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The needs of individuals and factors that are believed to motivate them, are the object of intensive research and analyses from which many motivation theories resulted. Regardless of the great number of motivation theories, the research paths are open. Motivation problem is an essential issue of human activity, systems of personality, work and intersocial relations in which this process develops. One of the key strategic tasks of managers is building the motivation system and successful HR management. Human potentials are the basis on which organization’s strategy is built, and all resources (machines, raw materials and capital) are started by people through their activities. It is no longer about human possibilities and knowledge, because it is undoubtedly great, as it is about motivation and encouraging constructive change of those possibilities in the function of accomplishing organizational goals and development. Theoretical studies are in conjuction with empirical studies on the topic mentioned. 1. WHY SHOULD THE MOTIVATION OF EMPLOYEES BE STUDIED? Successful organizations in the world see the employees as primary developmental resource, as a source of ideas. The emphasis is on active management of the new potentials. Motivation an dsatisfaction of employees become key issues of modern organization. Significant element of human resource management of successful organizations is, primarily, system of motivating the employees. Different models and systems for measuring the satisfaction an dmotivation of employees were developed. Common goal of model and system of measuring the satisfaction and motivation of employees is the tendency to develop a feeling with each individual that all employees have common fate (organization’s fate) and the effort to release creative potential of employees by material and non-material encouragements. Life quality in the workplace is considered to be the key factor of motivation. With majority of our organizations, there is no continious measurement of motivation and satisfaction of employees. In that way, employees’ motivation is mostly related to monetary incentives. Motivation, as well as the satisfaction of employees, is not accessed conceptually, as it is done in comparable organizations in the world. On the other hand, research results of employees’ motivation in our country, which were carried out in the previous decades point out to the reduction of motivation factors – the salary. Reduction of motivation factors slowly catches the strata of working population with whom other motivation factors are much more expressed, because the chances for self-realization in those strata are much greater. That particularly refers to highly educated staff. Poor motivation of employees is frequently seen in studies as the most important problem in employees’ engagement. Problem of motivation and satisfaction of employees becomes particularly significant in terms of current transitional processes. Market transformation of Serbian organizations requires a certain achievement of a number of preconditions, among which establishing occupies significant place, on the basis of continious measurements of satisfaction and motivation of employees. ANNALS of the ORADEA UNIVERSITY. Fascicle of Management and Technological Engineering, Volume X (XX), 2011, NR2

annals of the oradea university. fascicle management and technological engineering

THEORETICAL CONSIDERATIONS ABOUT BUILDING THE MOTIVATION SYSTEM AND SUCCESSFUL HR MANAGEMENT IN ORGANIZATIONS OF 21ST CENTURY (CASE STUDY OF BRANIÄŒEVO DISTRICT)