28 December, Minsk /Elena Prus - BELTA/. The establishment of flexible remuneration systems will allow for a fuller assessment of each employee's contribution to the final results of the company's activities and ensure decent wages for employees for their effective work. This opinion was expressed by Viktor Sidorovich, Deputy Head of the Main Department of Labour and Wages of the Ministry of Labour and Social Protection of Belarus, at the expert and media seminar "Equal Rights of Citizens of the Union State: Labour Remuneration Reforms," as reported by a BELTA correspondent. Employers independently choose the remuneration systems for employees in a commercial organisation. "Remuneration systems must ensure employees' material interest in increasing labour productivity," the specialist emphasised. "In addition, they must be economically justified, meaning the economic effect obtained from their application should be greater than the amount of remuneration paid." According to the ministry representative, business entities currently have serious reasons to spend time and money on developing various remuneration systems that will allow them to increase sales volumes, attract more customers, improve profitability, and enhance staff motivation. "Employees must be convinced that the collection of information and the assessment of their work results are carried out objectively and fairly, that wages are calculated in good faith and are not subject to arbitrary adjustments by management personnel," noted Viktor Sidorovich. This confidence is easiest to achieve by involving employees in the development and implementation of a flexible remuneration system within the organisation, the specialist added. To ensure the effectiveness of a flexible remuneration system, it is necessary to periodically review its goals, structure, performance evaluation criteria, and analyse the degree of its perception and approval by employees. Monitoring the results of the implementation of the new remuneration system must be carried out continuously to ensure the organisation's ability to pay the agreed remuneration amounts, as well as the existence of a significant link between the remuneration system programme and the growth rates of labour productivity, profitability, and other financial indicators of the organisation and its structural divisions.