Personnel Motivation System Research Articles

МЕТОДИЧНИЙ ПІДХІД ДО ОЦІНЮВАННЯ СИСТЕМИ МОТИВАЦІЇ ПЕРСОНАЛУ НА ПІДПРИЄМСТВІ В УМОВАХ COVID-19

The article analyzes the methodological approaches to assessing the system of staff motivation in the enterprise. The study found that the management of motivational processes in the enterprise is effective only when assessing the motivation system. The purpose of the article is to improve the methodological framework for assessing the system of staff motivation in the enterprise in terms of COVID-19 and the introduction of the practice of personnel management of agricultural enterprises in order to increase competitiveness in the Ukrainian market. Evaluation of personnel motivation system is proposed to carry out qualitative and quantitative indicators. A modified method of evaluation of personnel motivation system based on multi-use methods of evaluation components of the system. Formed partial list of criteria for evaluating components of motivation (welfare, financial, economic, social, psychological, and corporate incentive system) on the basis of expert survey of relevant specialist area. The weights in the model are proposed to be identified using the method of hierarchy analysis. Expert analysis used to assess the current and projected state enterprise motivation system. Applied scenario approach to the assessments of personnel motivation system, which is implemented in the identification of current and forecasted conditions. Graphical method used in the interpretation of the criteria changes partial components of motivation. The results of the study is to identify the level of motivation components of the enterprise, the authors proposed to consider the example of the agricultural enterprises mashynobuduvvannya. The study found an upward trend in such categories as: "fair treatment by management", "loans from the company on favorable terms", "health care and insurance", the relative deviation is -10.2%, -11.5%, -23.8%, respectively. Identified the main directions of development of motivation, such as: "Delegation of authority", "total annual remuneration", "promotion program personnel", "Stimulating objectives" - or rather -23.4%, -12.4%, -22, 4% and -38.5% respectively. The practical value of the study is to identify opportunities to improve the competitiveness of enterprises through improved agricultural engineering system of motivation. Using multi evaluation methods and scenario approach enables adaptation to changes in a turbulent environment COVID-19.

РОЗРОБЛЕННЯ ЕФЕКТИВНОГО МОТИВАЦІЙНОГО МЕХАНІЗМУ ДІЯЛЬНОСТІ ПІДПРИЄМСТВА

The article describes the practical steps the introduction of new personnel motivation system based on KPI – Key Performance Indicators.Today, the motivation of staff, which is the direct cause of their behavior, is becoming increasingly important. Staff motivation is the main means of ensuring optimal use available resources, mobilization of available staff potential. Problems of motivation of the personnel of the enterprises of any forms of ownership have always been and remain actual, after all not only social and creative activity of the personnel, but also final depends on accurately developed systems of motivation. results of enterprises.Currently, the interest and desire of employees to perform their duties efficiently and effectively is one of the main internal factors that affect the growth of success, prestige and competitiveness of any modern enterprise. It is based on employee motivation, focused on meeting personal and collective needs and interests. The head of the enterprise must have information about what is sufficient for employees, and what is necessary and mandatory for them to be interested in effective work at the enterprise. In addition, it is important that the company's staff works most effectively, productively and productively, for this management needs to stimulate and encourage its employees. In this regard, the most important task of personnel service at the enterprise is the development and implementation of a motivational mechanism in personnel management, the areas of which will be focused on motivating employees to work effectively. All of the above indicates the relevance and timeliness of consideration of issues of formation and improvement of the motivational mechanism in a modern enterprise.There is a need to use the so-called key performance indicators (Key Performance Indicators – KPI), reflecting the performance of each individual employee. Key performance indicators are quantified financial and non-financial parameters. KPI, as numerical characteristics, usually have an upper and lower limit.If key metrics are biased or inconsistent specifics of the enterprise, they are not able to adequately perform their functions.

MANAGEMENT OF STAFF MOTIVATION AT A TRADE ENTERPRISE

The main characteristics of the structure of motivation of employees of a trade organization are revealed. Difficulties of maintaining high motivation of lower-level workers are outlined. The influence of working conditions is considered, in particular, such a factor as the need for constant interaction with clients in the "person-to-person" system. The approaches developed both within the framework of the sociological paradigm and within the framework of an interdisciplinary approach are presented as a theoretical basis. Labor motivation is considered as the most important factor in a person's activity in an organization, ensuring the proper level of his interest and efforts, a guarantor of the stability of these actions. The authors substantiate the urgency of expanding the methods of non-material incentives as secondary, but important for regulating the activities of employees. The importance of an integrated approach to building a personnel motivation system is indicated. The results of an empirical study of the social and labor attitudes of employees of a trade organization are presented. Employees are primarily focused on high wages and professional and career growth. At the same time, the conditions of work are important, starting with a favorable psychological climate in the team and finishing with material and technical support. Measures of additional incentives within the framework of the “social package”, such as, for example, medical insurance, gym membership, are not in great demand. There is a relatively low level of loyalty to the organization. In general, the instrumental type of labor installation dominates. The development of a system of labor incentives in an organization presupposes a number of organizational-informational, organizational-managerial and regulatory measures.

Formation and Development of the Project Team

the article raises questions about the formation and development of the project team. The empirical base of the study was chosen by the company “BIZNESCONSUL” LLC. The paper uses such research methods as: socio-economic analysis, complex analysis of economic activity, economic and mathematical methods, logical analysis, system analysis. Based on the research, a number of conclusions are made: the need to use tools for forming a project team (the responsibility matrix) is highlighted, which will reduce the time of recruitment and hiring of staff; a focused approach to the development of a project personnel motivation system is required, which will reduce staff turnover in the company; it is necessary to take into account the personal and professional qualities of the project Manager, which will allow him to consolidate project roles and improve the quality of project personnel management.

Formation of the evaluation model of the enterprise’s personnel motivation

The paper considers the peculiarities of forming the evaluation model of the enterprise personnel motivation based upon the calculation of an integral indicator. For the purposes of forming the system of enterprise personnel motivation a generalized integral indicator has been employed, serving as an aggregate of integral indicators related to the specific stimulation factor. Evaluation of the results of identifying the relevance of personnel motivation constituents is conducted through expert assessment. Interpretation of integral indicator values according to Harrington's scale of desirability for research conditions is realized within the scope of the paper. The elaborated model allows analyzing connections between the level of personnel motivation and key performance indicators of enterprise activity. The work investigates the particularities of implementing global practices of personnel motivation. The system of personnel motivation is one of the pivotal constituents of both the personnel management system within the organization and the system of security related to entrepreneurial activity. A rationally developed system of motivation, firstly, allows triggering the employee potential in the direction of achieving the mission of the company. Secondly, it provides the employee with enjoyable experience in the process of labor through satisfying his or her needs and ensures safe conditions for activities of such enterprise. In management practices, various methods and combinations of incentives and motivation are commonly used concurrently. For efficiently managing the motivation, it is imperative to employ several groups of methods simultaneously within the system of enterprise management. For instance, employing exclusively authoritative and material motivation does not allow to mobilize creative activity of the personnel in attaining the organization’s objective. To achieve maximum performance it is necessary to implement non-financial motivation. To increase productivity and performance indicators of the labor, it is essential: to form steady and high-quality composition of the staff; to determine criteria and indicators of work performance; to organize permanent monitoring and control over results of activity by management and production personnel.

MODERNIZATION OF ANALYTICAL INDICATORS OF THE PERSONNEL MOTIVATION SYSTEM IN THE ENTERPRISES – PARTICIPANTS OF THE DEVELOPMENT CONSTRUCTION PROJECT

The article is devoted to the issue of labor motivation at enterprises participating in development construction projects. The purpose of this study is to analyze the labor motivation of personnel and develop directions for its improvement at the enterprise in modern economic conditions. For this, the essence and methods of personnel labor motivation and their impact on the main economic and financial indicators of the enterprise were considered. The task of this study was to identify the main directions for improving the system of labor motivation at the enterprise. According to this goal, the analysis of the labor indicators of the enterprise was carried out, which made it possible to more fully characterize the results of its activities, the effectiveness of the use of personnel and working conditions. Based on the analysis of the existing labor motivation system, it was proposed to take measures that would lead to the creation of an effective motivational environment at the enterprise. The possibility of building a personnel motivation system based on key performance indicators KPI is analyzed. The concepts of KPI, suitable for the development of motivation systems based on them, are proposed, in particular, the Balanced Scorecard, the Total Performance Scorecard, the OVAR concept (Objectifs-Variables d'Action-Responsables). The main methodological foundations for studying the system of assessment and motivation of personnel of construction enterprises have been determined: 1) processes of assessment and motivation of personnel are key elements of the formation of an effective personnel management system; 2) the construction of a rational system for assessing and motivating personnel is based on the laws and patterns of people's labor activity; 3) the processes of assessment and motivation of personnel is a single holistic management system containing closely complementary and interrelated elements; 4) the strategic focus of an effective assessment and motivation system for personnel of construction enterprises. Thanks to the implementation of the proposed measures to improve the labor motivation system at the enterprise, the goal of any enterprise can be achieved, namely, the improvement of economic and financial results of economic activity.

STAFF MOTIVATION AS A TOOL OF EFFECTIVE PERSONNEL POLICY OF THE ORGANIZATION

The aim of the study is to analyse the personnel motivation and incentive system used in Russian companies. The relevance of evaluating the labour of employees has been substantiated in the article, the rating system, KPI, grades for determining the plug of official salaries has been considered. The features of the motivation psychology have been highlighted. The importance of maintaining a balance of interests of employees and company management in the formation of the incentive system has been justified. Attention on the formation of reward systems has been focused. The practice of creating a system of motivation and stimulation of labour has been considered. The data of an all-Russian study conducted by Kelly Service have been presented. The effectiveness of the application of various types of social package has been noted. The most popular types of benefits,on the basis of which several social packages can be compiled, have been described. The principles that contribute to improving efficiency of the functioning of the entire incentive system have been considered.

Organization of the personnel motivation system at the enterprise

Within the framework of this study, the process of personnel motivation is studied on the example of LLC "Driver Recruitment Center". The study was conducted using a questionnaire to determine the sources of motivation. As a result, the preferences of the staff and individual employees regarding the format of encouraging their activities were established.

УДОСКОНАЛЕННЯ ФОРМУВАННЯ МОТИВАЦІЙНОЇ ПОЛІТИКИ НА СІЛЬСЬКОГОСПОДАРСЬКИХ ПІДПРИЄМСТВАХ

Мотиваційна політика відіграє велику роль в ефективному управлінні персоналом. Стан економіки та суспільних відносин в Україні й, що не менш важливо, стан розвитку самоусвідомлення її громадян є нестійким, складним. У цей період особливо важливо діяти ефективно у сфері управління персоналом підприємства. Ситуація постійно змінюється, а відповідно, повинні змінюватися й підходи до вибору ефективних методів роботи з персоналом. Під час проведення дослідження використано методи логічного узагальнення та порівняння – для формування основних положень та передумов формування мотиваційної політики, алгоритму управління мотиваційною політикою; системного аналізу та синтезу, зокрема, при обґрунтуванні ocнoвних напрямів удocкoнaлення мотиваційної політики на сільськогосподарських підприємствах; статистичного аналізу - при дослідженні зміни чисельності і заробітної найманих працівників в сільському господарстві; логічного узагальнення – під час формулювання висновків. Розроблено теоретико-методичні підходи до формування сучасної ефективної мотиваційної політики на сільськогосподарських підприємстві. Розкрито основні напрями удocкoнaлення мотиваційної політики на сільськогосподарських підприємствах. Систематизовано етапи впровадження мотиваційної політики на сільськогосподарських підприємствах. Визначено тенденції зміни чисельності і заробітної найманих працівників в сільському господарстві. На основі розглянутих підходів сформовано алгоритм управління мотиваційною політикою на сільськогосподарських підприємствах. Результати дослідження дозволять розширити перелік важливих напрямів удосконалення мотиваційної політики, що розглядаються в контексті алгоритму її управління. Запропонований алгоритм управління удосконаленням мотиваційної політики на сільськогосподарських підприємствах забезпечить дослідження та аналіз показників ефективності праці, їх моніторинг, що сприятиме зростанню ефективності праці. Відстеження факторів впливу на мотиваційну спрямованість процесів управління, поглиблення дослідження мотиваційних систем управління змінами на сільськогосподарських підприємствах стане перспективним напрямом наукових досліджень.

ON THE ISSUE OF RETENTION AND INVOLVEMENT OF STAFF IN THE CONDITIONS OF OUTFLOW OF HUMAN RESOURCES

The article identifies the main reasons for the outflow of human resources and the consequences for Ukrainian enterprises. The dynamics of population change of Ukraine, migration of population in the regions of Ukraine, the preferred countries of residence of Ukrainian families have been investigated. The reasons and geography of the departure of Ukrainians abroad as well as the conditions contributing to this are analyzed. The factors that influence life satisfaction in the country are identified. The concept of staff involvement has been clarified. Attention is drawn to the difference between the concepts of staff involvement, satisfaction and loyalty. The factors that influence the outflow of staff at enterprises are considered. Emphasis is placed on the aspect of staff involvement in the company's activities as a factor contributing to employee retention. The role and importance of the factors that influence staff engagement are ranged and analyzed. The characteristics of employees with a low level of involvement are highlighted. The practical experience of successful Ukrainian and foreign companies in the field of personnel management is considered. The directions in work with the personnel which help to increase the productivity of work and success of the organization are analyzed. Effective measures and tools for staff retention in the company in the conditions of rapid human resources outflow have been identified. Attention is drawn to the use of the onboarding program and the outgoing interview as effective tools that contribute to the reduction of staff turnover. The role of immaterial tools of the personnel motivation system in improving labour productivity is emphasized.

MANAGING THE COMPANY'S PERSONNEL MOTIVATION SYSTEM

This paper deals with the analysis of the features of managing of the company's personnel motivation system. Thus, the concept “motivation” was considered as well as types of motivation and their role in organization of motivational system. Also, the principles of the effective organization of motivational systems in a company were described in the paper. The purpose of the article – to analyse the concept of motivation and the features and the main principles of the effective managing of the company's personnel motivation system. Conclusions . Thus, it is possible to make a conclusion that motivation is a necessary tool for an effective functioning of any company: it causes a better fulfillment of tasks and company’s objectivesby employees, serves for improving the labor efficiency and for reducing the staff turnover rate. Thus, the company's personnel motivation system has to be variable and include different means of remuneration.

Implementation of the motivation and incentive models of employees of the LLC “Rucheek” of Krasnodar Territory

The article discusses and analyzes the implementation of models of motivation and incentives of employees of the company that produces mineral water. Modern methods and tools of employee management at the enterprise are studied. Analysis of the system of motivation and incentive of the organization’s personnel allows us to justify the feasibility of recommendations for improving the motivation system in the LLC “Rucheek”. The degree of implementation – recommendations of proposals for improving the system of personnel motivation, is justified. As a result of this work, we received proposals for improving motivation systems at the enterprise. The models used will significantly increase the economic efficiency of the organization.

Improving the Personnel Motivation System in Service Activities Organizations

The problem of improving the system of motivation of personnel of service organizations is currently of particular relevance. In the current economic situation, issues of personnel motivation management are becoming especially relevant and require deep consideration. The article discloses the success of managing any socio-economic object, which depends on how effective the motivation system for people working within this object is. The decisive causative factor in the effectiveness of people's activities is their motivation. The article aims to develop recommendations for improving the system of motivation of personnel of service activities organizations. The analysis of the personnel management system, based on data held in organizations of service activities. The result of the practical application of proposals and recommendations in selected areas of improving the system of motivation of the personnel of the organization is determined.

Motivation in Personnel Management of a Trading Enterprise

Purpose: Investigating the problems of personnel motivation efficiency as one of the most significant factors of the success of an enterprise at the present stage of development of the Russian economy, the authors consider expedient to consider the theory and practice of the personnel motivation system in a commercial enterprise. Design: General scientific (analysis, synthesis, comparison), and special methods of research (economic and statistical, balance sheet, design-calculation and other), document analysis, questioning, and others were used during the study. Findings: The authors revealed that the trading company should focus on the development of a system of motivation in two directions: the improvement of material motivation of staff and the improvement of non-material motivation of staff. Improving the proposed system of staff motivation will allow the company to create a favorable atmosphere in the team, increasing turnover. Practical implications: The obtained results can be used by the head of the enterprise when developing plans to improve the management system and increase investment attractiveness. Originality: This article analyzes the theoretical foundations of motivation in personnel management. Given the organizational and economic characteristics of the trading enterprise, identified the existing system of motivation in the enterprise.

Эффективный контракт как инструмент оценки в системе мотивации персонала учреждений социальной сферы

Эффективный контракт как инструмент оценки в системе мотивации персонала учреждений социальной сферы

FORMATION OF MODERN INCENTIVE SYSTEM FOR MANAGERS IN THE CONTEXT OF EUROPEAN INTEGRATION PROCESSES

The article is devoted to the research of issues of the formation of the modern system of evaluation of effectiveness and motivation of managers and workers of an enterprise in the context of European integration processes in Ukraine. The object is theoretical and practical foundations of creating an efficient motivational profile of an organization with the help of formation of the modern system of employee efficiency analysis and formation of an individual system of employee motivation at the enterprise based on research of incentive systems of developed countries and EU countries. The main research objectives are established: determination of key priorities for the formation of the system of valuation and motivation; formation of an algorithm and economic and mathematical model of the system of evaluation and motivation of personnel efficiency, zoning of boundary priorities and formation of a matrix of opportunities, formation of an effective system for improving the system of personnel motivation and evaluation, and a model of the system of improvement of personnel motivation means. Methodology. The conducted comparative analysis of various motivation systems existing in the EU countries and the most developed countries allowed developing a hypothesis about the necessity to form a more effective system of personnel evaluation and motivation that would correspond to general European values and criteria. A model of motivation is proposed that is developed on the basis of the Management Functional Assessment Model (MFAM), which is elaborated by researchers of Sheffield Hallam University (Great Britain) and the company “IVA Consulting Group”. MFAM is based on six main management functions: Forecasting/Planning, Organization, Motivation, Control, Coordination, and Communication. Its main advantages are the evaluation by three parameters: personnel loyalty; personnel performance; company’s attractiveness in the labour market, information about which is available in free and convenient access. Evaluation of the enterprise management system based on the functional model (MFAM) is carried out by questionnaire method. Questions of the express evaluation questionnaire are divided into five groups according to model criteria. By an obtained mathematical model, analytical indicators, and grading scale, we define zones of effectiveness where enterprise management is taking place and build a matrix of opportunities for development of enterprise efficiency. Result. The research conducted confirms the methodology’s efficiency, its uniqueness, and instrumental suitability. Based on experimental calculations, the algorithm of formation of performance evaluation system is determined, gradients and limits of the enterprise development are identified, the matrix of opportunities is formed, directions to improve the system of personnel motivation and evaluation are formed, and the model of the system for improving personnel motivation means is developed. Results of the enterprise personnel performance evaluation according to the developed system of indicators gave a possibility for managers of the company: to make a separate generalized profile of the appropriate group of the most successful co-workers; to form profiles of ideal co-workers, which are built given the idea of the leadership about the optimal combination of motivating factors, and to form effective directions for improving the motivation system.

Logistic development and use of personnel motivation system based on the chosen strategy of sports organization

Logistical approach to the organization system of sport events results in forming new theoretical concept in the specific field regarding the social, economic and political spheres. The study of literature sources suggest the origins of sports events could be seen in models formed in flows of information and participants of contests. The idea of flow concept should be considered as a new approach with some features which played a progressive and positive role in the development of the world community. At present, the modern system of sports events is a complex industry that has global significance in economic, social, technological and political relations. The subjects of management of this kind of sports events, as a rule, are several categories of participants. First of all, these are the athletes who are the main characters in the competitions. In addition to them, managers, sports judges, coaches, medical personnel, representatives of the mass media, service personnel, sponsors, representatives of administrative bodies, spectators, etc. participate in the organization and management of sport events themselves.

ПОСТРОЕНИЕ СИСТЕМЫ МОТИВАЦИИ ПЕРСОНАЛА, НАЦЕЛЕННОЙ НА РЕАЛИЗАЦИЮ СТРАТЕГИИ РОСТА ТРАНСПОРТНОЙ ОРГАНИЗАЦИИ

Objective: To determine the strategy and tools for building personnel motivation system, aimed at implementation of the transport company’s growth strategy. Methods: The methods of generalization, grouping, analysis, synthesis, systemic approach, abstraction, modeling, formalization, problem setting, the search of literature, documents and performance results, observation, instrumentation, expert evaluation, monitoring, practice research and generalization. Results: The topicality of system integrated approach to personnel motivation was justified. The foundations of personnel motivation were introduced for growth strategy implementation. The conclusion was made on the expedience of building an personnel motivation system on the basis of a balanced system of key performance indicators. The specificity of the developed proposals implementation was demonstrated by the example of a railroad transport operator. Practical importance: The implementation of the introduced principles of building personnel motivation system, based on conceptual regulations of system integrated approach, will make it possible to improve the performance and efficiency of transport organization growth strategy implementation.

Обобщающий анализ теорий мотивации персонала

Article is devoted to the main issues of forming and significance of motivation in the general system of personnel motivation. The authors research the theoretical approaches to the consideration of the personnel features as a production factor (tool efficiency, diligence, potential, adaptability, vector, etc.). The article analyzes human resource management as a system in which the motivation is the main element affecting the staff. The authors on the base of studying the main approaches to the definition of motivation make the conclusion that it is a process of prompting the worker to carry out activities in accordance with company's existing objectives. It is confirms the fact that motivation is not only a part, but also the enterprise human resource management function. The article considers the most common, but constantly changing by their nature motivations for work, namely stability, assertiveness, flocking, etc. The authors analyze the relationship and interdependence of motivation and human needs through the study of the basic motivation theories, namely the classical theory of needs, human relations theory, theory of providing advantages, factor «Z» theory, the goal setting theory and other. The research result is in the fact that indivisibility and interdependence of human needs and their satisfaction, and consequently obtaining the desired result, is the basis of motivation. Therefore, inducement for activities, heading an employee to a particular activity and control are the main functions of motivation

Методы оценки эффективности системы мотивации персонала туристско-рекреационного предприятия

The article is devoted to the search for the most effective approach to the evaluation of the effectiveness of the motivation system of the personnel of a tourist and recreational enterprise. The main goal of the effective system of personnel motivation is defined in the work — formation of the correct interrelations of the elements of the system aimed at achieving the set goal of the enterprise. In the presented work approaches to the evaluation of the effectiveness of the staff motivation system through application of specific methods of personnel assessment, based on the implementation of the list of requirements for it, are investigated. The need for a correlation between the selection of a specific method of staff assessment, for the purpose of evaluation, was stressed. The main quantitative and qualitative indicators aimed at assessing the effectiveness of the system of motivation of the personnel of the enterprise, namely: length of service, education, age, turnover of staff, benefits and additional payments, encouragement and punishment, etc. In terms of identifying staff needs and determining the degree of satisfaction, the best Method — the construction of a motivational profile.