Purpose – The purpose of the article is to examine the peculiarities of forming a motivation system in the construction industry of Ukraine as an element of enterprises’ personnel security and to develop a mechanism for its improvement and further advancement.
Design/methodology/approach – The authors applied the method of literature review to substantiate the importance of establishing a motivation system in Ukraine’s construction industry as a component of enterprises’ personnel security, as well as to confirm the relevance of the chosen research topic. Based on the literature review, the authors provide interpretations of the conceptual framework, in particular, the definitions of “personnel motivation system” and “personnel security” as elements of the research subject. The functional role of the motivation system in the construction sector is emphasized (stimulating labor productivity growth, preventing staff turnover, retaining qualified specialists, and reducing shadow employment). It is determined that the development of an effective incentive system in the construction industry should not be a fragmentary initiative of individual enterprises but a systematic, comprehensive, and purposeful process that integrates industry-specific features, strategic objectives of organizations, current trends in the domestic labor market, and security factors.
Findings – The article analyzes the dynamics of the average number of full-time employees in the domestic construction sector for the period 2017–2022. When assessing these dynamics (i.e., changes in the quantitative composition of the construction workforce), it is important to emphasize the significance of this indicator for evaluating the state and development of the industry. This indicator is sensitive to both internal economic factors (such as demand for construction works, investment levels in the sector, and state programs) and external ones (including military actions, the macroeconomic situation, and European integration processes). The article further details the interrelated stages and structural components of the motivation process in construction and systematizes innovative solutions for forming a motivation system for employees in the sector.
Practical implications – The results of this study are relevant to the management systems of construction enterprises, since personnel motivation in the domestic construction sector requires radical renewal and reform, implying the integration of digital, social, and behavioral instruments. Only through a comprehensive and personalized approach can a stable and secure human resource potential be ensured, which is essential for rebuilding Ukraine’s infrastructure in the post-war period.
Expected results – The implementation of the proposed mechanism is anticipated to lead to the following outcomes: reduction of staff turnover, retention of key specialists (enhancement of personnel security); improvement of professional training of employees; development of a stable workforce loyal to the enterprise and its owners; and an increase in the competitiveness of both enterprises and the industry as a whole.
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