• Determine the efficiency of the enterprise ' s incentive system;
• Assess how effective managers use intangible incentives and motivations in dealing with subordinates;
• To assess the motivational potential of staff and to determine how to increase them in accordance with the objectives of the enterprise;
• Assess the consistency of the employees ' motivation system with the objectives of the current and long-term objectives of the enterprise;
• To receive recommendations to improve the existing staff motivation system or to develop a new one.

Objectives of the motivational audit

At this stage of economic development in our country, each head of the organization strives to make the most effective use of all its resources to achieve a high level of competitiveness of products or services produced. In Russian enterprises, monetary incentives are the most widely used (wages, bonuses, etc.). But in the context of developing market relations and increased competition, the use of only material incentives reduces the competitiveness of products and the unsatisfactory needs of staff. Failure to take into account intangible needs may reduce the interest of workers in this work and, as a result, the deterioration of the quality of work and the climate in the collective, the withdrawal of workers from the organization. Identifying and meeting intangible needs is a powerful tool to stimulate workers with a high level of interest and satisfaction, reduced costs and improved production efficiency. Evaluation of the system motivation of the staff of the organization The following personnel management parameters shall be checked:

• Availability and complexity of procedures to identify staff needs;
• Distribution of areas of responsibility for motivation among senior management, staff management service and line managers;
• Number and quality of work done on diagnostics, implementation and verification of the staff motivation management system.