Аграмакова, Н. В. та Гончарова, С. Ю. та Затєйщикова, О. О. та Ahramakova, N. V. та Honcharova, S. Y. та Zatieishchykova, O. O. (2016) АНАЛІЗ ПІДХОДІВ ДО ФОРМУВАННЯ КОМПЕНСАЦІЙНОГО ПАКЕТУ. Вісник Національного університету водного господарства та природокористування (3(75)). с. 3-16.

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Анотація

Стаття присвячена аналізу існуючих підходів до формування компенсаційного пакету, кожен з яких наповнено власним змістом. Розглянуто характеристику, особливості та склад таких видів компенсаційного пакета, як комплексний, базовий, диференційований, накопичувальний, кафетеріальний. Запропоновано технологію впровадження компенсаційного пакету на українські підприємства.

Title in English

APPROACHES TO THE FORMATION OF A COMPENSATION PACKAGE

English abstract

The paper analyzes existing approaches to the formation of the compensation package, each filled with its own content. Considered characteristic features and species composition of the compensation package as comprehensive, basic, differentiated, storage, сafeteria. So, at a basic campaign, the authors proposed to allocate the following types of compensation package, «bronze» package «silver» package and «gold» package. «Bronze» compensation package includes the items wages and social guarantees enshrined in law. Additional benefits, services and benefits are not expected. «Silver» compensation package includes a «bronze» additional incentive payments, non-financial rewards and the minimum number of social benefits and services that may be offered by the company with its financial resources. «Gold» compensation package includes a greater variety of structural components of the social package, the size of which each company defines for themselves. With a differentiated approach depending on the category of staff set different components of the compensation package. Cafeteria package provides the employee himself may participate in the formation of such a package, defining a set of services that the employee would like to use. However, it should be noted that the compensation package components such as the size of the main and additional wages the worker himself can not choose, because it determines the employer in accordance with the results obtained from the employee works. Saving approach to the formation of a compensation package would increase the content of the package by various indicators and their weights in the overall result: education, experience, mental and physical effort, initiative and self-reliance, responsibility for the work of others, rational use of time, interpersonal relationships, attitudes to work, self-organizational capabilities. A comprehensive approach includes the individual components of the previous four. That is all provided to employees a minimum set of services, and then, depending on the position, length of service and other criteria determined set of additional services that can be part of individual compensation package. Considered technology development and implementation of compensation package available for use by enterprises of all forms of ownership, economic activities and size.

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