THE EDUCATION OF THE INDIVIDUAL REQUIRES HIS INCORPORATION INTO SOCIETY AND INVOLVES HIS LINKS WITH SOCIETY AT LARGE.

WILHELM VON HUMBOLDT
Lat|Rus

Remuneration system and function governance analysis and improvement for state Ltd. Road Transport Administration




PROJECT OBJECTIVE

With the aim to assess state Ltd. Road Transport Administration (hereinafter – RTA) structural unit functions and their compliance with the defined requirements in the normative acts, offer recommendations for necessary improvement in the function governance including organizational structure, functions, objective cascade, as well as  provide suggestions for improvement of the current remuneration system at RTA, during the period of February 2016 to April 2016 the project was carried out by “Dynamic University” Ltd. in close cooperation with Hay Group.

PROJECT SOLUTION AND RESULT

RTA structural unit remuneration system and function governance analysis and improvement was carried out in order to optimize the current organizational management and operational processes and functions, reinforce effective use of human resources, improve remuneration and motivation system, raise employees’ motivation and loyalty, as well as promote well-timed change management.

The work with the RTA remuneration system and function governance analysis was carried out in the following steps:

  • job positions assessment and remuneration system analysis and improvement, including:
    • RTA job positions assessment with portrayed job position assessment methodology and job position mapping;
    • RTA remuneration system with portrayed RTA external remuneration comparison and remuneration internal fairness analysis;
    • general conclusions and recommendations, as well as RTA remuneration policy guidelines. 
  • RTA structural unit function governance analysis and improvement, including:
    • RTA function assessment and function compliance with the defined requirements in the normative acts, at structural unit and employee level;
    • RTA org-structure assessment;
    • assessment of RTA human resources management function;
    • assessment of RTA material and non-material benefits system;
    • work-load assessment portraying client centre’s employees’ work load and intensity comparison, as well as recommended methodology for regular employee work load assessment and work performance assessment criteria development.

In order to implement the project successfully, specific methodology for every work phase was developed and assessment carried out, and the final report and presentation on the results, outcomes and conclusions was developed.

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