Remuneration Of Personnel Research Articles

Guideline of Service Managerial Strategies Development Based on Marketing Mixes Concepts for Promoting Exercise Activities in Sport Park

Background and Aim: In 2014, the Chinese government issued Several Opinions on Accelerating the Development of the Sports Industry and Promoting Sports Consumption Six tasks including enriching market supply, building several small and medium-sized sports facilities for the convenience and benefit of the people, developing fitness and leisure programs and enriching sports events; We should also create a fitness atmosphere, advocate a healthy life, and actively promote the opening of public sports facilities. This research objective was to create a guided servicing managerial strategies development based on marketing mixes concepts to develop service operation in public sports parks. Materials and Methods: This research was conducted by the integrative approach of Serve Quality and Marketing Mixes. Data was collected by interviewing experts and a questionnaire which constructed by the researcher to collect data from samples who participated in the sport park activities total of 20 experts’ interviews and 384 people for the questionnaire. Develop questionnaires to survey the problems, obstacles, needs, and suggestions on physical fitness, sports, and exercise activities in the park of the people and officers in those parks by applying POLC 4 m’s, SERVQUAL, and marketing mixes concept questionnaires. Use a software package to analyze the data. Result: The Sport Center Park is funded by the Zhanjiang government and it is managed by the Zhanjiang Sports Bureau. It is necessary to define the vision, and goal to notify the expected status of the park in the future and motivate the staff to meet them. Should assignment and organization of the resources and distribution of functions into groups to establish working relationships and coordination to accomplish tasks with efficiency and effectiveness. Select the right persons, train those needy persons, promote of best persons, retirement of old persons, performance appraisal of all the personnel, and adequate remuneration of personnel. The direction deals with making the workers learn techniques to perform the jobs assigned to them. Direction includes guidance, supervision, and motivation of employees. And Co-ordinating helps an organization accomplish objectives. The difficulty of coordination depends upon the size of the organization. The difficulty of co-ordination is increased with the increasing of the size of the organization. Motivation includes increasing the speed of performance of a work and developing a willingness on the part of workers. This is done by a resourceful leader. The workers expect favorable climate conditions to work and fair treatment. The park should pay attention to having more standardized management and consider the marketing mix components to create the management and service. Conclusion: Customers’ observed response is commonly lower than their expected response, especially on the aspects of promotion, people, and physical evidence, which means the sport park management can be improved on these aspects. The limitations of this research are the small sample size of the investigation, which may constrain the evaluation results; what is measured in this paper is only the current service quality of the sports park, not a long-term result of service quality, so it lacks a certain dynamic. Based on this study, the author put forward management strategies for the Zhanjiang Sports Center Park.

Assessment of the Economic Efficiency of Long-Term Care System in the Stavropol Territory

The purpose of the study. The purpose of the article is to economically substantiate the effectiveness of a long-term care system functioning in the form of social services at home, compared with stationary social services for people with limited mobility and non-mobile citizens to determine the most optimal and profitable form of providing social services for the state.Materials and methods. The study used analytical and statistical data for the period 2019-2022 and 8 months of 2023 on the amount of funding and main items of expenditure within the framework of the implementation of the long-term care system in pilot social service organizations subordinate to the Ministry of Labor and Social Protection of the Population of the Stavropol Territory. Scientific methods: analysis of scientific literature on the research problem, tabular method, economic and mathematical analysis; methods of processing and displaying information using the Microsoft Excel software package.Results. The authors carried out a theoretical analysis of the scientific literature of domestic and foreign researchers on the problem of the study. The article has developed and tested the author’s methodology for assessing the economic efficiency of the system of long-term care for elderly and disabled citizens, and also presents the results of a study of this assessment on the example of the Stavropol Territory.Conclusion. The conclusions obtained based on the results of the study indicate the development of a long-term care system, the implementation of which is a priority socially significant direction at the federal and regional levels. The calculations carried out confirmed that the cost of servicing the socially vulnerable category of elderly citizens at home is lower than in the conditions of their stay in inpatient institutions. The practical significance of the study lies in the possibility of applying the results obtained in the field of management of the development of the regional public sector in the sphere of social services and systematization of the data obtained. The options proposed by the authors for calculating the amount of funding and expenses within the framework of the system of long-term care for the disabled and older people can significantly affect economic growth, changes in the conditions and remuneration of personnel involved in the provision of services, the formation of gross domestic product.

Organization of staff-benefits internal control: Development of methodological approaches

Subject. This article deals with the methodological issues of building an internal control system in the context of ensuring the expediency and effectiveness of operations accompanying the process of remuneration of personnel. Objectives. The article aims to develop methodological approaches to the organization of internal control of staff remuneration. Methods. For the study, we used analysis and synthesis, particularization and logical generalization, and the systems and risk-oriented approaches. Results. The article proposes certain measures to help to carry out internal control of personnel remuneration and developed proposals to minimize the key risks that accompany the remuneration management process. The article also describes the algorithm for the implementation of control procedures, the implementation of which will help improve the reliability of information on personnel remuneration. Conclusions and Relevance. Analysis of the effectiveness of the use of funds for remuneration, the information support of which is made up of accounting data, and the reliability of the formation provides a set of measures of documentary and actual control, has great potential in the process of implementing internal control of remuneration of personnel. The results of the study can be used in the process of developing methodological approaches to the construction of internal control of personnel remuneration and approval of its regulations, and can also be applied by financial controllers, accountants and heads of financial services in the process of accounting and control work in the organization.

Formation of the labor payment system at the enterprise

The purpose of the article is to study the theoretical and methodological foundations of the formation of the labor payment system at a modern enterprise.
 The article highlights the essence of wages, characterizes its functions, and summarizes approaches to the organization of wages at enterprises. The main elements of the wage system model are defined. It is noted that the selection and application of acceptable forms of remuneration requires taking into account a significant number of economic, social and psychological factors, as well as the effective functioning of personnel management subsystems at the enterprise, such as labor regulation and evaluation of personnel performance.
 Emphasis is placed on the need to introduce labor regulation as a condition for ensuring the connection of wages with the final results of work. A conclusion was made about the need to properly build a bonus subsystem at the enterprise, especially when applying time-bonus or unit-bonus forms of remuneration. Variants of establishing award conditions and award sizes offered by domestic scientists were considered. Emphasis is placed on the mandatory inclusion of bonus conditions in the collective agreement or the development of the Bonus Regulations.
 It is noted that the application of most new (combined) forms of labor remuneration (non-tariff, point-based, bonus, grading) requires the presence of an effective subsystem for evaluating personnel and the results of their work at the enterprise.
 The list of indicators used to evaluate the effectiveness of the personnel remuneration system formed at the enterprise is considered.
 It was concluded that the development and introduction of an effective model of remuneration of employees leads to an increase in the labor productivity of the personnel, the solution of the problem of social and labor conflicts, and the achievement of the goals set by the enterprise in its development.

STRATEGIC PROFIT MANAGEMENT AS A TOOL FOR ENSURING THE ECONOMIC SECURITY OF THE ENTERPRISE

The article emphasizes the relevance of strategic profit management of enterprises, in particular from the point of view of achieving the appropriate level of profitability as a guarantee of stabilization of its financial and economic condition and, accordingly, stability in the system of its economic security. The purpose of the article is the scientific substantiation of the theoretical-methodical and applied principles of the formation of the company’s profit as one of the key indicators of guaranteeing the economic security of the economic entity. The set of factors that determine the company’s profit according to two groups: external and internal is determined. It is summarized that the company’s strategy in the field of profit generation and use should be developed in such a way that the plans are too flexible, so that, if necessary, it is possible to carry out modification and reorientation. It is shown that in the system of strategic management of the company’s profit, which is aimed simultaneously at ensuring its economic security and long-term effective functioning, it is necessary to define specific goals, which, in fact, serve as conditions for the realization of the general goal in the analyzed area. The sequence and algorithm of measures within the framework of the development of the profit management strategy as a tool for ensuring the economic security of the enterprise are defined. Each of the nine stages of the algorithm is characterized and the corresponding tasks that the drillers have to implement at each of the stages are defined. It was concluded that reserves for increasing profit are possible from such sources as due to an increase in the volume of production and sale of products (goods, works, services); due to the reduction of costs for production and sale of products; due to savings and rational use of funds for personnel remuneration (however, such measures must be justified and are of an extreme nature); due to the introduction of achievements of scientific and technical progress, as a result of which labor productivity increases. The scientific novelty of the research results is that the method of strategic management of the profitability of business entities in the system of ensuring their financial and economic stability and economic security has been improved.

ANTI-CRISIS MARKETING AT THE ENTERPRISES OF THE TOURIST BUSINESS IN THE CONDITIONS OF EUROPEAN INTEGRATION

The purpose of the paper is to set of organizational and economic relations that arise during the development and implementation of the mechanism of anti-crisis marketing, under the influence of external factors such as pandemic and war. Methodology. The survey is based on the use of methods and principles of system, logical management, statistical, program and target methods. The statement and proof of working hypotheses were carried out on the basis of methods of classification, balloon-index estimations, expert methods. Results. Analytical work on the analysis of trends in the development of tourism business in the context of European integration is completed. The most probable changes in the trends of 2022, awaiting the tourism industry, are given. Emphasis is placed on the development of domestic tourism for countries with favorable natural conditions and appropriate infrastructure. To assess the situation of the tourism business, a survey was conducted using the developed questionnaire in Google forms. It has been revealed that the system of anti-crisis marketing has properties that determine the features of the management mechanism: flexibility and adaptability, ability to diversification and timely situation response, the ability to effectively use the innovative potential of the enterprise; its identification and development of appropriate anti-crisis measures. It is proved that the tourism sector should change its priority, be flexible and adaptable. Today, the emphasis of tour operators in 2022 should be on domestic tourism: recreational tourism; relaxation tours that help restore health; tourist trips with the direction of art, pottery, etc. The analysis of the market and the influence of factors on the activity of the enterprises of tourism business have been conducted. Tourism companies can apply different directions in the anti-crisis programs that will help the enterprise to overcome the crisis: borrowing from the experience of countries of the world; diversity and quality of services; staff motivation: to create a common system of remuneration of personnel depending on the result of activity of the hospitality industry; support of the country. Practical implications. A program of anti-crisis actions has been proposed, which will become an important component of future development and not a decline. Value/originality. Introduction of the mechanism of crisis management at the enterprise of tourism business, using marketing tools.

Напрями діагностики мотивації управлінського персоналу відповідно до сучасних теорій мотивації

The article is aimed at studying the regularities of labor behavior of the individual and determining the directions for diagnosing the motivation of employees of different levels of management. The article analyzes contemporary theories of motivation: meaningful, process and field theories. The regularities of theories of motivation are determined and directions of diagnostics of personnel motivation are proposed in accordance with the identified patterns. According to meaningful theory of motivation, a person’s behavior is determined by his unmet needs; according to the process theory – one’s expectations and subjective assessments related to a particular situation and the possible consequences of its chosen type of behavior; according to the field theory – one’s personal characteristics and environmental factors (organizational culture, social environment). In this regard, the diagnostic instrumentarium for motivating staff should ensure that information about the list of needs and their hierarchy is obtained; subjective valuations of employees as to the significance and fairness of remuneration, its compliance with the efforts spent, the complexity of work, etc., further the motivational impact of organizational culture and leadership on the labor behavior of personnel be determined. The expediency of using the «Motivational Profile» questionnaire by S. Ritchie and P. Martin to determine the actual needs of the staff is substantiated; an authors’ own questionnaire was developed to obtain assessments of managers regarding the factors of motivation, as identified in the process theories of motivation and theories of the «field». The application of the «Motivational Profile» allows to determine the most significant factors of staff motivation, including the following: material encouragement, recognition, interesting and useful work, self-improvement and the desire for achievements. The authors’ questionnaire made it possible to identify the relationship between effort, result and reward. The results of the performed questionnaire survey of employees show that the system of remuneration of personnel is outdated, labor contributions significantly exceed the remuneration received, the social environment ambiguously affects their motivation. The obtained results helped to determine the problem areas in the motivation of managers, which in the future will allow to form an effective mechanism for motivating management personnel.

The experience of reforming primary health care in conditions of demographic trends of average population age increasing

The article presents experience of reforming of primary health care in the Belgorod Oblast in 2016-2019. In the course of reforming the original organizational model of interaction between doctors and patients developed and implemented. The measures were applied to strengthen the material-technical base and personnel potential of primary medical care. The offices of General Practitioners were arranged within step accessibility for patients. The continuous training of family physicians was organized at the workplace. The unified regional medical information system was developed and implemented enabling corporate conference communication, remote consultations, population feedback and remote arrangement of making appointment with physician. The differentiated approach to medical personnel remuneration of labor was brought on the basis of key performance indices that permitted to increase their salary and quality of work. As a result of the reforms, the percentage of people covered by family physicians dispensary observation increased by 13%, number of emergency calls decreased by 3.3% and number of calls because of illness reduced by 17%. The mortality rate of people older than able-bodied age began to decrease and population life expectancy reached prognosticated numbers of 74 years in 2019.

Russian Labour Market Amidst Coronavirus Pandemic

The article reflects the results of a statistical analysis of signifcant changes in the Russian labour market in 2020 amidst the spread of coronavirus infection. The study presents the results of a labour force survey organized for the frst time in Russia (following the ILO recommendations) through telephone interviews of respondents based on a representative sample.The author analyzed the transformation of the Russian labour market in both the Russian Federation as a whole and regions using different group forming criteria, in particular, types of economic activity, sectors of the economy, various socio-demographic characteristics of the population (gender, age, place of residence, etc.). The paper outlines the dynamics and structure of employment (including part-time work) and unemployment, as well as the results of a comparative analysis of the unemployment rate in Russia and a number of foreign countries. Other indicators of labour underutilization, including the potential labour force, are considered.To conduct a comprehensive analysis of the effects of the pandemic on the Russian labour market transformation indicators of dynamics of employees' wages are considered along with indicators of employment. At the same time, special attention is given to the analysis of the situation of personnel remuneration during the most severe period of the viral pandemic – in April 2020

Enterprise Restructuring Based on Modeling the Economic Responsibility of Its Divisions

Structure and function as two system-building factors that affect each other. Their mutual conformity is a guarantee of the system efficient functioning. At certain time this conformity can be broken and it will impact adversely the organization work. As a result it will be necessary either to revise the function (mission) of the enterprise or to restructure it. According to the theory of business systems, the contribution of each division to the system function realization can be estimated through modeling economic responsibility, which should, in theory, correspond to employees' remuneration. The given logic underlies COMPAS methodology, whose version was elaborated by the authors and used in the article. This methodology was tested at the Research Center of Pharmacotherapy. The findings of the research allowed the authors to put forward the current and strategic solution to the problem of unbalanced economic responsibility and personnel remuneration. In the short run in order to reduce the general manager's load it is possible to pass some of his/her tasks to subordinates and in the long run it is recommended to change the structure of enterprise management and revise the distribution of economic responsibility and remuneration in divisions.

BUSINESS ECONOMICS: DISADVANTAGES OF COUNTRY INFLUENCE TOWARDS STAFF MOTIVATION

Annotation. The priorities of business development of business enterprises through incentives and motivation are substantiated. It is established that the motivational mechanisms of any enterprise should be built with the participation of state and regional government and take into account the interests of employees. The connection between staff motivation and financial incentives is determined. The imbalance of remuneration of personnel of different professional categories on the example of energy workers is theoretically and practically substantiated. The system of remuneration of workers in the energy sector has been studied. It is substantiated that with a constant subsistence level for able-bodied persons and an increase in the minimum wage, there will be a further leveling of the prestige of professions and a disparity in wages. The legal framework for the system of remuneration and motivation of staff is analyzed and it is established that the business economy of the enterprise should be based on the principles of effective system of interaction between the state and the region, strengthening ties between other business structures and developing a rational incentive mechanism. The research conducted in this article makes it possible to form a vision of the irrational system of motivation of employees of different categories and the need for state regulation of a holistic set of tasks and goals for the effective functioning of business. The business economy of the enterprise should be based on the principles of effective interaction between the state and the region, strengthening ties between other business structures, as well as developing a rational motivational mechanism, which is supported by constituent documents at the government level and takes into account the interests of employees and owners. Such a system will help to solve the main problems in personnel management at the enterprise and with the correct interaction of motives and incentives will be interdependent elements of the overall development of business, region and state

Trade and service personnel remuneration in the company’s incentive system

At present, most companies all over the world, including Ukraine, are experiencing negative consequences of the pandemic. Staff efficiency has decreased, so companies have experienced a decline in business productivity in general. The system of labor incentives should encourage staff to work more efficiently by introduction of an additional remuneration system based on performance-related payment system. According to the European knowledge, commerce is one of the sectors where the introduction of this additional remuneration system is common and effective. The purpose of this study is to develop and substantiate practical recommendations to improve the system of additional remuneration for sales and service personnel of the company from Ukrainian commerce sector, which would increase their efficiency in the company. The study identified the main components of the system of incentives and the main forms of stimulating work for the company’s staff. It is substantiated the main stages of the improvement sequence of the company’s staff remuneration system as a component of the personnel incentive system. The system of additional remuneration of trade and service personnel of the company from Ukrainian commerce sector was developed and substantiated. It was determined that the basis of an additional remuneration system of trade and service personnel was introduction of a percentage of total sales, which exceeded the established volume, as the main priority. The five-factor model for assessing the productivity level of sales and service personnel in the company from Ukrainian commerce sector built. By this model, effectiveness of introduction of an additional remuneration system for trade and service personnel of the company from Ukrainian commerce sector proved and evaluated. Further, authors will work out practical recommendations for the development the basic salary system for sales and service personnel of the company from Ukrainian commerce sector.

The effects of the implementation of Law no. 153/2017 on the unitary remuneration of personnel paid from public funds

Regarding remuneration, the last 20 years in the Romanian public sector have been marked by extensive debates on the discrepancies between the incomes of the different categories of public personnel, the differences in the application of the legal framework, as well as the lack of correlation between the results of individual work performance and the level of remuneration. The low level of remuneration and the lack of legal forms for rewarding public personnel for their achievements as a form of developing motivation, led to low performance in the public sector. In 2017, the Romanian authorities conducted a reform regarding public personnel remuneration through the adoption of Law no. 153/2017 on the unitary remuneration of the personnel paid from public funds. The purpose of the mentioned law was to ensure a uniform remuneration framework in the public sector by applying clearly formulated principles and criteria as well as to decentralize the decisions taken in this area. From this perspective, the purpose of the present study is to analyze the impact of the implementation of Law no. 153/2017 on the unitary remuneration of the personnel paid from public funds from the perspective of its application, its effects, and the correlation of individual performance with the level of payment. Within the framework of the research, the process of applying the new rules, the principles underlying the new payment system, the criteria for adopting the new payment system, the level of income increases, the correlation between civil servants’ activities and the level of remuneration as well as, the objectivity of the individual evaluations were considered. The research methodology consists of an opinion survey conducted in public administration institutions using as a research instrument, a self-administered questionnaire where 320 civil servants participated. The study revealed a high degree of dissatisfaction among civil servants regarding the new remuneration system as well as the existence of certain factors that are more relevant and important than the income level, for developing civil servants’ motivation, such as the hierarchical superiors’ attitudes and the appreciation expressed by the beneficiaries of the provided services. The study also revealed that the current remuneration system does not support sufficiently the modernization process in the public administration and more than that, it led to an increase in the costs of implementing the regulations of the normative act because a significant proportion of public servants have contested in court the manner in which this law was applied

ІННОВАЦІЙНІ ПІДХОДИ ДО МОТИВАЦІЇ ПЕРСОНАЛУ АГРАРНИХ ПІДПРИЄМСТВ В УМОВАХ ЦИФРОВІЗАЦІЇ

The article considers modern innovative approaches that are used by agricultural enterprises to motivate staff in modern business conditions. Most farmers understand the benefits of using digital technologies in agriculture. According to representative polls conducted by the Bitkom industry association in Berlin, almost 90 percent of all agricultural enterprises link digitization to more efficient use of resources. More than half of the companies surveyed already use digital applications, especially smart agricultural machinery and farm management software. The potential of the global market for digital products and business models is huge. The trend towards high-tech systems is growing rapidly. The main prerequisite for the transition to high-tech systems is the expansion of broadband, as well as Internet access. Digital applications and platforms can significantly change the way knowledge is processed, transmitted, accessed, and used. For farmers, digital programs provide decision-making opportunities that were previously impossible, which could potentially lead to drastic changes in personnel management. As the number of smart machines and sensor networks in enterprises grows, as data continues to grow, industrial relations become increasingly data-driven, raising critical questions about how digital agriculture will need new professionals, support decision-making, and interact with potential regimes, knowledge processing and potentially violate them. This has significant implications for the entire staff knowledge system, including the roles and capabilities of those who provide consulting services to farmers, as well as those responsible for data analysis, and the organizations and institutions that link and support their work. The realities of digitalization are such that in order to maintain their competitiveness in the labor market, a person must constantly learn, develop in various ways and acquire new skills. In the digital economy, competitive advantage will be given to those who are able to change quickly and adapt to dynamic living conditions and are able to think creatively and on a large scale. But in any case, the organization of the system of remuneration of personnel should be based on the predicted style of management, which involves the creation of flexible structures.

СПЕЦИФИКА УПРАВЛЕНИЯ ПЕРСОНАЛОМ ГОСТИНИЧНОГО СЕРВИСА

This article examines the effectiveness of management and quality improvement due to the various tools considered in the article; it gives recommendations for improving the efficiency of staff, training it for a new level and improve its qualifications and the efficiency of the hotel. In the face of fierce competition, hotel companies come up with and carry out new searches for modern methods of increasing competitiveness between hotel companies and creating demand for hotel services. One of the ways to make a hotel competitive is to enhance the hotel services in the enterprise. Hotel services directly depend on the competence of the staff, on their preparedness and stress resistance. In turn, the hotel company must contain satisfied employees to service hotel guests. Basically, the HR department monitors the number of personnel, their main task is to have as many employees in the company as should be in the staffing table. But now today it is important for the personnel department to achieve not only the timely filling of personnel, but to hire competent employees with good knowledge and qualifications. It is necessary to retain a good worker by offering and developing good working conditions, a system of motivation and quality management. As a result, an agreed personnel policy will be developed, which includes a system of personnel selection, training, improvement, personnel remuneration, as well as an established policy and subordination between management and subordinates. This article examines how, by applying different methods, to build good relationships between employees, to increase the motivation system, and to be a competitive hotel.

Study of factors influencing the efficiency of agricultural enterprises in Ukraine

The efficiency of the enterprise is always an important issue, especially when it concerns agricultural enterprises, which depend on the influence of many factors and weather conditions in the first place. The purpose of the study was to investigate the system of economic factors that determine the efficiency of agricultural enterprises in 2014-2018 and identify the main reasons for the decrease in the efficiency of agricultural enterprises in Ukraine. Its implementation was ensured by a study conducted with the use of such methods as abstract-logical, comparative, synthesis, economic-statistical, tabular, and graphical. Several factors that influenced the efficiency of agricultural enterprises of Ukraine during the research period were identified. Thus, in 2018, the number of enterprises engaged in agricultural activities increased by 6.5%, which in turn increased competition in the agricultura market of Ukraine. The negative factors influencing the efficiency of agricultural enterprises included the underdevelopment of the labour market and the redundancy of the village. Low wages in agriculture demotivates the population to find employment in such enterprises, which reduces the efficiency of agricultural enterprises. The study shows a positive dynamic of changes in gross output, including gross agricultural output per 100 hectares of agricultural land, which increased in 2018 compared to 2010 and 2016 by 69% and 9.4%, respectively. Negative factors include a decrease in fixed capital efficiency by 9% and the level of profitability of agricultural enterprises by 12.1% in 2016-2018. Thus, based on the above material, the study proposed measures to improve the efficiency of agricultural enterprises such as the gradual transition of agricultural enterprises to production with the use of technological maps, the establishment of a progressive system of remuneration of personnel from the results, systematic monitoring of performance indicators. Issues of state regulation of the efficiency of agricultural enterprises require further research.

ОЦЕНКА ПОТЕНЦИАЛА ИННОВАЦИОННОГО РАЗВИТИЯ СВЕРДЛОВСКОЙ ОБЛАСТИ

The article assesses the innovative potential of the Sverdlovsk region using the following indicators: the number of personnel engaged in research and development and having an academic degree; research and development costs; the use of objects of intellectual property; the number of technologies developed and patents issued; innovative activity of business entities; volume of innovative products; the activity of technopark structures, etc. The analysis was carried out in dynamics using graphic methods. It was revealed that the Sverdlovsk region, being a large industrial region, has a higher innovative potential among other entities of the Ural Federal District, and it belongs to the medium-strong innovative territories of Russia. Nevertheless, some problems were identified: insufficient increase in the remuneration of personnel involved in innovative activities, insufficient increase in the cost of purchasing equipment, which is 6-7 times less than the tax burden on innovative organizations; decrease in the share of economic entities implementing innovations. In the investigated constituent entity of the Russian Federation, a number of normative legal acts have been adopted concerning the development of innovative activity, and strategic planning documents (strategy, concept, state program) have been developed, in which directions for increasing the innovation potential of the region are enshrined, in particular, financial and other support, stimulating demand for innovative products, infrastructure development, including technology parks. As foreign experience shows, in innovation, it is important to coordinate the interests of all factors (government, business, science, education, civil society). Therefore, the article proposes to use more actively the mechanism of the “triple helix”, enshrined at the legislative level. A number of measures are also proposed to increase the innovative potential of the country in general and of the Sverdlovsk region in particular.

Wage of employees in the agricultural sector: modern socio-economic and accounting aspects

Introduction. Many socio-economic problems are characteristic of the agricultural sector, the main of which are: mi-gration of rural population, low income and quality of life of rural residents, lack of social infrastructure of the village, re-ducing the prestige of agricultural work for young professionals. Increasing the level of remuneration and income of the hired personnel of agrarian business entities is a prerequisite for solving such modern problems. The purpose of the research is identification and analysis of modern socio-economic trends and problems of account-ing and analytical support in the field of remuneration of personnel of agrarian enterprises. Results. A wage is one of the most important indicators of the level of socio-economic development of industries and regions. In the agrarian sector wage is traditionally one of the lowest among all sectors of the national economy. The share of wages of agricultural personnel is about 68% of the national average (UAH 7166). The range of wages in the industry by region is significant: the highest is in Ivano-Frankivsk and Kyiv and the lowest is in Odessa and Zaporizhye region. In the structure of agricultural production costs, the share of labor costs does not exceed 5-8%. The minimum wage in Ukraine is 58% of the lowest in the European Union. The main problematic aspects of modern payroll accounting are: the practice of accounting for costs associated with agri-social responsibility programs, the lack of common practice of actuarial valuation methods, discounting the cost of future personnel costs, the imperfection of accounting policies, the order of accounting of the costs associated with the effec-tive mechanisms of agrarian labor stimulation, the limited forms of financial and statistical reporting financial indicators of employment. Conclusions. Implementation of the results showed that the time required to pay the most hired to the personnel of the agrarian sector of Ukraine is significantly lower than the other types of economic practice and foreign practice. The main problematic socio-economic aspects of wages in the industry were identified: tendencies of regional agrarian labor markets, low social standards, low share of wage costs in their general structure, limited size of enterprises slow wage growth in the industry, lack of mechanisms incentives for work in most small agribusinesses. Further improvement of payroll accounting should occur as an informational and analytical supplement to agronomy management in the context of the implementation of modern value management concepts with a focus on human capital. Keywords: wages, salaries, staff, agriculture, cost accounting, calculations with employees, analytical support, agri-cultural enterprises.

Стратегия вознаграждения персонала в парадигме совершенствования стратегии управления персоналом

The article analyzes the theoretical aspects of the staff reward strategy. The personnel remuneration strategy arises under the following circumstances: significant changes in the business strategy, a large merger or acquisition, the presence of significant problems in the field of personnel management, the need to take a market leader position. The company's remuneration strategy should be related to the business requirements and goals of each specific organization. The goals of the staff remuneration strategy are analyzed, focused on the core values of the organization, focused not only on the needs of the organization, but also on the needs of all its employees. The author describes the factors and mechanisms for choosing a staff reward strategy. The studied key personnel management strategies allow us to conclude that they are closely interconnected: all of them are aimed at identifying, developing and supporting staff competencies necessary to achieve the organization's strategic goals. In the article, the author discloses a methodology for calculating individual criteria for the effective activity of employees of an enterprise consisting of 5 departments. The formulas for calculating the individual rating of each individual employee, the rating of the department head, the department rating in the total number of all departments of the institution are presented.

Результати діяльності підприємств сфери виробництва: аналітичний аспект

On the basis of the systematic approach, using the series dynamics method, the results of activity of the enterprises of the sphere of production are analyzed. Sales volume was used as the main indicator. The existence of destruction of the balanced development of the sphere of production has been established. In order to exclude the influence of the factor of the number of enterprises, the volume of sales of products on the average of one enterprise by industry sectors was investigated. To identify the main factors that influence the formation of the result of activity of enterprises in the sphere of production, the volume of sales of products per one employee of the enterprise was used as a productive indicator. The survey was conducted by large, medium and small enterprises in three groups of sectors: agriculture, forestry and fisheries; industry; construction. Using the method of stochastic factor analysis, it was found that the main factors of formation of the result of activity of the enterprises of the sphere of production are the following: the level of remuneration of personnel, the degree of capital and material availability. Considering the operating environment of the enterprises of the sphere of production, it is found that these factors have different direction and measure of impact on the result in each industry and for each type of enterprise. Using the results of the regression equation studies, measures were proposed to improve the performance of manufacturing enterprises in the existing business environment.