Master of DonNTU
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Master of DonNTU
Maxim BashmakFaculty: ManagementDepartment: Personnel Management and Labour EconomicsSpeciality: Personnel Management and Labour Economics |
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purpose: Improvement of acting payment systems on
the basis of implementation of broadband payment system. Tasks: · to analyse wages differentiations in Ukraine and in regions · to reveal relation of payments to sizes of jobs, qualification of workers · to develop and modernise the acting payment system at enterprises Object: payment process and work stimulation at the enterprises of Ukraine Subject: methods, which may help to maintain dependence of labour payment from complexity and quality of work Introduction
How can management force
labour to work in the most effective way? The answer to this question
underlies
any personnel policy. There is the most important wage system on the
first
place among the factors influencing productivity of labour usage. It is
mostly
a wage to be the reason, which forces the worker to work. Therefore,
significance of the given problem is difficult to overestimate.
Urgency
Increase of a role of
material interests is caused by that there in the conditions of market
economy enterprises
look for the new models of labour payment, which could break
wage levelling
and give space for development of personal material
interests. An incentive
scheme should focus not on the diploma qualification, but on a skill
level of current
work or work used while decision-making.
The analysis of
the last researches and publications
Such scientists as I.Bondar,
M.Volgin, J.Kokin, A.Kolot, E.Libanova, I.Lomanov, N.Pavlovskay,
A.Chuhno,
R.Jakovlev, G.Jaroshchenko and others investigated various aspects of
the payment
organisation for workers of industrial spheres, patterns of ownership
and subordination,
etc.
These scientists investigated usage of practical experience in the payment organisation for workers of industrial and budgetary spheres, administrative structures of the government, including change in the organisation system of payment and material stimulation of these categories. New approaches to labour payment, to improvement of current approaches in the payment organisation with allowance for economic development and changes in economic activities are offered also. Summary
Place and role of material
stimulation in business is difficult to overestimate. For a chief it
acts as
powerful control leverage. As for staff, it is affected by some
factors:
actually money, allowing to receive welfare, the factor of activity
estimation,
forcing to support certain quality of work, and the factor of the
social
importance, acting both in the team and in
various public sections.
Material stimulation has two
principal types:Material stimulation is an encouragement of workers with monetary payments by results of labour activity. Implementation of financial incentives allows regulating behaviour of management objects based on use of various monetary payments.
The important tools of material stimulation are after-payments, salary supplements, compensations, bonus payments:
The development of personnel
stimulation system
1 - at first it is useful to hold a training
seminar
for company executives, devoted to questions of motivation, stimulation
and labour
payment. Creation of high motivation at employees on achievement of the
purposes of a company is a task for all chiefs, and not just for a
general
director or a personnel manager.
Nowadays material
stimulation of work is one of the most effective systems for workers
prompting
to active labour activity.2 - it is necessary to carry out diagnostics of existing system of work stimulation in the organisation. The given stage is executed in order to find out formed situation in the organisation and the analysis of the real reasons of workers low motivation for performance of the official functions and requests of chiefs. 3 - it is necessary to carry out diagnostics and the analysis of personnel labour motivation structure in the company. At the given stage, written quiz of workers by means of the special questionnaire with further processing of the received information should be conducted. 4 - it is necessary to study features of existing wage system in the organisation. At the given stage the analysis of the accessible information is made to define the optimum wages size of workers. 5 - working out and reasoning of a constant component of wages are conducted. At the given stage scales of official salaries, standard indicators of results are defined or corrected, qualifying bonus payments and after-payments for particular working conditions are defined. 6 - working out of a variable part of wages is conducted. At the given stage there are analyzed possibility of usage in the organisation of various kinds of awards, such, as the award by individual results, the award for the investment in division work, the target award, the award by the general results of the company work. 7 - the analysis and reasoning of social package are at this stage. Principles of social package distribution are worked out (levelling, according standing, hierarchical), its structure and pecuniary valuation for various categories of workers in the company are defined. 8 – non-monetary types and forms of stimulation are developed. At the given stage diverse stimuli (natural, moral, organizational, paternalistic, etc.) with allowance for specificity of the organisation, requests of its chiefs, features of workers and jobs, organizational culture of the company, experience of other organisations are worked out. Conclusion
The carried out research of a
labour payment sphere and stimulation of hired labour allows making a
number of
conclusions. Improvement of wage systems can already give us current
growth of workers
interest in effective work. Recently there emerged a necessity
of such wage
system, which would generate powerful stimuli of work efficiency
strengthening.
Now a worker is interested even in small payment increase.
The given research shows that efficiency of work and quantity of made production depends on the form of material stimulation and labour payment chosen by the enterprise. The competent policy of the state in the payment field can play the major role in stabilisation of the entire national economy, help to overcome a problem of inequality in reward distribution. When writing this abstract the master"s qualification work is not completed. Date of final completion of work: Desember, 1, 2010. Full text of the work and materials on a work theme can be received from the author or his scientific supervisor after that date. References
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