ÓÄÊ
331.101.3
©2008
V.I. Borzenko, Candidate of technical sciences, Associate Professor.
T. V. Pyatak, Candidate of technical sciences, Associate Professor. Kharkiv National Pedagogical University.
MODEL OF EFFICIENT
MANAGEMENT PERSONNEL ENTERPRISES
The problem of the search and keeping of qualified experts and managers
is of prime importance for the companies today. It is the people who are the major
asset, defining to a great extent the success of any company’s activities. In
order to form a team of high – class experts its chief has first of all to be
concerned with the development of the corresponding motivation and compensation
system for his workers.
The
basic areas of (improvement of the labour motivation
and incentive system comprise: (financial) and moral incentives, social –
financial incentives, rising of labour force quality,
improvement of labour organization, attraction of
workers to managerial process.
The purpose of the work is the development of the model of effective
financial, moral and social – financial labour
incentives of enterprise’s workers that allows evaluating impact of incentive
mechanism on the finance results of the company’s activities.
The most appreciable for the workers of the enterprise are the financial
labour incentives that are connected with the payment
system and the opportunity to possess a part of the assets and profit of the
company.
As a resulting parameter describing the work of the enterprise or its
separate structural division it is possible to choose the enterprise’s profit
submitted in the form of the following functional:
Y = 
( q1, q2 ,q3,
….. qn
) ,
Where Y – profit of the
enterprise, or part of the profit corresponding to the participation share of
the structural division in the commercial output and generation of
profits; q1, q2 ,q3,
….. qn
- the number of the involved
production personnel of an “n” technological process performing one or several
technological operations.
In this case the dependence between the working parameters of the
enterprise and each structural division can be determined in the following way:
All values in the equation have final increment
values.
In
this case the absolute change of the enterprise profit will be reflected in the
dependence:
And the relative change will have the following
form:
.
Factors A1, A2, ….Ai show the contribution of certain technological
operations to the productions process and enterprises profit formation.
If during the production process the overlap of certain technological
operations is possible it may result in the redundancy of the personnel
involved in the production process. The release of the production personnel is
possible owing to the over lap of technological operations, the number of which
is defined by: k = I – j, where j – the
number of related operations being performed by the production personnel.
Performance of related technological operations is possible due to the
personnel advanced training and the growth of their professional skill.
Quality improvement and output increase at smaller number of production
personnel is equivalent to the attraction of additional investments with the
purpose of production expansion. In this case the release of finance resources
as a result of the reduction of production personnel number owing to the
improvement of their professional qualities, and their use as additional inner
investments in production personnel is logical to consider as equivalent
assets.
Estimation of the influence of such investment on a specific production
is suggested to be investigated with the help of mathematical model:
,
Where y (t) – enterprise’s profit;
, 
–constants describing a certain
kind of production;
– The amount of production costs
connected with the output;
– Equivalent capital, i.e. inner
investment in the personnel;
– Time lag, describing the time break
between the uses of equivalent capital and receiving profit.
Solving the equation enables to evaluate the influence of inner
investments on the overall perform mince of the enterprise. As a result of the
investment of the released finance resources in the development and financial
incentives of the personnel the company gains an additional profit which can be
used in the interests of the enterprise and inner investors (enterprise’s workers)
as a payment for the professionalism and mobility in the production process.
Conclusions
1.
The mathematical model has been
developed allowing estimating the impact of financial workers’ labour incentives on the overall performance of industrial
enterprises.
2.
Moral labour
incentives at an enterprise are considered as a factor of strengthening its
business reputation-goodwill.
3. Estimation
method of company’s goodwill is shown that takes into account a moral
incentives system influencing.
4.
The use of social-material workers labour incentives as an additional factor having a complex
personnel work is shown.
5. The suggested complex system of motivation and in centimes of
enterprise personnel labour can be used at
enterprises engaged in optimization of personal management.
References:
1. S. Golov
“Principles and Problems of Account of the Company’s Business Reputation
(Goodwill) – Accounting and Audit – 1995, ¹ 3, p.14–
16.