Abstract:

Employee incentive is one of the valid methods of building effective professional life in all areas of the national economy. However, such a direction as stimulating the career of workers in Russian science and practice has not received adequate scientific justification. The purpose of the research was to establish advanced techniques and methods for stimulating workers aimed at expanding knowledge, skills, competencies and career growth; to determine the possible prospects for the development of incentive methods in Russia. Among the objectives of the study were: the determination of labor productivity in Russia as an indicator of the severity of the problem of incorrect stimulation; consideration of modern Russian studies, which could become the basis for the development of Russian staff incentives. The objectives of the study included the definition of employee readiness to expand their functional responsibilities; the presence of feedback between the supervisor and subordinate; the interest of the company (management) in the career promotion of its employees; presence / absence of rotation programs in the company, which allow acquiring new skills; employee satisfaction at the moment of his career; the importance of moving up the career ladder; the suitability of training programs used by the company to move up the career ladder; basic career incentives; other.

The research methods, in this regard, were to identify the status of the issue of stimulating the careers of employees of domestic enterprises professors of the Plekhanov Russian University of Economics and the Moscow State University of Food Production together with graduate students, so we conducted a survey through questioning the representatives of the highest and middle level management subjects of various sectors of the economy. Along with a specially designed questionnaire, including 10 questions, such methods were used as analysis and synthesis, tabular, graphical interpretation and logical generalization of data, induction and deduction. In total, the study covered 112 people aged from 19 to 48 years old (44% men and 56% women). The respondents included employees of enterprises of various industries, including: food industry, trade; government agencies; banking (financial) structures, service business; restaurant business, construction, transport logistics, higher educational institutions and others.

The obtained representative information was taken as the basis for determining the number of employees wishing to develop and move up the career ladder and formulate recommendations for improving the situation in the field of career growth taking into account the experience of successful Russian and foreign companies. Based on the analysis of the needs of employees and general trends in the development of staff incentives, it should be concluded that the prospects of methods to stimulate Russian employees are in increasing the share of intangible measures. At the same time, non-material incentives should be positive and aimed, first of all, at creating a comfortable atmosphere in the workplace. The transition to a flexible schedule for the vast number of jobs in Russia will be possible only after increasing the average level of motivation among employees, because without this, employees will work with the same productivity, but at a more convenient time for them, there is a high risk of turning this incentive into a standard norm, as well as bonuses.

Keywords:

Career, career ladder, incentive, stimulating, promotion.