- Email: [email protected]
Development of the Implementation Procedure for a Rational Incentive System
Available online at www.sciencedirect.com
ScienceDirect Procedia Engineering 165 (2016) 1132 – 1140
15th International scientific conference “Underground Urbanisation as a Prerequisite for Sustainable Development”
Development of the implementation procedure for a rational incentive system Anna Kopytova a,* a
Industrial university of Tyumen, Volodarskogo str. 38, Tyumen, 625001, Russia
Abstract The author examines the incentives of employees of the organization. The construction of a rational system of incentives allows an organization to resolve a number of important issues. However, in addition to the formation of rational system of incentives is essential the procedure of its implementation. The article presents the algorithm of introduction of a rational system of incentives. The algorithm of introduction of a rational system of stimulation consists of 8 stages. Each stage is designed to solve their own problems. Phased implementation procedures a rational system of incentives facilitating a smooth transition of the organization to a new level. The transition to the new incentive system will affect each employee. It is important to carry out the implementation without disruption to personnel. The implementation of this algorithm will allow the management companies to have a mechanism of influence on labour activity of the employee. The employee, in turn, will receive a clear planning tool of their own income. All this allows to increase the efficiency of the company and affects the financial wellbeing of staff. On a larger scale RIS can affect the standard of living of the population as a whole. The use of RIS will contribute to the solution of certain economic and social problems. © 2016 2016Published The Authors. Published by Elsevier Ltd. © by Elsevier Ltd. This is an open access article under the CC BY-NC-ND license Peer-review under responsibility of the scientific committee of the 15th International scientific conference “Underground (http://creativecommons.org/licenses/by-nc-nd/4.0/). Peer-review under scientific committee of the 15th International scientific conference “Underground Urbanisation as a Urbanisation as aresponsibility Prerequisite of forthe Sustainable Development. Prerequisite for Sustainable Development Keywords: Remuneration; stimulation of employees of organization; rational incentive system.
* Corresponding author. E-mail address: [email protected]
1877-7058 © 2016 Published by Elsevier Ltd. This is an open access article under the CC BY-NC-ND license
(http://creativecommons.org/licenses/by-nc-nd/4.0/). Peer-review under responsibility of the scientific committee of the 15th International scientific conference “Underground Urbanisation as a Prerequisite for Sustainable Development
doi:10.1016/j.proeng.2016.11.830
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Anna Kopytova / Procedia Engineering 165 (2016) 1132 – 1140
1. Introduction The author of this dissertation research shares the view of many scientists [1, 2, 3, 4, 5, 6], which point out that even the most brilliant ideas and great scientific discoveries play role of the productive forces only when there is a sufficient number of people able to accept them and to creatively use in mass production. The problem of the introduction of any system and implementation of the idea is that developers of the theoretical model will take into account a great many factors, but practice shows that many of factors taken into account are not important, and there often is an important one that theorists have not taken into account [7, 8, 9, 10, 11, 12]. 2. Methods Here is the proposed algorithm for RIS (rational incentive system) implementation in practical activities of the organization (Figure 1). 1 Formation of the working group responsible for the implementation of the RIS, approval of the implementation project 2 Approval of the normative document governing the incentives for workers
3 Familiarization of staff with the incentive regulations 4 Adaptation period 5 Evaluation of the adaptation period, identification of problems 6 Finalization of the stuff incentive regulations in accordance with the identified problems
7 Working period 8 Evaluation of the effectiveness of RIS Ye No
Is the level of efficiency low?
No Is the level of efficiency high?
Development of recommendations
Ye Implementation completed
Fig. 1. Algorithm for the implementation of RIS
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3. Case Study 1 stage. Formation of the working group responsible for the implementation of the RIS, approval of the implementation project. The first stage is the formation of a working group that will be responsible for a specific period for the implementation of the RIS in practical activities of the organization. It is obligatory to approve the implementation project, which sets out the implementation deadlines, responsible person, goals and tasks, performance indicators, consumers. It although sets out what stuff incentive documents must be approved and other indicators. Table 1 shows an example of the formation of the team of the project "Stuff incentives." The project involves five stages: initialization, conceptualization, planning, implementation, completion. Table 1. Formation of the project team "Stuff incentives". Project stages Initiation Director General, organization manager
Formulating of goals, specification of tasks
Conceptualizing
Planning
Implementation
Formation of the basic principles of implementation project
Development of targets
Monitoring of plan realization
Chief accountant, heads of legal, financial and security departments
Resourcing of the Project
The project budget, planning of wage indices parameters, of material, non-financial incentives and incentives by comfortable living conditions
Implementation of the plan in accordance with the allocated budget
The head of the personnel department, personnel department
Proposals to retain valuable employees, methods for the determination of valuabl e employees
Action plan to retain valuable employees, the development of incentives for the recognition of the status and merit of valuable employees. Increasing the quality of working life, formation of a personnel reserve, preparing of incentive regulations, organization of feedback channels from employees
Monitoring of employee satisfaction, processing of employees opinions about the changes introduced through the back channels of communication, implementation and monitoring of the plan, evaluation of incentive targets
Ordering of works on formation of image parameters of incentives
Implementation and monitoring of the plan and achieving of targets
Development of targets
Implementing and monitoring of the plan for achieving the targets, the use of incentive tools, monitoring of the quality of working life
Head of Marketing Department, Marketing Department Department heads and leading specialists
Formation of goals, specification of tasks
Proposals to link the results of the individual groups of workers with the financial results of the organization; retention of valuable staff
Employees
Familiarization with the planned indicators, realization of planned targets, expression of opinions on the changes introduced by the feedback channels
Compl etion
Evaluation of the final result, gap analysis, an adjustment
Project members
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Anna Kopytova / Procedia Engineering 165 (2016) 1132 – 1140
In the initialization stage happens the formulation of the goals and objectives of the project "Stuff incentives." At the stage of conceptualization department heads are connected to the senior management, there takes place definition of the implementation principles, the collection of informed views on targets for different groups of employees, forecasting the required resource provision. During the planning stage they approve the budget of the project and targets. At the implementation stage all the staff is to be connected to the participants, there is a performance of planned targets. The final stage involves the completion of an assessment result, its analysis and adjustment. The project team developes a logic model of the project "Stuff incentives” (Table 2). Table 2. logic model of the project "Stuff incentives”. Elements
Convention
Enterprise development strategy
II-1
Charter
II-2
The Labour Code of the Russian Federation Tax Code of the Russian Federation Input information
Collective agreement A report on the analysis of external and internal environment of the organization The organization's policy in the field of quality Plan for the next period
Performers
Commercial Director Marketing department Human Resources Department law department The chiefs of departments, work areas
II-7
9
9
II-8
9 9
9
II-4 II-5
P-3 P-4 P-5 P-6
Employees The project team
C-1
The chiefs of organizational units
C-2
Employees of the organization
C-3
9 9
9 9 9 9
9 9 9
9 9
9 9
9 9
9
9
9 9 9
Tasks
9 Formation of goals and specification of tasks
…
Adjustment of results
Resulting document
Consumers
P-1 P-2
9
XII/2018
II-6
II-3
P-7 P-8 P-9 P-10
Leading experts Security Service
…
9 9 9 9 9 9
CEO Chief Accountant
Terms I/2015
The resolution of the head
…
Work plan for the next period
The logical model of the project implementation determines its realization period, input information, performers, consumers, tasks, resulting document. Indices can be enhanced in accordance with the characteristics and needs of a particular company.
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So, the first stage of implementation of the RIS algorithm is proposed to form a working group to determine the time of the work of this group, tasks, to approve the implementation of the project, which must include quantitative and qualitative indicators, expected as a result of its introduction 2 stage. Approval of regulations governing the incentives for workers [13]. In this document, it should be possible for each group of employees to see a line of long-term development while on a particular workplace. Strategic thinking contributes to the understanding of their future position at the expense of reflection and consideration of opportunities offered by the organization in the present and future periods. Normative document provides incentive instruments in accordance with the proposed kinds of incentives - tangible, intangible and incentives with comfortable living conditions [14]. 3 stage. Familiarization of employees with stuff incentives regulations takes place in the third stage of implementation of the RIS. Staff should be able to comprehend the RIS developed for the organization. In order to do this, it is neededthe time during which employees can read, update and discuss the proposed changes. It is necessary to study the reaction of employees. During the familiarization phase should be received comments and suggestions from the staff. Bringing information takes place with a mark of reference. 4 stage. Adaptation period. If possible, it is recommended to carry out the implementation not in all parts of the organization, but in any part of it (for example, in a unit or branch). Use a trial (pilot) project will identify potential difficulties and significant factors that could affect the result of the implementation of the main project. The pilot project may be very effective solution for innovative and high-tech projects with high degree of uncertainty in the results and ways to achieve it, and in this case it can be talked about a project that touches every employee, and as a consequence, can influence the outcome of the enterprise. It is therefore recommended to take the time to test the incentive system. The recommended duration of the pilot project - a minimum of 6 months, after which it is possible the transition to a wider use of the RIS in the enterprise. As a result, an adaptation period identifies the main problems, difficulties and advantages in the operation of the RIS in the organization. 5 stage. Evaluation of the adaptation period, the identification of problems. At this stage, there are formulated the most typical problems for the implementation of the RIS in the organization and there can be offered solutions for these problems. There is a fixation of all the difficulties that have been identified as a result of the adaptation period. There are enrolled all hypotheses, aimed at addressing the identified difficulties. There are selected working hypotheses on the basis of which will be made finalization of the proposed regulatory support of incentives for employees. 6 stage. Finalization of the stuff incentive regulations in accordance with the identified problems, approval of the document. There is a revision of the regulatory security, in accordance with the approved working hypotheses of the fifth stage. Normative document on incentives of employees passes the approval process. 7 stage. Working period. There is the introduction of RIS to all or most of the parts of the organization. The system operates extended period. 8 stage. Evaluation of the effectiveness of the RIS functioning. Effectiveness evaluation is an obligatory stage of the algorithm of RIS implementation. The introduction of any system is impossible without the stage of effectiveness evaluation. There is a final determination of the viability of a technique previously developed. Evaluation of the effectiveness of RIS occurs by calculating the complex index, which is based on three integral indicators in accordance with the incentives form. The detailed application of this technique is described in the second chapter of the dissertation research. 4. Assessment and Results In 2014, as a part of the dissertation research there was carried out development of the project "Motivation and encouragement" [15] for the federal state budgetary educational institution of higher professional education «Tyumen State University of Civil Engineering"). The first phase of the proposed RIS implementation of the algorithm has been implemented in the project's boundaries. A sample of the formation of the working group (project team), responsible for the implementation of the RIS, based on developed by us implementation project is presented in Table 3.
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Anna Kopytova / Procedia Engineering 165 (2016) 1132 – 1140
Table 3. Formation of the team for the project "Motivation and incentives" Tyumen State Universityof Civil Engineering (Implementation period 1 year). Project stages Project members
Rector, Vice-Rector (project manager, team)
Initiation Formation of goals, specificatio n of tasks
Vice-Rector for Economy and Finance, the Financial and Economic Management, Chief Accountant
Conceptualizing
Planning
Implementation
Formation of the basic principles of the project of Development Program
Development of targets, formation of additional measures to ensure working conditions with the aid of internet site
Monitoring of the plan implementation
Resourcing of the Project
Development project budget, planning of indicators of wages, social incentive indices. Improving of organizational and financial mechanisms to facilitate the finalization of Dissertation
Implementation of the plan in accordance with the allocated budget
Increasing the quality of working life, formation of a personnel reserve, development incentive regulators
Monitoring of employees’ satisfaction
Human Resources Management and Document Support
Vice-rector for scientific and research work
Proposals to retain valuable employees
Action plan to retain valuable employees, development of incentives for the recognition of the status and merit of valuable employees Financial aid for competitors of scientific degree Ordering of works on formation of image index of incentives to retain valuable employees, recognition of merit
Vice-Rector for Public Relations Proposals to link operation results and financial results, to retain valuable employees
Vice-Rector for Academic Affairs
Implementation and monitoring of the plan and achievement of the motivation targets Implementation and monitoring of the plan and achievement of the motivation targets Implementation and monitoring of the achievement of the targets of motivation and incentive plan
Directors of institutes
Implementation and monitoring of the achievement of the targets of motivation and incentive plan
Chairs and other university units
The use of instruments of motivation and incentives, monitoring of the quality of working life
Specialists from other departments (project team members)
Formation of goals, specificatio n of tasks
Compl etion
Evaluat ion of the final result, gap analysi s, adjust ment
Development of targets
The logical model of the project "Motivation and encouragement" for Tyumen State University of Civil Engineering (the project was designed for a period of one year) is presented in Table 4.
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nput information
Table 4. The logical model of the project "Motivation and incentives" Tyumen State University of Civil Engineering. Elements
Terms
University Development Strategy
II-1
9
9
University Charter
II-2
9
9
Regulations on compensation of employees of Tyumen State University of Civil Engineering
II-3
9
9
9
Regulations on the certification of workers of Tyumen State University of Civil Engineering
II-4
9
9
Regulations on the Commission of Social Security Tyumen State University of Civil Engineering
II-5
Regulation on the improvement of professional skills of employees
II-6
Assessment Guide "Teacher f rom students’ view"
II-7
Collective agreement
II-8
Regulations on labor dispute committee of Tyumen State University of Civil Engineering
II-9
other documents
Performers
Plan for the next period
II-10 … II-(n-1) II-n
I - III
III - IV
IV - V
VI - XII
9
XII
XII
9
9
9
9
9
9
9
9 9
9
9
9 9
9
9
9
9 9
9
9
9
9
9 9
9
9
9
9
9
9
9
9
9
9
P-4
9
9
9
Directors of institutes
P-5
9
9
9
Department of Information Security and Technology
P-6
9
other
P-n
9
9
9
Rector, Vice-Rector
P-1
Vice-Rector for Economics and Finance, Chief Accountant
P-2
9
Vice-Rector for Research
P-3
9
Vice-Rector for Public Relations
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Consumers
Anna Kopytova / Procedia Engineering 165 (2016) 1132 – 1140
The project team
C-1
All the University units
C-2
Human Resources Management and Document Support
C-3
Rector, Vice-Rector
C-5
Vice-Rector for Public Relations
Resulting document
Tasks
other
9
9
9
9
9
9
9
9
9
9
9
9
9
9
9
9
C-7
9
9
9
9
9
9
C8-Сn
9
9
9
9
9
9
Formation of goals and specification of tasks. Formation of the basic principles of the project (financial support, regulatory documentation, and other resources)
The decision of the Academic Council
Budget Projects and provision of motivatio n and incentive s
Development of targets, formation of additional measures to ensure the working conditions (work with aid of internet site)
Budget and provision of motivation, development of complementary working conditions for valuable employe es, annual plan etc.
Monitoring of implementati on of the plan, evaluation of the level of employee satisfaction and improving of the quality of working life
Evaluat ion of the final result, gap analysi s
The adjustme nt of results
Reports
Approv al of the report on the implem entatio n of the project on the Acade mic Counci l
The new plan for the next year
It includes proposed indicators - input information, performers, consumers, tasks, and the resulting document. For each indicator there is set an implementation period. In this case, the plan is for one year. In the header of the table there are presented the numbers of months. The input information includes a list of documents that may influence or be useful in the implementation of the project. Performers include employees from different departments of Tyumen State University of Civil Engineering. During the year, in different periods there are implemented different tasks. A number of documents on the motivation and incentives are drawn up and approved. 5. Conclusions Proposed procedure of implementing a rational system of incentives provides for the use of the algorithm of eight stages. The presented algorithm can be used by organizations of different industries. References [1] M.A. Gershman, T.E. Kuznezova, The wage results in the Russian sector of research and development, Foresight. 3(8) (2014) 58-69.
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[2] R. Johnson, Analysis of future-oriented technology: the problem of "Cassandra", Foresight. 2(5) (2011) 58-64. [4] A.V. Khlunov, From planning to scenario shaping the future, Foresight. 3(3) (2009) 6-11. [5] I.A. Kulkova, N.A. Nikolaev, Assessing the Performance of the Leader of a Small Enterprise, Izvestia ural state university of Economics. 6(50) (2013) 75-78. [6] N.V. Miroshkina, Creation of the stimulation system in consulting enterprise structures on the basis of the balanced scorecard. Bulletin of Omsk University: Series Economics. 4 (2014) 47-53. [7] S.V. Polovinko, O.Y. Tymoshenko, The Formation of the modern system of incentives based on the method of cascading objectives, Rationing and wages in the industry. 2 (2010) 5-12. [8] I.G. Reshetnikova, M.S. Gusarov, Questions of development of personnel policy of the organization, Modern problems of management: materials of all-Russian scientific-practical conference, RIO Tyumsaeu, Tyumen, 2015, pp. 129-133. [9] N.S. Zotkina, A.V. Kopytova, Remuneration systems: basic elements and their role in a stimulation of labor activity, Economics and entrepreneurship. 12-2(53-2) (2014) 714-719. [10] E.A. Rodionova, Psychology of motivation of the personnel, "Humanitarian Center", 2013. [11] A.N. Semin, N.V Sharapova, Labor Payment as a Main Factor of Young Specialists Fixation in Rural Areas, Economics of agricultural and processing enterprises. 10 (2014) 35-38. [12] L.V. Sankova, The problem of building an incentive system into the gas organization, Bulletin of Institute of friendship of peoples of the Caucasus. The theory of Economics and national economy management. 4-2(20) (2011) 180-186. [13] A.A. Fedchenko, Incentives: international experience. Man and labor. 3 (2009) 79. [14] A.V. Kopytova, The formation process of the document "regulations for encouraging employees of the organization" the Journal "Human Progress". 1(1) (2015) 31-38. [15] A.V. Kopytova, Algorithms of forming for enterprise rational system of incentives of labor activity of employees, Exchange of intellectual property. 3(XIV) (2015) 31-37. [16] M.S. Gusarova, A.V. Kopytova, Motivation and stimulation of the university stuff employment as a part of the HR strategy, Bulletin of Omsk University: Series Economics. 4 (2014) 14-22.
ScienceDirect Procedia Engineering 165 (2016) 1132 – 1140
15th International scientific conference “Underground Urbanisation as a Prerequisite for Sustainable Development”
Development of the implementation procedure for a rational incentive system Anna Kopytova a,* a
Industrial university of Tyumen, Volodarskogo str. 38, Tyumen, 625001, Russia
Abstract The author examines the incentives of employees of the organization. The construction of a rational system of incentives allows an organization to resolve a number of important issues. However, in addition to the formation of rational system of incentives is essential the procedure of its implementation. The article presents the algorithm of introduction of a rational system of incentives. The algorithm of introduction of a rational system of stimulation consists of 8 stages. Each stage is designed to solve their own problems. Phased implementation procedures a rational system of incentives facilitating a smooth transition of the organization to a new level. The transition to the new incentive system will affect each employee. It is important to carry out the implementation without disruption to personnel. The implementation of this algorithm will allow the management companies to have a mechanism of influence on labour activity of the employee. The employee, in turn, will receive a clear planning tool of their own income. All this allows to increase the efficiency of the company and affects the financial wellbeing of staff. On a larger scale RIS can affect the standard of living of the population as a whole. The use of RIS will contribute to the solution of certain economic and social problems. © 2016 2016Published The Authors. Published by Elsevier Ltd. © by Elsevier Ltd. This is an open access article under the CC BY-NC-ND license Peer-review under responsibility of the scientific committee of the 15th International scientific conference “Underground (http://creativecommons.org/licenses/by-nc-nd/4.0/). Peer-review under scientific committee of the 15th International scientific conference “Underground Urbanisation as a Urbanisation as aresponsibility Prerequisite of forthe Sustainable Development. Prerequisite for Sustainable Development Keywords: Remuneration; stimulation of employees of organization; rational incentive system.
* Corresponding author. E-mail address: [email protected]
1877-7058 © 2016 Published by Elsevier Ltd. This is an open access article under the CC BY-NC-ND license
(http://creativecommons.org/licenses/by-nc-nd/4.0/). Peer-review under responsibility of the scientific committee of the 15th International scientific conference “Underground Urbanisation as a Prerequisite for Sustainable Development
doi:10.1016/j.proeng.2016.11.830
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Anna Kopytova / Procedia Engineering 165 (2016) 1132 – 1140
1. Introduction The author of this dissertation research shares the view of many scientists [1, 2, 3, 4, 5, 6], which point out that even the most brilliant ideas and great scientific discoveries play role of the productive forces only when there is a sufficient number of people able to accept them and to creatively use in mass production. The problem of the introduction of any system and implementation of the idea is that developers of the theoretical model will take into account a great many factors, but practice shows that many of factors taken into account are not important, and there often is an important one that theorists have not taken into account [7, 8, 9, 10, 11, 12]. 2. Methods Here is the proposed algorithm for RIS (rational incentive system) implementation in practical activities of the organization (Figure 1). 1 Formation of the working group responsible for the implementation of the RIS, approval of the implementation project 2 Approval of the normative document governing the incentives for workers
3 Familiarization of staff with the incentive regulations 4 Adaptation period 5 Evaluation of the adaptation period, identification of problems 6 Finalization of the stuff incentive regulations in accordance with the identified problems
7 Working period 8 Evaluation of the effectiveness of RIS Ye No
Is the level of efficiency low?
No Is the level of efficiency high?
Development of recommendations
Ye Implementation completed
Fig. 1. Algorithm for the implementation of RIS
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3. Case Study 1 stage. Formation of the working group responsible for the implementation of the RIS, approval of the implementation project. The first stage is the formation of a working group that will be responsible for a specific period for the implementation of the RIS in practical activities of the organization. It is obligatory to approve the implementation project, which sets out the implementation deadlines, responsible person, goals and tasks, performance indicators, consumers. It although sets out what stuff incentive documents must be approved and other indicators. Table 1 shows an example of the formation of the team of the project "Stuff incentives." The project involves five stages: initialization, conceptualization, planning, implementation, completion. Table 1. Formation of the project team "Stuff incentives". Project stages Initiation Director General, organization manager
Formulating of goals, specification of tasks
Conceptualizing
Planning
Implementation
Formation of the basic principles of implementation project
Development of targets
Monitoring of plan realization
Chief accountant, heads of legal, financial and security departments
Resourcing of the Project
The project budget, planning of wage indices parameters, of material, non-financial incentives and incentives by comfortable living conditions
Implementation of the plan in accordance with the allocated budget
The head of the personnel department, personnel department
Proposals to retain valuable employees, methods for the determination of valuabl e employees
Action plan to retain valuable employees, the development of incentives for the recognition of the status and merit of valuable employees. Increasing the quality of working life, formation of a personnel reserve, preparing of incentive regulations, organization of feedback channels from employees
Monitoring of employee satisfaction, processing of employees opinions about the changes introduced through the back channels of communication, implementation and monitoring of the plan, evaluation of incentive targets
Ordering of works on formation of image parameters of incentives
Implementation and monitoring of the plan and achieving of targets
Development of targets
Implementing and monitoring of the plan for achieving the targets, the use of incentive tools, monitoring of the quality of working life
Head of Marketing Department, Marketing Department Department heads and leading specialists
Formation of goals, specification of tasks
Proposals to link the results of the individual groups of workers with the financial results of the organization; retention of valuable staff
Employees
Familiarization with the planned indicators, realization of planned targets, expression of opinions on the changes introduced by the feedback channels
Compl etion
Evaluation of the final result, gap analysis, an adjustment
Project members
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Anna Kopytova / Procedia Engineering 165 (2016) 1132 – 1140
In the initialization stage happens the formulation of the goals and objectives of the project "Stuff incentives." At the stage of conceptualization department heads are connected to the senior management, there takes place definition of the implementation principles, the collection of informed views on targets for different groups of employees, forecasting the required resource provision. During the planning stage they approve the budget of the project and targets. At the implementation stage all the staff is to be connected to the participants, there is a performance of planned targets. The final stage involves the completion of an assessment result, its analysis and adjustment. The project team developes a logic model of the project "Stuff incentives” (Table 2). Table 2. logic model of the project "Stuff incentives”. Elements
Convention
Enterprise development strategy
II-1
Charter
II-2
The Labour Code of the Russian Federation Tax Code of the Russian Federation Input information
Collective agreement A report on the analysis of external and internal environment of the organization The organization's policy in the field of quality Plan for the next period
Performers
Commercial Director Marketing department Human Resources Department law department The chiefs of departments, work areas
II-7
9
9
II-8
9 9
9
II-4 II-5
P-3 P-4 P-5 P-6
Employees The project team
C-1
The chiefs of organizational units
C-2
Employees of the organization
C-3
9 9
9 9 9 9
9 9 9
9 9
9 9
9 9
9
9
9 9 9
Tasks
9 Formation of goals and specification of tasks
…
Adjustment of results
Resulting document
Consumers
P-1 P-2
9
XII/2018
II-6
II-3
P-7 P-8 P-9 P-10
Leading experts Security Service
…
9 9 9 9 9 9
CEO Chief Accountant
Terms I/2015
The resolution of the head
…
Work plan for the next period
The logical model of the project implementation determines its realization period, input information, performers, consumers, tasks, resulting document. Indices can be enhanced in accordance with the characteristics and needs of a particular company.
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So, the first stage of implementation of the RIS algorithm is proposed to form a working group to determine the time of the work of this group, tasks, to approve the implementation of the project, which must include quantitative and qualitative indicators, expected as a result of its introduction 2 stage. Approval of regulations governing the incentives for workers [13]. In this document, it should be possible for each group of employees to see a line of long-term development while on a particular workplace. Strategic thinking contributes to the understanding of their future position at the expense of reflection and consideration of opportunities offered by the organization in the present and future periods. Normative document provides incentive instruments in accordance with the proposed kinds of incentives - tangible, intangible and incentives with comfortable living conditions [14]. 3 stage. Familiarization of employees with stuff incentives regulations takes place in the third stage of implementation of the RIS. Staff should be able to comprehend the RIS developed for the organization. In order to do this, it is neededthe time during which employees can read, update and discuss the proposed changes. It is necessary to study the reaction of employees. During the familiarization phase should be received comments and suggestions from the staff. Bringing information takes place with a mark of reference. 4 stage. Adaptation period. If possible, it is recommended to carry out the implementation not in all parts of the organization, but in any part of it (for example, in a unit or branch). Use a trial (pilot) project will identify potential difficulties and significant factors that could affect the result of the implementation of the main project. The pilot project may be very effective solution for innovative and high-tech projects with high degree of uncertainty in the results and ways to achieve it, and in this case it can be talked about a project that touches every employee, and as a consequence, can influence the outcome of the enterprise. It is therefore recommended to take the time to test the incentive system. The recommended duration of the pilot project - a minimum of 6 months, after which it is possible the transition to a wider use of the RIS in the enterprise. As a result, an adaptation period identifies the main problems, difficulties and advantages in the operation of the RIS in the organization. 5 stage. Evaluation of the adaptation period, the identification of problems. At this stage, there are formulated the most typical problems for the implementation of the RIS in the organization and there can be offered solutions for these problems. There is a fixation of all the difficulties that have been identified as a result of the adaptation period. There are enrolled all hypotheses, aimed at addressing the identified difficulties. There are selected working hypotheses on the basis of which will be made finalization of the proposed regulatory support of incentives for employees. 6 stage. Finalization of the stuff incentive regulations in accordance with the identified problems, approval of the document. There is a revision of the regulatory security, in accordance with the approved working hypotheses of the fifth stage. Normative document on incentives of employees passes the approval process. 7 stage. Working period. There is the introduction of RIS to all or most of the parts of the organization. The system operates extended period. 8 stage. Evaluation of the effectiveness of the RIS functioning. Effectiveness evaluation is an obligatory stage of the algorithm of RIS implementation. The introduction of any system is impossible without the stage of effectiveness evaluation. There is a final determination of the viability of a technique previously developed. Evaluation of the effectiveness of RIS occurs by calculating the complex index, which is based on three integral indicators in accordance with the incentives form. The detailed application of this technique is described in the second chapter of the dissertation research. 4. Assessment and Results In 2014, as a part of the dissertation research there was carried out development of the project "Motivation and encouragement" [15] for the federal state budgetary educational institution of higher professional education «Tyumen State University of Civil Engineering"). The first phase of the proposed RIS implementation of the algorithm has been implemented in the project's boundaries. A sample of the formation of the working group (project team), responsible for the implementation of the RIS, based on developed by us implementation project is presented in Table 3.
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Table 3. Formation of the team for the project "Motivation and incentives" Tyumen State Universityof Civil Engineering (Implementation period 1 year). Project stages Project members
Rector, Vice-Rector (project manager, team)
Initiation Formation of goals, specificatio n of tasks
Vice-Rector for Economy and Finance, the Financial and Economic Management, Chief Accountant
Conceptualizing
Planning
Implementation
Formation of the basic principles of the project of Development Program
Development of targets, formation of additional measures to ensure working conditions with the aid of internet site
Monitoring of the plan implementation
Resourcing of the Project
Development project budget, planning of indicators of wages, social incentive indices. Improving of organizational and financial mechanisms to facilitate the finalization of Dissertation
Implementation of the plan in accordance with the allocated budget
Increasing the quality of working life, formation of a personnel reserve, development incentive regulators
Monitoring of employees’ satisfaction
Human Resources Management and Document Support
Vice-rector for scientific and research work
Proposals to retain valuable employees
Action plan to retain valuable employees, development of incentives for the recognition of the status and merit of valuable employees Financial aid for competitors of scientific degree Ordering of works on formation of image index of incentives to retain valuable employees, recognition of merit
Vice-Rector for Public Relations Proposals to link operation results and financial results, to retain valuable employees
Vice-Rector for Academic Affairs
Implementation and monitoring of the plan and achievement of the motivation targets Implementation and monitoring of the plan and achievement of the motivation targets Implementation and monitoring of the achievement of the targets of motivation and incentive plan
Directors of institutes
Implementation and monitoring of the achievement of the targets of motivation and incentive plan
Chairs and other university units
The use of instruments of motivation and incentives, monitoring of the quality of working life
Specialists from other departments (project team members)
Formation of goals, specificatio n of tasks
Compl etion
Evaluat ion of the final result, gap analysi s, adjust ment
Development of targets
The logical model of the project "Motivation and encouragement" for Tyumen State University of Civil Engineering (the project was designed for a period of one year) is presented in Table 4.
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nput information
Table 4. The logical model of the project "Motivation and incentives" Tyumen State University of Civil Engineering. Elements
Terms
University Development Strategy
II-1
9
9
University Charter
II-2
9
9
Regulations on compensation of employees of Tyumen State University of Civil Engineering
II-3
9
9
9
Regulations on the certification of workers of Tyumen State University of Civil Engineering
II-4
9
9
Regulations on the Commission of Social Security Tyumen State University of Civil Engineering
II-5
Regulation on the improvement of professional skills of employees
II-6
Assessment Guide "Teacher f rom students’ view"
II-7
Collective agreement
II-8
Regulations on labor dispute committee of Tyumen State University of Civil Engineering
II-9
other documents
Performers
Plan for the next period
II-10 … II-(n-1) II-n
I - III
III - IV
IV - V
VI - XII
9
XII
XII
9
9
9
9
9
9
9
9 9
9
9
9 9
9
9
9
9 9
9
9
9
9
9 9
9
9
9
9
9
9
9
9
9
9
P-4
9
9
9
Directors of institutes
P-5
9
9
9
Department of Information Security and Technology
P-6
9
other
P-n
9
9
9
Rector, Vice-Rector
P-1
Vice-Rector for Economics and Finance, Chief Accountant
P-2
9
Vice-Rector for Research
P-3
9
Vice-Rector for Public Relations
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Anna Kopytova / Procedia Engineering 165 (2016) 1132 – 1140
The project team
C-1
All the University units
C-2
Human Resources Management and Document Support
C-3
Rector, Vice-Rector
C-5
Vice-Rector for Public Relations
Resulting document
Tasks
other
9
9
9
9
9
9
9
9
9
9
9
9
9
9
9
9
C-7
9
9
9
9
9
9
C8-Сn
9
9
9
9
9
9
Formation of goals and specification of tasks. Formation of the basic principles of the project (financial support, regulatory documentation, and other resources)
The decision of the Academic Council
Budget Projects and provision of motivatio n and incentive s
Development of targets, formation of additional measures to ensure the working conditions (work with aid of internet site)
Budget and provision of motivation, development of complementary working conditions for valuable employe es, annual plan etc.
Monitoring of implementati on of the plan, evaluation of the level of employee satisfaction and improving of the quality of working life
Evaluat ion of the final result, gap analysi s
The adjustme nt of results
Reports
Approv al of the report on the implem entatio n of the project on the Acade mic Counci l
The new plan for the next year
It includes proposed indicators - input information, performers, consumers, tasks, and the resulting document. For each indicator there is set an implementation period. In this case, the plan is for one year. In the header of the table there are presented the numbers of months. The input information includes a list of documents that may influence or be useful in the implementation of the project. Performers include employees from different departments of Tyumen State University of Civil Engineering. During the year, in different periods there are implemented different tasks. A number of documents on the motivation and incentives are drawn up and approved. 5. Conclusions Proposed procedure of implementing a rational system of incentives provides for the use of the algorithm of eight stages. The presented algorithm can be used by organizations of different industries. References [1] M.A. Gershman, T.E. Kuznezova, The wage results in the Russian sector of research and development, Foresight. 3(8) (2014) 58-69.
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[2] R. Johnson, Analysis of future-oriented technology: the problem of "Cassandra", Foresight. 2(5) (2011) 58-64. [4] A.V. Khlunov, From planning to scenario shaping the future, Foresight. 3(3) (2009) 6-11. [5] I.A. Kulkova, N.A. Nikolaev, Assessing the Performance of the Leader of a Small Enterprise, Izvestia ural state university of Economics. 6(50) (2013) 75-78. [6] N.V. Miroshkina, Creation of the stimulation system in consulting enterprise structures on the basis of the balanced scorecard. Bulletin of Omsk University: Series Economics. 4 (2014) 47-53. [7] S.V. Polovinko, O.Y. Tymoshenko, The Formation of the modern system of incentives based on the method of cascading objectives, Rationing and wages in the industry. 2 (2010) 5-12. [8] I.G. Reshetnikova, M.S. Gusarov, Questions of development of personnel policy of the organization, Modern problems of management: materials of all-Russian scientific-practical conference, RIO Tyumsaeu, Tyumen, 2015, pp. 129-133. [9] N.S. Zotkina, A.V. Kopytova, Remuneration systems: basic elements and their role in a stimulation of labor activity, Economics and entrepreneurship. 12-2(53-2) (2014) 714-719. [10] E.A. Rodionova, Psychology of motivation of the personnel, "Humanitarian Center", 2013. [11] A.N. Semin, N.V Sharapova, Labor Payment as a Main Factor of Young Specialists Fixation in Rural Areas, Economics of agricultural and processing enterprises. 10 (2014) 35-38. [12] L.V. Sankova, The problem of building an incentive system into the gas organization, Bulletin of Institute of friendship of peoples of the Caucasus. The theory of Economics and national economy management. 4-2(20) (2011) 180-186. [13] A.A. Fedchenko, Incentives: international experience. Man and labor. 3 (2009) 79. [14] A.V. Kopytova, The formation process of the document "regulations for encouraging employees of the organization" the Journal "Human Progress". 1(1) (2015) 31-38. [15] A.V. Kopytova, Algorithms of forming for enterprise rational system of incentives of labor activity of employees, Exchange of intellectual property. 3(XIV) (2015) 31-37. [16] M.S. Gusarova, A.V. Kopytova, Motivation and stimulation of the university stuff employment as a part of the HR strategy, Bulletin of Omsk University: Series Economics. 4 (2014) 14-22.