Enterprise motivation system

The motivation of staff is traditionally understood as a bonus for the performance and over-performance of the established techno-economic indicators over time. The compilation of indicators that encourage collective and individual staff is a complex process. The design and accompanying of motivational programmes is very labour-intensive, but has a significant impact

It is necessary that the bonus system be consistent with the objectives of production in this unit and in the company as a whole, to stimulate the labour efforts of the collective or individual employee. The established indicators and conditions for the award should not contradict each other, or improvements in some results could lead to a deterioration of others.

In view of the specific production targets, the awards may be aimed at:

• Maintenance of the level already achieved (a certainly high or acceptable) - performance of production tasks, standard quality, etc.;
● Further improvement of the baseline (conditions) - over-completion of the assignment, increase compared to base, growth (increase) in relation to the previous period.

In order to make the application of a stimulus payment in a company economically feasible, it should first be classified according to a purpose that defines both the form and the content of the incentive payment and its relationship to the main (tariff) earnings.

The award for the main (current) outputs is at the forefront of incentive systems. There was a need for a clear link between the results of work and the remuneration levels, thus respecting one of the basic principles of pay -- the direct dependence of remuneration on the result.

Embezzlement for work that goes beyond the basic labour (work obligation) of the worker. Reimbursement for over-completion should be determined for paid workers.