COMPENSATION SYSTEM IN STIMULATING OF MIDDLE AND SENIOR MANAGERS ACTIVITIES
Abstract
The article is devoted to topical issues of formation of a compensation package in the system of incentives for managers. The purposes of the article is research of theoretical-methodological and apply principles of formation of a compensation package for middle and senior managers under conditions of a new format of social and labor relations and development of recommendations for introduction of a compensation system in accordance with modern trends in the development of HR-management. The compensation package is a material or non-material reward received as compensation to the employee for the time spent, health and work results obtained. The article analyzes existing approaches to the formation and structure of compensation packages. Based on the analysis of previous studies devoted to the formation of a compensation package, three main approaches have been identified: according to the principle of personnel equivalence, according to the principle of personnel ranking, according to the principle of flexible benefits, which forms different types of compensation packages. An expanded generalized structure of a compensation package for middle and senior managers has been developed. Motivation system includes various benefits received by the employee in addition to the salary (job salary), which increase the level of working life. It includes two components: financial remuneration (basic salary, allowances and additional payments, additional remuneration) and social transfers (guaranteed by the state, provided by the organization). The global experience of using compensation and social packages in the organization was analyzed. The leading place in the formation of compensation policy should be occupied by the institute of social partnership, the component of which is the collective agreement regulation of issues regarding the provision of compensation to employees. The world experience of using the compensation package proves the effectiveness of applying flexible compensation payments at enterprises. In the conditions of the transformation of social and labor relations, the need to individualize the provision of compensation to employees is actualized.
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