Odměňování zaměstnanců jako nástroj jejich motivace a udržení

Abstract

The main goal of the dissertation was to propose an improvement of the employee compensation system which will be a tool for their motivation and retention. Based on the evaluation of the current state compensation system in the selected Czech company, problems and their causes were identified. Based on this, an action plan for solving the identified problems was proposed which can help to stabilize the qualified and talented employees, to stimulate employees to better work performance, to maintain the volume of wage costs in an effective ratio to labour productivity, to promote justified wage differentiation within the organization, and to ensure a competitive wage ratio in comparison with competitors on the labour market. The study focuses on various forms of rewards, including financial and non-financial ones, and their impact on job satisfaction, employee engagement, motivation, and stabilization. Using quantitative and qualitative methods, a survey of equality in pay, an analysis of wage rates, a survey of employee satisfaction with rewards, a survey of engagement, a survey of employee preferences, an analysis of the company's internal environment with a focus on financial performance, and an analysis of external factors affecting rewards were carried out. For the pay equity survey, the results of the multiple regression analysis confirmed that gender has the greatest influence on the amount of earnings, and that there is an unjustified differentiation of earnings. The results of the analysis of market rates showed a lower competitiveness of the company as an employer on the labour market in rewards. The average market wages of the monitored positions were significantly higher than the average internal ones. The results of the employee satisfaction survey identified a low employee satisfaction with the compensation. Employees believed that decision-making about the wage increase is unfair. Furthermore, they negatively evaluated the level of wages and their comparability on the labour market. They negatively evaluated the communication about the criteria for receiving the rewards of which there was very little awareness, for some even none. Employees negatively evaluated the current compensation system for the performance of the entire organization without taking into account their individual contribution. Another weakness was the low effect of the annual evaluation on employee motivation and engagement. Based on the results of individual analyses, and surveys, and the identification of weak points, proposals were submitted to improve the current compensation system. The result is an overview of suggestions and recommendations for improvements including practices and strategies that managers can use to create an effective compensation system that can contribute to the long-term success of the company. A properly set reward system can significantly increase motivation, engagement and employee loyalty which can lead to reduced turnover and improved overall business results. The work also discusses modern trends in compensation such as flexible benefits and personalized incentive programs and their importance in the context of the current labour market. The results show that remuneration is not only a motivation tool but also a key factor for the long-term stability and growth of the organization.