Authors:
B. A. VORONIN, doctor of juridical sciences, professor,
M. S. SEREBRENNIKOVA, senior lecturer,
N. B. FATEEVA, senior lecturer,
Ural State Agrarian University (42 K. Liebknehta str., 620075, Ekaterinburg).
Abstract. Given the current situation in the labor market in Russia and in connection with the changed value system and the attitude of staff to work, it is impossible to fully meet the material needs of hired workers. Therefore, the development of methods for external and internal motivation of personnel for quality and efficient work that would meet the interests of employers and the public interest, meet the needs of personnel, is one of the most relevant areas in the field of personnel management. Investigating motivation from the point of view of the benefits received, the motivation is divided into two types: material and non-material. As a rule, these types of motivation are used simultaneously. Depending on the degree of management and the designated goals of motivation, the correspondence of material and non-material types of motivation changes. Material motivation takes into account the acquisition of specific material goods, which are expressed in terms of money, material goods or services. Material motivation of the personnel is used at the level of an individual worker or groups of workers. At the level of motivation of the entire staff of the company, it is used less often, since it is considered ineffective. Intangible motivation is focused on getting employees emotional benefits. The benefits can be manifested in various forms, for example, increasing the level of self-esteem, psychological comfort. Motivation is a person's motivation for work, through internal motivating components, such as needs, hobbies, value orientations, environmental factors fixed through the human mind. In the system of personnel management, administrative, economic, social-psychological methods of motivation are singled out. Motivation in the personnel management system is structured in the following areas: working conditions, resources, recognition, relationships, responsibility. Use of methods of motivation of the personnel in the specified directions gives the chance to influence on all levels and all organizational units of firm. External motivation sets a goal in stimulating and developing the internal motivation of the staff. It is possible to achieve the task at the expense of a constant assessment of staff motivation and using methods corresponding to the level of motivation.
Keywords: motivation, personnel management system, LLC «Poultry Factory Irbitskaya», formation of labor motivation of personnel.
