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The problem of attracting young personnel is relevant for all industries, but in agriculture it is especially acute. It is not uncommon for young people to prefer life in rural areas to life in the city, and they are even ready to find a job outside of their profession and perform low-skilled work, but for higher wages. One of the ways out of this situation is to increase the level of motivation of employees in the agricultural sector. We believe that motivation in this area should be comprehensive and take into account industry specifics. The main barrier to the qualitative motivation of employees in the agro-industrial complex is the previously destroyed image of the industry's professions. In addition, it is worth paying attention in general to a new generation of specialists, in working with whom it is necessary to apply new approaches that are more democratic in style, as well as create more comfortable working conditions and conditions for development and career growth. In some regions of the Russian Federation, the rebranding of rural territories has begun. Purpose. The analysis of existing problems of employment and retention of personnel in rural areas and the study of the characteristics of employee motivation in the field of agriculture. Methodology the article uses general scientific methods of analysis and synthesis, as well as statistical methods. The information base of the study was formed on the basis of normative legal acts aimed at supporting rural employment, as well as data from state statistics. Results. The article accumulates information on the available measures of state support for specialists in rural areas, as well as on state programs to support agriculture, on the basis of which a model of motivation of employees in the field of agriculture is compiled. Practical implications. It is advisable to apply the results obtained, both to theorists and practitioners in the field of personnel management, in order to improve work in the field of personnel management in the field of agriculture.

The article evaluates motivation and reward systems in small and mediumsized enterprises in the Czech construction engineering sector. The research sample involved four companies comprising 53 employees. Our findings showed that firms use various motivation tools stretching over all four quadrants, indicating the worst results in education and development. The employees still mostly appreciate monetary rewards and feel motivated by the company. The reward scheme is different through regions and national salary levels. What strengthens motivation is effective interpersonal communication between managers and workers, focusing on motives and benefits of the least weighted scaling. [ABSTRACT FROM AUTHOR]

The purpose of this paper is to present non-material forms of motivation used on the staff of local public administration authority and their impact on satisfaction and success of the employees being the main foundation of final aim realization in each public administration -- satisfied customer as a precondition for investments, profit and economic development being the main goals for every single local public authority. [ABSTRACT FROM AUTHOR]