Теории мотивации играют важную роль в формировании системы управления человеческими ресурсами. Особенно в современных организациях для изучения и построения системы мотивации можно использовать двухфакторную теорию мотивации Герцберга. В данной статье проанализирована взаимосвязь между описательными характеристиками респондентов и гигиеническими /мотивирующими факторами, а также влияние этих факторов на управление карьерой сотрудников и преподавателей университета. Для оценки собственного мнения респондента при сборе данных был использован метод опроса, составленный с использованием 5-балльной шкалы Лайкерта. Результаты опроса были закодированы и использованы в программе SPSS Statistics. С помощью данной программы были проведены факторный анализ, дисперсионный анализ (ANOVA) и регрессионный анализ результатов опроса. В данной статье выявлено влияние гигиенических и мотивирующих факторов на управление карьерой в отношении сотрудников и преподавателей. То есть, в случае увеличения коэффициента гигиенического фактора на одну единицу, уровень управления карьерой снизится на 18,5%. Наоборот, существует положительная корреляция между мотивирующим фактором и карьерным развитием. То есть, если мотивирующий фактор возрастет на единицу, фактор карьерного развития увеличится на 43,5%. В результате исследования в рамках двухфакторной теории было установлено, что оба фактора важны для карьерного развития сотрудников и преподавателей. Тем не менее, к мотивирующим факторам необходимо придавать большее значение для достижения положительного результата в управлении карьерой. Когда мотивация повышается благодаря справедливой и эффективной практике мотивации, желание развиваться у персонала также увеличивается.

Many contemporary HRM systems have been developed based on motivation theories. Herzberg's theory of motivation serves as a methodology for examining and constructing motivation systems within organizations. This study aims to uncover the relationship between respondents' descriptive characteristics and hygienic/motivating factors and their impact on employee performance in the university and the industry. Employing a questionnaire method and utilizing Likert's 5-point scale for assessment, the authors collected, coded, and analyzed data using the SPSS Statistics Program. The study establishes the influence of hygienic and motivating factors on employee performance. When the hygienic factor increases by one unit, university employees' performance decreases by 0.239 units. In industry, it decreases by 0.085. Both research subjects showcase a direct relationship between performance and motivating factors, demonstrating a positive correlation. When the motivating factors see an increase of one unit, university employees' performance likewise increases by 0.643 units. In the Industry context, this rise in motivation corresponds to a 0.245 unit increase. Within the two-factor theory framework, both factors are deemed significant for employees, yet providing motivating factors is considered more crucial. Enhanced motivation through equitable and adequate stimuli practices corresponds to increased employee performance.

Human resource management practices are critical in determining the effectiveness, organizational culture and productivity of organizations and universities in particular. Because of the need to improve the competitiveness of higher education organizations, to meet the rapid growth of technology and the new emerging needs of faculty and staff, it is important to focus on effective human resource management practices. The purpose of this study is to identify and analyse the processes by which which human resource management practices are implemented at a regional university. In this way, the study is able to determine the current state of the human resource management practices, problems and conditions that can improve or limit the process of human resource management strategies in the university context. A qualitative research method was used to conduct an in-depth analysis of HR management practices at the university. A total of 11 interviews were conducted with participants selected for their roles and procedures for implementing human resource management practices. The collected qualitative data were analyzed using NVivo software with the help of the thematic analysis, whereby the data were coded to identify themes and patterns. The results confirm the importance of effective HR management practices at the university, especially their impact on increasing job satisfaction, reducing employee turnover and improving the organization image. The qualitative results indicate the positive results of implementing HR management practices to improve positive organizational performance. This study is important because it fills a research gap that has not been effectively explored in the literature on human resource management at the universities.

In the contemporary landscape, organizations are placing significant emphasis on motivating and developing their employees in order to remain competitive and achieve their strategic objectives. A well-designed motivation system not only ensures employees perform effectively within the organization but also enhances their motivation for professional advancement. The aim of this research is to identify the correlation between the motivation system at a leading oil and gas enterprise in Aktobe and employees' career progression, as well as its impact on their work motivation. To accomplish this objective, efforts were made to study the human resource management system within the enterprise, ascertain the influence of motivation on the work process, and analyze the effects of incentives on career management. A survey method was employed for data collection in this research. To ensure access to reliable information, the survey was designed anonymously and distributed electronically. Despite the challenges posed by heavy workloads, time constraints, and employees' limited proficiency with modern devices, feedback was obtained from a total of 187 employees. Using the results of this survey, the SPSS Statistics program was utilized to establish the connection between the organization's motivation system and employees' career advancement. Additionally, the study revealed a significant impact of the organization's motivation system on employees' motivation towards work. Recommendations for improving the enterprise’s motivation system and increasing employee motivation to work are also proposed. Keywords: human resource management, motivation, career advancement, motivation system, enterprise