving the hospital staff incentive system. Provide recommendations to the founders and owners of communal non-commercial enterprises in the medical field regarding the development of programs for the development of the staff motivation system at the local level.

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.

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&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.

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.

FEATURES OF INTANGIBLE MOTIVATION OF ORGANIZATION STAFF

The article is devoted to investigation of intangible motivation of the company's personnel. Methods of non-material motivation in modern conditions are considered. At the same time, the author considers material motivation to be a necessary but insufficient condition for the development of enterprises and organizations. The essence of the concepts "motivation", "motive" and "stimulation" of labor activity is given. From the author's point of view, the possibility of achieving success should be considered a priority motivator. The conditions for effective staff motivation are clarified. The main motives of work and methods of non-material motivation are revealed. The process of "demotivation" is characterized, a list of demotivational factors that directly affect the quality of staff work is given. The main theoretical and methodological principles of personnel motivation at the enterprise are considered. The contribution of the theory of emotional motivation as a type of behavioral economics, which is not based on a rational research paradigm, is indicated. Emphasis is placed on the priority role of intangible motivation and the features of its application in the activities of enterprises and organizations. The main types and tools of non-material motivation of personnel in today's conditions are defined. Differences between material and non-material motivation are revealed. Recommendations for the formation of a personnel motivation system at the enterprise are given. It is noted that the practice of motivating personnel of modern organizations is a complex phenomenon which is complexly hierarchically organized. It is proven that in each situation it is necessary to apply an individual approach; at the same time, motivation for the development of modern personnel should be systematic, consistent and comprehensive. At the same time, it is important to have a fair and logical system for every organization. The motivation system should cover all hierarchical levels for different positions, have uniform principles of construction, supporting the organization's strategy and goals.

ОСОБЛИВОСТІ ЗАЛУЧЕННЯ ТА УТРИМАННЯ ПЕРСОНАЛУ В УМОВАХ ВІЙНИ ТА ДІДЖИТАЛІЗАЦІЇ ПРАЦІ

The article examines problems in the field of personnel management faced by domestic businesses during the war. It is defined that the most problematic fields are ensuring companies with personnel of the required quality and in sufficient quantity as well as retaining the employees avoiding the layoffs aspirations. These problems have arisen due to the evacuation of a part of the working population abroad, the mobilization of workers to the Armed Forces, the increase in the mortality rate of men of working age, etc. Analysis of external factors affecting the recruitment process has revealed many areas for improvement that will help companies to adapt to new realities. These include the use of modern tools and platforms for automating the recruitment process, the wide use of social networks to search for candidates for vacancies, etc. It is justified in the paper that the process of providing the company with personnel requires the use of fundamentally new approaches to its implementation. It has been proven that to retain and attract personnel, companies need to rethink their motivational programs, because certain motivational tools in wartime conditions have become obsolete and lost their relevance. It is recommended that along with traditional methods of material motivation, it is necessary to use those that will provide psychological support to the staff. Successful cases of modernization of the personnel motivation system of three large Ukrainian companies are presented. It was noted that in conditions of uncertainty, the personnel motivation system cannot remain stable, but should be built following the principles of change management. Therefore, it is recommended to constantly monitor the effectiveness of the current motivation system and, if necessary, to modernize it. To identify the level of motivation of the company's employees and analyze the influence of motivational factors on the efficiency of their work, it is recommended to use the "Motivation Efficiency Test" software.

РОЗВИТОК КАДРОВОГО КОНСАЛТИНГУ В УКРАЇНІ

This article examines and analyzes the development of personnel consulting in Ukraine. The level of unemployment in Ukraine, which is the root cause of the use of personnel consulting, was studied. It is noted that the management of labor potential is closely related directly to the management of the organization's personnel, since the employees themselves have the necessary internal potential for work. It was determined that personnel consulting is widely represented in many spheres of activity of organizations, designed to solve a wide range of tasks, helps to assess the labor potential of the company and its compliance with the development strategy. The main tasks of personnel consulting in Ukraine are defined. The need for personnel consulting was determined when accompanying changes in the organization related to restructuring, when evaluating labor potential, planning personnel transfers, when developing a personnel motivation system, forming or changing the corporate culture and psychological climate in the team. The activity of consulting companies in Ukraine over the past five years has been studied. It was determined that the turnover of consulting companies has grown significantly, which is evidenced by the popularization of consulting as a direction. It was determined that the task of consulting is to create a complete personnel management system based on the integration of the efforts of personnel at all levels, which often requires a radical change in the organization's policy in this area of the client's organizational problems or to provide comprehensive knowledge through personnel training. It is noted that HR-consulting in the field of personnel motivation is used when clients face tasks related to the need to increase the interest of personnel in increasing the efficiency of their work, bringing the reward system in line with the performance of employees, attracting and retaining key specialists at all levels of the organization. It has been studied that consultants can optimize the process of selection of labor resources with the help of screening, recruiting, headhunting and preliminary methods. It is noted that as a tool for personnel development and career management, personnel consulting ensures that personnel qualifications match the needs of the company, which is one of the most important conditions for the success of any organization. It is noted that personnel consulting occupies an important place in effective personnel management, especially in the conditions of change, which today is war, because not only high-quality personnel selection is needed, but also finding ways to develop and support them.

DIRECTIONS OF STAFF MOTIVATION IN THE CONDITIONS OF MODERN CHALLENGES

Introduction. The article researches the components of the personnel motivation system and their role in increasing labor efficiency, outlines directions to improve the functioning of the system. The goals of employee motivation are highlighted. It has been established that the application of different types of employee motivation in practice can have different effectiveness. Therefore, when choosing them, it is important to take into account how well they correspond to the strategy of the organization and the microclimate in the team. It was found that motivation of the personnel should be based on the principle of combining the interests of the company and employees. A properly motivated employee makes full use of his skills, abilities, new opportunities, and resources at his workplace, which leads to the desired result and more efficient work of the entire organization. It was determined that implementation of the personnel motivation system should be a carefully planned and gradual process. The most important thing is to gain the support of employees by informing them about the current and prospective activities of the organization. Areas of staff motivation are singled out: individualization of wages, involvement of employees in the formation of the strategy and planning of the organization's goals; official employment and social package; creating opportunities for career growth; improving the social and psychological climate in the team and strengthening its cohesion; creation of a comfortable workplace and arrangement of rest areas for the staff; possibilities of long-term work prospects; personal and public praise from the manager, giving personal benefits and using a motivational board; labor activity monitoring; motivation with free time. It has been established that by attracting and motivating the personnel, management receives the following benefits: high labor productivity; the ability to make innovative decisions; opportunities to quickly enter the market; increase in customer satisfaction; implementation of innovations; low staff turnover; readiness for change; the company's profit growth. Key words: remuneration, material and non-material incentives, motivation, motivational board, staff motivation, directions of staff motivation, salary, staff, employer, working hours, work, working conditions.

Technologies and methods of business processes analysis and optimization

The process approach to management is based on the automation of various aspects of the company's activities. The formation, optimization, restructuring and improvement of business processes are taking place along with the introduction of applied systems (most often, on 1C: Enterprise platform). Nevertheless, business analysts play a key role in optimizing a company's business processes. The study intends to scrutinize the technologies and methods of business processes analysis and optimization. To that end, monographic, economic-statistical, and abstract-logical methods are employed. Based on the results, in the context of the optimization methodology, optimization can be considered in the framework of progressive improvement or reengineering of business processes (global, large-scale revision of the system). The study of the optimization methodology for business processes revealed several elements of this process, including the choice of methods of analysis and optimization of business processes, ranking of business processes by their importance to show priority processes to start optimization with, and finally, development of a system of key performance indicators to link the personnel motivation system with the achievement of tactical and strategic goals of the company.

Digital processes in crop production in Kazakhstan

The relevance of the study is determined by the importance of introducing digital technologies in crop production industry to improve the efficiency of agro-industrial complex. The goal is to show the directions, advantages of digitalization in domestic crop production, problems and suggest ways of solution. The following methods were used in the article - analysis, systematization, generalization and selection of facts, establishing links between them. Results - the starting conditions, priorities and reasons that hinder and complicate digital transformation are considered: limited access of agricultural producers to technical innovations and modern agricultural machinery; a long network of intermediaries, wholesalers and retailers; low level of development of communications and IT infrastructure; lack of localized IT solutions for agricultural sector; shortage of qualified personnel. In the current situation, the authors consider it necessary and timely to increase the level of mechanization (energy saturation) and automation up to the average world class, effective public support; widespread use of digital platforms; improvement of the personnel motivation system; organization of government -funded training centers for farmers. The practice of applying technological operations of precise and digital agriculture in cultivation of crops based on the materials of the Akmola region has been studied. Conclusions - entrepreneurs strive to produce more food with fewer resources, therefore a significant breakthrough is needed in creating digital models of the entire agricultural production cycle and interconnected links in value chain. Digital technologies will increase competitiveness and labor productivity, ensure food security and attract investment; this is a high-tech and promising area for all economic entities, regardless of the scale of agribusiness.

Analysis of the personnel motivation system in the banking sector in the context of digitalization

Analysis of the personnel motivation system in the banking sector in the context of digitalization