Keywords: remuneration, personnel motivation, labor collective, labor remuneration


The article reveals the theoretical principles of the analysis of motivation, on the basis of which the need to use motives, incentives and rewards is determined in order to motivate staff to achieve the best results in their work. The existing methods of staff incentives have been investigated, which affect not only the increase in the effectiveness of the work of the staff, but also the efficiency of the functioning of the enterprise. With the development of social production, the transition to post-industrial foundations, its functioning becomes more and more obvious the fundamental importance of human resources in the development of civilization. Economic science has proven (and confirmed by practice) that in modern economic conditions, progress is ensured by a person and his motivation. It has already become an axiom to recognize that the efficiency of work in other identical conditions is determined by a person's personal attitude to work, his motivational attitudes and work behavior. Analysis of modern models of motivation and their use in practice will help to achieve the goals of the organization. The strength of motivation or the level of motivational attitudes of staff largely depends on the assessment of the "labor intensity" of achieving goals. The focus of the economy on market relations is radically changing approaches to solving many economic problems, especially those related to man. Therefore, it is clear that the attention paid to the concept of management, in the center of which is a person, is considered the highest value. According to it, all management systems are aimed at making fuller use of the abilities of the employee in the production process, which is the basis of effective operation of the enterprise. Indeed, the use of the material factor of production depends on the level of development of the employee, the totality of his professional knowledge, skills, abilities and motives for work. Thus, the success of the enterprise is ensured by the employees employed on it. That is why the modern concept of enterprise management involves the selection of a large number of functional areas of management activities that are related to the management of the personnel component of production - the personnel of the enterprise. It is natural that every company needs to determine the number of staff, in an effective system of selection, hiring and placement of personnel, in ensuring their employment taking into account the interests of production and the employee, in the system of remuneration for work on its results, promotion, labor system motivation, taking into account the individual problems of employees, improving their living conditions and recreation, etc.


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