Korekty

The main aim of the work is to develop recommendations for improving the motivation system of operators in the company "Recipe GT" in nino.

To achieve this aim it is necessary to solve the following tasks: • to consider the theoretical aspects of employee motivation • to analyze the current system of motivation • to create questions for the survey in the operating section of the company and analyze the survey results; • to develop criteria for evaluating the performance of the operators; • to establish system of the rating model of motivation.

The company is a world leader in the field operational marketing solutions.

This work will be focused on the project "Audit Coca-Cola Red.

This project was launched in 2007 and was launched in Nizhny Novgorod in 2012.

In order to determine what factors affect the efficiency of the staff, was chosen the most convenient method-questioning.

The survey included 10 questions concerning the evaluation of personnel motivation.

The purpose of the survey: • to determine the need to develop a non-motivation; • to identify the degree of satisfaction with the current system of motivation of employees • to evaluate the existing atmosphere in the company By a result of the survey revealed that almost half of the staff are not completely satisfied with the current system of motivation.

At the same time, they believe that their performance affects monetary motivation.

Also possible to use moral methods if they do not require financial costs.

Existing system of motivation is based on only one parameter-the quality.

This is a great disadvantage.

The company must evaluate the employee on several parameters.

The main thing you should notice is the development of loyalty among employees.

To date, the company became necessary in additional motivate employees.

The essence of the new system it, that would be encouraged exactly the best employees.

Basis of motivation is operators rating, which is measured in points.

Distinguish the basic criteria that will be used to develop a system of motivation in the operating department • labor productivity; The main essence of factors: the employee who performs the daily rate to 20:00 gets 5 points in motivation • quality of work; The main factors are the quality of the work: the employee showed the best quality for the week, gets the number of points equal to the number of operators who work for that week.

• development progress; The main factors are the progress of development: on a weekly basis compared quality indicators of employee for the current week and last week, employees who improved their performance compared with last week get 10 points, if the employee improve their performance two weeks in a row, the number of points is doubled.

• involvement in the development of company Taking into account two indicators: quality of employee and the count of verified TP by client.

In this parameter is calculated average count of TP scanned at the operator of department This motivation system will be a rating table of operators, in which each employee will be evaluated on four criteria.

Based on the assessment, he gets a certain number of points for each criterion.

Later all they will be summarized and accounted as final score.

How more is the score, than higher is the rating of operator.

Top 10 employees receive cash at the end for three months of work.

The budget of this system calculated on 90 thousand rubles.

And finally, in discussion with the head of the operator obtained the following conclusions.

To date, the level of quality for the department is 0.05.

With the introduction of the new incentive system is planned to change the quality level to 0.04.

Due to improve the quality level of 0.04 profit to increase by about 530 thousand rubles. with improving the quality of the operators, and increased the rating company.

This research provides the fundamental basis for the introduction of motivating and encouraging of staff in OOO "recip Ji TI."