Research and improvement of the administration of the personnel motivation system of JSC CB "Privatbank"
Students Name: Kostiuk Tetiana Liubomyrivna
Qualification Level: magister
Speciality: Business Administration
Institute: Institute of Economics and Management
Mode of Study: part
Academic Year: 2022-2023 н.р.
Language of Defence: ukrainian
Abstract: Motivation is the process of influencing a person to encourage him to take specific actions in the form of encouraging him to have certain motives related to his personal needs [1]. Personnel motivation is the process of encouraging employees to work, which involves the use of human behavior motives to satisfy their needs through labor activity [2]. There are four modern theories of motivation that provide insight into improving employee performance: expectancy theory, equity theory, goal-setting theory, and reinforcement theory. Often referred to as process theories, they all range from involving employees in an activity if they expect some benefit. Therefore, the activity performed is a tool for achieving certain goals, which will give the employee the benefit he expects. These theories are based on the fact that the employee chooses one or another type of behavior depending on how he estimates that the results of this behavior will work to achieve goals. It should be noted that since employees have different preferences for different purposes, in each individual situation employee motivation is a combination of the interaction of individual expectations and preferences [3]. The personnel motivation system for the enterprise is a set of measures that encourage personnel to work effectively to achieve the enterprise’s goal. The construction of the motivation system should be based on the principles of complexity, systematic, regulation, specialization, stability, purposeful creativity, orientation to the final result, simplicity and understanding, manageability. The analysis of the administration of the staff motivation system was carried out on the example of JSC CB "PRIVATBANK". Its general characteristics were considered, the main indicators of financial and economic activity were analyzed, and the motivational mechanism was analyzed. An economic justification of the recommended comprehensive measure was carried out. The object of the study is JSC CB "Privatbank". The subject of the study is the personnel motivation system in relation to the JSC CB "Privatbank" enterprise with the general principles of motivation in modern economic conditions. According to the hypothesis, the application of measures to improve the efficiency of employees will lead to an increase in the economic indicators of JSC CB "Privatbank". The purpose of the study: the development of practical measures to improve the material and moral motivation of personnel, the application of recommendations to increase the effectiveness of the motivational mechanism of JSC CB "Privatbank". The study revealed the following positive aspects of the personnel motivation system: 1. The remuneration system corresponds to the functions of the production and labor process at the enterprise. 2. Bonuses for managers, professionals and specialists are effective and correspond to the bank’s strategy and goals. 3. High wages and growth. 4. Fairly even distribution of wages between categories of personnel. 5. Preliminary increase in labor productivity. In order for employees to perceive the system of payment and incentives as fair, it is advisable to: • identify factors that reduce employee satisfaction with the labor incentive system and the practice of providing certain benefits operating in the organization, and take, if necessary, corrective measures; • it is better to inform employees about the amount of incentives (bonuses, allowances, etc.) and what they are given for; • identify during personal contacts with subordinates possible unfairness in the payment of employees, the awarding of bonuses and the distribution of other incentives for the further restoration of fairness; • constantly monitor the situation on the labor market regarding the level of payment of those professional groups with which employees can compare themselves, and make timely changes to the payment system for their work. The economic role of the bonus system based on the results of key performance characteristics is predominant.