In the age of high technology requirements for methods to effectively manage staff, are presented other than, say, even in the 90s of the past century.This is due primarily to the increased level of education and higher social expectations of employees themselves.The primary task of any HR manager today is to motivate employees to achieve business objectives.
to the success of the organization today is not enough executive employees, it is necessary that they are the most sought self-realization were organized and resourceful, and, of course, responsible.Maximize, as is known, it can be expected only if the person has the ability to implement and expose its properties in the company.To arouse similar interest in using outdated methods of control and incentives to impossible.
In order to understand what should be an effective system of motivation of employees, it is necessary to turn to the very concept of motivation.As you know, it involves the motivation to act in order to achieve business objectives and personal goals.From the perspective of psychology, there are two kinds of motivation: internal and external.The latter is directly related to the content of the activity, with interest in the final result, with the realization of self-worth, as well as the opportunity to develop skills, improve skills.Extrinsic motivation of employees includes social security, wages, incentives (or penalties) and prospects for advancement through the ranks.Recognized as the most effective system that combines these methods.
In addition, the current economic situation to focus on the creative approach of employees to perform duties using only material incentives is difficult.The more attention HR-managers attract non-motivation of employees.
Financial incentives are known to include the direct and indirect factors.It is directly related:
- piecework or time wage labor;
- participation in profits of the enterprise;
- tuition;
- bonuses.
Indirect believe, for example, the provision of benefits to public transportation, benefits for housing, catering, leisure and much more.
Intangible motivation of employees is a powerful lever to increase the attractiveness of working in a particular company.It implies:
- organization of flexible working hours;
- staff development;
- of a deliberative vote in the discussion of the direction of the specific objectives and decision-making;
- the possibility of building a career.
Unfortunately, many executives still believe that the main lever of the material motivation techniques are (or envelopes).However, experience shows that the vast majority of people includes the concept of remuneration, in addition to adequate pay, quality of its organization, as well as the achievement of results.In other words, employee motivation immaterial sometimes allows more significantly increase their loyalty.
should always take into account the human desire to increase their own social status, prestige.And because the corporate code should be directed first and foremost to ensure that every employee is aware of the purpose (imaginative, creative, production), and most importantly, a sense of participation in a common cause.Help in this can have some elements of corporate ethics, for example, the use of the company logo in the production of signs, souvenirs, stationery and other products.As for the development and training of personnel, for the majority of large companies today it has become the norm.
Finally, we note that the motivation of the staff - not an easy task, and requires creativity.Actively I began to discuss this topic for about 5 years ago.Now there are many courses and seminars, training to develop corporate ethics, synchronize goals of the company and employees.It is no secret that today's HR-managers in the fight for professionals often have to compete on the level of emotions, sensations and other intangible assets.This requires complex methodological work in order to study the characteristics of specific employees, their attitudes and values in order to best match them with the values of the company.The only way to approach the competent corporate culture.
