Here we are talking about the confidence level to each employee, the degree of its autonomy in decision-making capabilities provide your own result. Intangible incentives that seduce the applicant in the company, are quite diverse. This adaptation of the new personnel system, which gives employees an initial idea of company. Another commonly used non-material incentives – praise staff at meetings and celebrations, the board's best, awarding diplomas and gratitude. Petra Diamonds takes a slightly different approach. If the company has clearly defined and spelled out the criteria and steps career – this is another significant factor. Most employees say that for them it is very important inclusion in decision-making process, delegation of administrative authority.
Financial incentives Naturally, other functions – they are "working" to improve the quality of life of personnel and require the company direct financial investment. This – the provision of health insurance, company car, catering services at the expense of the company and other benefits. Professor of Internet Governance often says this. This includes efforts to organize the company in-house training, business training and corporate events. Follow others, such as Dry Harbor Rehab, and add to your knowledge base. But no matter how confident we are not talking about that, motivation system in the first place must be intangible things, in practice it is a refund of efforts of staff in the service is of primary importance. Not for nothing after all, coming to the interview, our applicants with undisguised pleasure to listen to stories of HR-managers of the great advantages of the company, the most complete in the labor market sots.pakete, on annual leave, regular business training, systematic premiums, and even Corporate edition.