All human activities are driven by real needs. The worker ' s own work, depending on the internal motivations and conditions of the external environment, determines the number of work done. The necessary conditions for motivating a staff member ' s labour force are such conditions that work is, if not the only, at least the basic condition for obtaining a good. Thus, with a significant impact on the extent to which a staff member ' s labour capacity is disclosed, motivation becomes a critical factor for performance.

This is now widely used in organizations motivating staffas key performance indicators (angl. Key Performance Indicators, KPI) for staff. The system of balanced indicators allows an objective and understandable evaluation of performance. Through KPI, it is possible not only to monitor and evaluate performance but also to establish an effective pay system.

The KPI-based system consists of three main parts (Figure 1): a fixed part, a variable part and a lump sum.

The KPI pay system enables the personal effectiveness of each staff member, unit and organization as a whole to be assessed and the staff to achieve the required results. The cash incentive for KPI-based personnel, unlike the basic wage (pays), is directed towards the long-term and short-term objectives of the company " motivating the performance of the employees themselves " .

Figure 1. KPI motivation structure