| Abstract [eng] |
Today's organisations operate in an intensely competitive and highly dynamic external environment. Organisations need to have unique and distinctive resources to achieve the goals set out in their strategy. One of the most important is the workforce. This is one of the most difficult competitive advantages to achieve. Having employees (human resources) is not the most important task, the most important task is the organisation's knowledge, sharing with employees and the ability to manage employees in a strategic way. The ability to align the objectives of individual employees with those of the organisation, to get the best result and to achieve the organisation's objectives together becomes a key task for the organisation's managers. It becomes important not only to have outstanding human resources, but also to create a motivational system that will lead to employees contributing to the achievement of strategic objectives. This paper analyses how an organisation's motivational system can contribute to the achievement of the organisation's strategic objectives. After analysing the motivational tools, the stages of motivational system development, and the achievement of employee and organisational goals at different levels of the organisation, it can be summarised that organisational goals must be clear and specific, understandable and achievable for employees, increasing their motivation, and at the same time, challenging but achievable goals that encourage employees to strive for their best, increase their satisfaction when they reach the goal, and boost their self-esteem. The content of the goal must be related to the individual employee's values and interests, increasing engagement and motivation. Every organisation is different and unique, and it is challenging to design a system that is effective and beneficial for every organisation. Therefore, each organisation must design and implement a motivational system that is best suited to their organisation and that is linked to employee performance appraisal to increase employee motivation, as this is the only way that employees will achieve the best results. To assess the performance of employees and the achievement of objectives at different levels of the organisation, it is considered appropriate to adopt the performance measurement pyramid (SMART). This is a performance appraisal system whose main advantage is that it combines a hierarchical approach to performance appraisal with process analysis. In SMART, each unit has its own objectives and responsibilities. The performance of the lower-level units must meet the objectives of the higher-level units through the achievement of objectives, and to implement the strategy the management effort has to be bottom-up through evaluation, according to which the lowest level factors are the key elements in the implementation of the strategy. |
