The analysis of results of the research of incentive remuneration systems used in custom engineering companies

Abstract

Purpose of the article: This article deals with the stimulation remuneration systems of workers profession in custom engineering companies. For the first there is described theory about remuneration system of workers profession according to performance. Next the article deals with methods which are used. Than follows description of interview solution of stimulation remuneration systems for the first in terms of the respondent characteristics and survey areas and also in terms of statistical hypotheses. The main focus is to analyze data gathered from empiric survey of stimulation remuneration systems and from findings obtained from publication. This obtained findings lead to evaluation of hypotheses defined. There are presented the main results of the analysis in the discussion. Methodology/methods: In the article there are used mostly logical methods (induction, deduction, analysis, systhesis, abstraction, concretization and comparison). Further there are used methods of quantitative and qualitative research (interview survey, examining the causes and motives). From the area of statistical methods there is used particularly the research design (the way of creation data for its subsequent use), instruments for description of collected data (getting the view of the examined phenomenon) and statistical reasoning. Scientific aim: The greatest contribution of this article is the analysis of the results of empiric research of stimulation systems of custom engineering companies. Information and the results of this research became starting point for the proposal and creation of predictive model (stimulation model) of the impact of the introduction the remuneration system to the income and expenses of company. Findings: Stimulation remuneration systems are mostly created by top management of the custom engineering company. Some of the companies create specific team compound of representatives from different departments, which is responsible to create the system. From the expenses on reward of the total cost per unit point of view the different techniques of measuring the performance are quite similar. There were find further facts in the case of the responsible team for remuneration system: the team is created mostly by the custom engineering companies. The responsibility for the remuneration system is shown in whole remuneration system. The team prefers remuneration based on performance. There is higher probability of lower fluctuation, higher loyalty, monitoring the effect of the rewards to profits of the company, the company will have had bigger interest to monitor and measure the merits of the remuneration system on the increased performance of the employees, there will be more possibilities how to measure the performance. Conclusions: This submitted article deals with the remuneration of the workers professions according to the performance in custom engineering companies. The main focus is to present results of the interview survey in the area of stimulation of employees in custom engineering companies, which were evaluated in software PASW 18 and in MS Office. There is more detailed evaluation of tested hypotheses in the article. These hypotheses descripted relationships and correlations between the types of wages, responsibility for the remuneration system, the way of monitoring and evaluating the costs, the characteristics of the company, the impact of the remuneration system on costs and revenues of the company and impact of the financial crisis on the remuneration of employees.