Thesis Analysis and improvement of the system

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Thesis. Analysis and improvement of the system of motivation of the organization.

Final qualifying work is done on the 5 (excellent). He handed over to the university in 2013. (Protection was held in October 2013).

Number of pages: 84.

Plus a review of the thesis.

Final qualifying work includes:

1.1. Performance management staff through motivation
1.2. Modern theories of motivation
1.3. Financial and non-financial incentives in agriculture
CHAPTER 2. ANALYSIS OF PERFORMANCE personnel management system in the practice of LLC "Zarya"
2.2. Analysis of the security and efficiency of the workforce of the enterprise
2.3. Analysis of motivational approaches to personnel management in the enterprise
CHAPTER 3: MEASURES TO IMPROVE THE SYSTEM personnel motivation of "Zarya"
3.1. Ways to improve staff motivation system at the enterprise
3.2. Economic evaluation of the proposed activities
ANNEX 1 CHARTER of "Zarya"

Additional information

Urgency of a theme of final qualifying work (hereinafter - SRS). One of the most important aspects affecting the performance of staff is motivation, a certain model which exists in every enterprise or company. It is a related principles and factors that motivate employees to high employment, thereby ensuring productive work of the entire system. The methods used in different models of motivation can be figuratively described as positive (encouraging) and negative (punishment). In addition, the problem of updating the effective application of the motivational approach of building the human resource management system due to the increasing role of integrating economic, social and psychological factors.
Transition to innovative agricultural complex development increases the role of the labor force as an important element of the resource potential of agricultural production. With globalization, the competitiveness of the agri-food sector of Russia increasingly be determined by the quality of labor resources, degree of mobility, motivation to work and innovation. Therefore, research is needed a wide range of problems that have emerged in the development of the labor force of the village, as well as analysis of the potential of its innovative development. At present, the formation of the village workforce imbalances have developed, opposing the innovative development of agriculture, which are associated with the reduction of the rural population, growing competition for qualified staff from other sectors of the economy, low quality of life, poor access to high-paying jobs, social services in the areas of health and education. The formation of the post-crisis model of rural development and agri-food sectors of the complex transition to an innovative type of increase the role of qualitative characteristics of the labor potential of the village.
Agricultural production because of its specificity - the seasonality of production, multisectoral nature, extensive use of natural factors, labor discontinuity dispersed actors in the territory, heightened role of transport conditions, a high proportion of manual labor and so on. E., Has a significant impact on the formation of human resources. General negative manifestation of all these features is incomplete use of the potential of rural labor resources.
A significant factor in increasing the efficiency of production is the growth of labor productivity, which in turn will lead to lower production costs and provide opportunities to increase the average wage.


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