QPR (practice of creation of the systems of motivation)

The Russian companies conduct active implementation of technologies of quality management and business performance. The systems of motivation of personnel on a basis key performance indicators (KPI) – the popular innovation bringing to the companies additional benefits at its correct organization. Implementation of the systems of efficiency evaluation and motivation of personnel, modeling of the systems of indicators and introduction of summary assessment for heads at each level of management allow to predict and anticipate emergence of problems, to organically combine levels of strategic and operational management, to control the most essential financial and non-financial performance of activity of the companies.

Since 1991 the QPR Software Plc company (the head office is in Helsinki) specializes in implementing solutions, helping the companies to control business processes and to achieve strategic objectives. The solutions QPR are focused on gain of competence of heads and personnel in achievement of goals. The QPR network is stretched in more, than 50 countries of the world.

When studying experience of the Russian companies in creation of the motivational systems the most suitable schemes for creation of the operating algorithms were selected. Unsuccessful examples of use by the Russian companies of the western systems and approaches to business – some kind of expansion of business culture which is not tied to traditions of the Russian management where inept problem definition without designation of the purpose of this or that project, final and clear for the worker, or other logically incomplete initiatives became demotivatsionny factors therefore specialists of QPR Software Plc company tried to adopt experience of successful implementations of the systems of motivations are known, collecting by time the closed materials from open sources. As a result developers could systematize information, break it on the industries and draw some conclusions which used during creation of algorithms for automation. Substantial assistance in it was rendered by the Russian partners who gave to developers entirely program and methodical complexes on the organization of a system of motivation. They were used for creation of an automated system for wide audience. It had to be a system simple and clear to all according to which at accomplishment by the worker in time and qualitatively the functions he receives a bonus.

Incorrectly developed KPI can provoke abuses and frauds, for example, intended distortion of the reporting. Cases when the personnel found holes for a juggling of the results influencing the general indicators are widespread. So, at the plants it consciously reduced development that quotations per unit of products were not reduced further. Because of too large number of KPI, employees became incapable to control their accomplishment or KPI could be set on the functions which are not controlled by them that led to sabotage of the project already for the test stage. In call centers to service bigger quantity of calls, operators tried to finish quicker a conversation that affected quality of negotiations. The overestimated indicators led to intended distortion of an essence of processes, in a pursuit of bonuses, etc. Studying of examples of implementations and techniques of charge of awards and bonuses in the successful Russian companies allowed to select managerial actions which were systematized and actually implemented on the QPR platform. Processes were whenever possible simplified, algorithms of the most effective organizational solutions capable to bring real benefit to business are made, at the same time for the customer the possibility of individual preference is saved.

Personnel management – the art which is based on empirical knowledge. The professional owning control levers should be engaged in building of corporate systems of motivation of personnel. The problem of detailing of processes was solved by our partners – experts in the organizations of the systems of motivation long ago working at the QPR platform. They made step-by-step instructions for implementation of business solutions and functioning of new processes after implementation, normative and procedural and methodical documentation. It should be noted that there were many cases of independent automation of the systems of motivation on the QPR platform by forces of internal divisions of the companies. It is not a difficult task if formalization or carrying out additional consulting in the company is not required. There were cases when the companies having the limited budget purchased the platform and independently implemented on its basis the system of motivation.

During the research of a set of the systems of motivation unnecessary elements were excluded and "the boxed solution" is created. A simple system turned out – assessment of activity is made on the basis of accomplishment by each employee of his corporate and functional indicators and individual tasks, then the bonus is calculated. All process clearly is understood by personnel which are in turn motivated on accomplishment of the tasks assigned to it.

Now QPR holds testing of the developed generation engine of indicators of KPI from financial statements. It will be a peculiar data transfer gateway from various information systems and sources, including from 1C. This system of integration will allow to automate almost everything the data which are earlier entered manually, except for introduction of qualitative indexes, expert evaluation which are guiding elements in the system of motivation and point out priority of actions, an internal company culture. Requests for this mechanism are already received from a large number of our clients. Its separate modules will allow to carry out subscriber online consultations on complex automation of activity of the company and accounting, creation of financial statements. Heads will receive the practical instrument of monitoring and control of company performance.

However there is a question: what should be staff, servicing a system? Correctly customized system runs smoothly and does not require additional investments. Everything depends on the scale of the company. It would seem, it is difficult to do without employee responsible for administration of a system, data collection and preparation of the reporting, but if it is correct to organize work, then this task can be distributed among regular specialists. According to such scheme systems in many companies of Europe, Asia and Africa using the QPR platform were customized. But in each region there are cultural and economic features, and it is specifics.

In the Russian market there are various and non-standard, individual approaches to motivation. Awards are succeeded by non-material methods of motivation. By poll of personnel different methods – reduction of business week due to work performance improvement, the various social benefits, the employee assistance in development of its individual qualities, the status and so forth come to light. The essence is that the motivational systems should help the companies to increase their competitiveness. Heads of the companies after implementation of systems receive a considerable economic benefit, and personnel – an incentive to increase in own welfare.

The main role in development of the systems of motivation on the QPR platform in Russia was executed by specialists of the Moscow representative office of QPR.

YANNI HARKKI, project director QPR SOFTWARE PLS (Finland)