DOI: 10.33917/es-3.195.2024.126-137

In modern conditions the primary tool for attracting qualified specialists, minimizing staff turnover and stabilizing a workforce, maintaining and developing staff’s desire to improve professional knowledge and skills is the system of motivation and stimulation of their work activity. That is why the present article, which dwells on choosing the most suitable system for enterprises and organizations of the defenсe industry, based on specific industry characteristics, seems undoubtedly relevant. In the work: 1) literary sources dealing with the issues of labour stimulation are analyzed and summarized; 2) an analytical study was carried out using real data on dependence of the most important indicator of the production and economic activity – revenue from product sales – on the qualitative professional and age characteristics of the business entities’ personnel; 3) a comparative assessment of the personnel motivation and incentive systems used in developed foreign countries is given (information base, mechanisms for forming personnel remuneration rates, advantages, disadvantages, possible areas of application); 4) a justification is given for the expediency of using the Japanese system of lifelong employment, seniority and organization of groups from enterprises’ employees for searching and resolving the “bottlenecks” in the Russian military-industrial complex as the basic fundamental elements; 5) proposals (a set of organizational and economic measures) were formulated to attract young specialists into defence-industrial complex.

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