PROBLEMS AND SHORTCOMINGS OF AWARD SYSTEMS OF HIGHER EDUCATION INSTITUTIONS IN UKRAINE

Abstract

The problem of motivating and stimulating employees to work is not new, and the solution should take into account the influence of external factors and the individuality of each person. One of these solutions is offered by the institution's development strategy, which includes punishment and rewards for employees and is based on an assessment of their performance. 

According to the Labour Code of Ukraine, there are no requirements for the type of internal incentives an institution can offer, other than those developed and approved by the administration. Incentives can be divided into two subgroups:

- those based on monetary evaluation of labour;

 - those that recognise an employee's professional achievements.

 The material reward model has a number of significant drawbacks that make it unprofitable. A much better result is achieved by using a model of incentives in the form of public recognition of an employee's professional growth. When using this model, incentives are transformed into letters of appreciation, certificates of merit, letters of gratitude, etc. 

By type, non-material awards are divided into state and internal awards, which in turn are divided into those issued by educational and research institutions of Ukraine and those issued by other companies. The difference between the latter two categories lies in the control and criteria for receiving them. For educational and research institutions, most of these criteria are regulated by the laws on education and orders issued by the Ministry of Education and Science of Ukraine. At the same time, enterprises have full autonomy in addressing this issue. 

The process of checking and matching employees with the established criteria is done manually, which slows down the processing of applications, especially in institutions with a large number of employees. Automation and structuring of the award algorithm will allow for an objective selection of applications and reduce the likelihood of a possible error. 

Keywords: аwards, personnel, HR management system, process automation.