The dissertation deals with the development of scientific and theoretical principles, methodological and practical recommendations on the regulation of remuneration in the context of ensuring personnel security.
Theoretical provisions concerning the interpretation for the essence of personnel security in terms of defining structural characteristics such as labor mobility and movement, use of labor and working time, remuneration and pay status, social protection of personnel, which will contribute to the efficiency of enterprises and ensure the quality of working life of employees have been deepened. In order to develop the theory of management and ensure the clarity of its conceptual apparatus, the concept essence interpretation for "remuneration in the context of personnel security" has been deepened, which characterizes it as the ability of remuneration to influence the formation and provision of personnel security in the system of counteracting existing risks and threats by activating social and social security, economic and motivational influences on the interaction of participants in social and labor relations. There were summarized methodological approaches to the study of remuneration regulation in the context of personnel security including: continuity of monitoring, determination of its parameters, indicators and criteria, selection of optimal methods of assessment that will allow to determine changes in the strategy and policy of remuneration regulation, labor mobility management, its use, pay status, and salary level. To calculate the integrated indicator, a system of socio-economic indicators and criteria was substantiated and a set of indicators was included: labor mobility, use of labor, the level and status of payment of salaries, the status of registered collective agreements, labor disputes and strikes that form the regulation in the context of personnel security. An integrated assessment of remuneration in the context of personnel security allows take into account objective regional differences in dynamics, create synergy of interaction between personnel security and the level of remuneration in the forecasting of competitiveness of staff and enterprise.
The current transformation processes that occur in the economy and society in general significantly affect the content and nature of work and the relationship between the main parties of social and labor relations, formed an organizational mechanism for regulating remuneration in the context of ensuring personnel security, which takes into account the impact of market and non-market factors, remuneration and personnel security measures.
The conceptual principles for regulating wages, which shape the form of hydraulic wages, using personal staff, social population, internally protected, require the need for use and necessary working life have been developed. There also have been formed methodological approaches to the regulation of remuneration in the context of personnel security taking into account the hierarchy of measures and factors at three levels of management: operational, tactical and strategic to increase the effectiveness of managerial decisions in the sphere of labor resources, social-motivational, anti-conflict and security. It is substantiated that the effectiveness of managerial decisions and the level of managerial potential of managers play an important role in the regulation of remuneration in the context of ensuring personnel security at all levels of management. This will help to increase the effectiveness of managerial decisions in the field of labor security, social-motivational, anti-conflict, industrial and professional security. There have been outlined methodical approaches to the construction of a reference model for the two-way relationship between the level, remuneration mechanism and personnel security, which makes it possible to achieve synergistic effects of their mutual influence and create conditions for regulating remuneration depending on the level of personnel threats.
