Staff remuneration strategy in the paradigm of improvement of human resources management strategies

The article analyzes the theoretical aspects of the staff reward strategy. The personnel remuneration strategy arises under the following circumstances: significant changes in the business strategy, a large merger or acquisition, the presence of significant problems in the field of personnel management, the need to take a market leader position. The company's remuneration strategy should be related to the business requirements and goals of each specific organization. The goals of the staff remuneration strategy are analyzed, focused on the core values of the organization, focused not only on the needs of the organization, but also on the needs of all its employees. The author describes the factors and mechanisms for choosing a staff reward strategy. The studied key personnel management strategies allow us to conclude that they are closely interconnected: all of them are aimed at identifying, developing and supporting staff competencies necessary to achieve the organization's strategic goals. In the article, the author discloses a methodology for calculating individual criteria for the effective activity of employees of an enterprise consisting of 5 departments. The formulas for calculating the individual rating of each individual employee, the rating of the department head, the department rating in the total number of all departments of the institution are presented.