Tastemirova Zh.A., Zhusupova Zh.M.
A.Baitursynov Kostanai State University., Kazakhstan
Analysis and improvement of the system
of motivation of the company in
It
is known that in modern models of market economy the state banking system plays
a crucial role in the functioning of the economic mechanism , it is, in fact,
the " circulatory system " of the economy , which provides total
control of the money supply , controls the movement of financial flows, and the
accumulation and investment of financial resources , mutual settlement between
economic agents, lending various industries and households.
New
stage in the evolution of the banking system of Kazakhstan: globalization of
financial activity and prospects of Kazakhstan's accession to the WTO creates
new competitive conditions; extensive methods of development of the banking
system have been exhausted, to be a shift to intensive methods of development
based on improved governance.
Improving
the value of human resources management in general management system is
primarily due to the fact that under the conditions of post-industrial economy
labor force in the form of "human capital" are beginning to play a
crucial role of other factors of production ; economic results of banks
increasingly depend on social factors ( job satisfaction , career prospects ,
etc.). The importance of social factors have also President NA Nazarbayev said
in his keynote paper " Social modernization of Kazakhstan : Twenty Steps
to a society of universal labor" noting that " of social issues and
everyday life depends on the state of health of all citizens of our
country."
One
of the most important recent developments in the field of human resource
management involves the creation of programs and methods to improve the quality
of their working life. Z. J. Heckman , J. . Lloyd Sattl determine the quality
of working life as " that stage , to which members of the production
organization can satisfy their important personal needs through their work in
this organization."
It
is known that no organization can succeed if there is no spirit of employees to
work with high-impact , their interest in the outcomes of work and their desire
to contribute to the achievement of objectives. That is why the interest is so
high makers and researchers involved in the management , the study of causes
that lead people to work with full dedication and strength for the
organization. Features banking labor caused also the specifics of banking, so
the study of the problems of personnel management in banks , and finding ways
to improve it are some of the urgent problems of modern economic science.
Thus
, now the problems associated with labor motivation of bank personnel remain
poorly understood , not fully formed methodological framework motivation
banking labor refined enough questions about the value orientations , type
motivation and job satisfaction of bank employees . Given that the banking
sector is crucial to the country's economic development , and the nature and
content of labor banking has its own characteristics , so the study of the
issues of improving the system management of the banking staff are relevant in
the field of management.
In
a market environment increases the importance of the human factor among other
factors of production , the end results of banks are increasingly dependent on
the decision of its social issues, which in turn nominated personnel management
to the front in the overall system management.
When
considering the management of the banking system personnel must use a
comprehensive approach that includes both the study of quantitative,
qualitative indicators and social indicators.
Currently
value accounting increases motivation and methods to stimulate labor bank staff
, allowing not only to restore the normal working capacity , but also increase
the value of labor in the overall structure of social values.
To
improve the efficiency of personnel management system of the bank must consider
both organizational and economic methods , and established in the collective
social and psychological factors that enable the bank to overcome the crisis ,
to survive in a highly competitive environment and improve the quality of
working life of bank staff.
Analysis
of the overall development of the banking system of the Republic of Kazakhstan
has shown that due to timely state support Kazakh banks not only cope with the
negative effects of the global financial crisis , but also laid the foundation
for the further development of the financial system.
Analysis
of personnel management in banks showed that the overall system management
staff bank is under development and use of modern technologies.
Findings
of the survey will provide information on the value orientations , motivational
structure , the type of motivation and job satisfaction of bank employees.
Materials
of this study indicate the need for further adjustment measures aimed at
increasing motivation and encourage the banking work.
The
results showed that the analysis of the state of the banking system management
personnel , you must use a comprehensive approach that includes the study of
quantitative, qualitative and social indicators. A scheme for integrated
assessment of the personnel management system in the banking sector . The
analysis of the overall development of the banking system and the state
personnel management system in banks of the Republic of Kazakhstan. The basic
elements of the motivational mechanism of bank staff and stages of their
formation, especially the organization of the personnel management system in
banks . Obtained information about the value orientations , motivational
structure type motivation and job satisfaction of bank employees . Highlighted
priority areas of methodological approaches to stimulate bank staff . A model
of management strategies based on the bank staff motivation . A model of
motivation and incentives in the banking system . Developed an exemplary
embodiment of the compensation package depending on qualifications and
seniority of bank staff. Practical recommendations to improve the motivation
and incentives of bank staff . Posed in this thesis work tasks are performed
completely.
Based
on the analysis of the domestic and foreign literature and the results of the
study were the following recommendations to improve the motivation and
incentives of bank staff:
1.
To
improve the quality of working life , the formation of a strong motivation to
work is necessary to introduce into practice model motivation and incentives of
bank staff , based on a comprehensive approach , including both economic and
non-economic incentives .
2.
Material incentives for bank staff need to
strengthen the role of the variable part of the remuneration to use with
traditional ( premium payments) and more modern forms of economic incentives (
profit sharing , bonuses ); when calculating the level of remuneration must
take account of length of service , ie professionalism, growing with increasing
continuous service , as well as various "vital peaks" ( important
events in life ).
3.
As additional remuneration can recommend the
following social benefits : the housing problem , lower loan rate; providing
medical examinations , sanatorium rehabilitation , etc. , as well as indirect
methods of economic incentives ( reduced working hours , flexible sliding ,
etc.). When granting privileges to use the " reward system on the
principle of the cafeteria", ie providing choices by the employee benefits
package.
4.
To meet the social
needs of personnel necessary to create workplaces united team spirit , to meet
the needs of respect - to provide a more meaningful work, to provide job
growth, applying " double staircase career" ; to meet the need for
self-expression , you must create modern centers of education and training .