The article presents arguments justifying the role and importance of assessment of efficiency of employees in the General system of stimulation of personnel of the organization. The modern approach to the development of a system of material incentives associated with performance management of staff is described, for example, the large domestic banks. The evaluation criteria of efficiency of employees are reviewed and systemized, the principles of evaluation are grouped, the basic evaluation stages of efficiency in order to improve the system of staff incentives are considered. Examples of defining criteria for determining individual awards are given. Possible to the application rules for the assessment of the personal performance of the employees immediate supervisor and subsequent distribution of bonuses are described. Conclusions about the significance of the assessment of personal performance of employees of large organizations and the opportunities for its subsequent use in the enterprise are made.
This article describes the results of the study to identify the content of the modern personnel Manager labour activity, organized with the involvement of personnel management services experts of companies in various Russia regions, various fields and sizes. It describes the main labour function and generalized employment functions in the area of personnel management, and also identified those features that have received the least attention in the public and the real sector of the economy. The article also studied the specialization and division of labor within the personnel management services, reveals the most popular and, conversely, not enough common work areas in the personnel management field. Authors analyzed leadership positions in human resources departments and their place in a company hierarchical level.
This article is devoted to the issue of stimulation practical methods of young specialists labor activity application in the enterprise to effectively and fully use their labor potential. The young specialists’ labor activity level depends on the conditions and possibilities offered by the organization to its young members for the professional and creative development, career development, communication, ensure a decent standard of living, etc. Therefore, the question remains relevant ways to attract promising young people in the company, their conservation and consolidation of the organization, the material and non-material stimulation of their activity, as well as create the necessary legal and institutional frameworks for the young specialists effective work implementation in the enterprise and increase the youth personnel policy efficiency.
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