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

Abstract

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.

Statistical analysis of the social and economic development of Ukrainian regions

“…Значна частина аналітиків визначає, що забезпечення добробуту населення полягає саме у сприянні розвитку соціальної сфери загалом, так і в модифікації обраної моделі соціальної політики що функціонує. Так, в Україні серед основних та актуальних проблем у даній області можна відокремити еміграцію населення, а саме відтік професійних та освічених кадрів за кордон, внаслідок чого країна стикається з недостатністю кваліфікованої робочої сили [6,7]. З цим пов'язана також проблема забезпечення пенсійних виплат, внаслідок чого маємо неефективну роботу як пенсійного фонду, так і наявної пенсійної системи загалом.…”