Modern business conditions are characterized by volatility in the labor market, which affects the management of human resources of the enterprise: attracting personnel, motivating workers and improving the efficiency of operations. In this context, research aimed at developing a system of incentives and remuneration for personnel that ensures high-quality personnel and allows for the maintenance of sustainable economic growth of the business entity is becoming relevant. The solution to these issues is associated with the development of methodological provisions for the formation of the most optimal system of incentives and remuneration, including different types of personnel remuneration, and establishing their ratio. Taking this into account, the authors propose to define a set of economic indicators associated with different types of remuneration of personnel of an industrial enterprise and influencing the structure of the incentives and remuneration system. Using econometric tools that allow establishing a close relationship between economic indicators of the enterprise and types of remuneration and motivation, methodological recommendations for establishing the optimal ratio of different groups of personnel remuneration have been developed. The proposed approach contributes to both increasing the motivation of personnel and increasing the return on the use of labor resources in the context of ensuring sustainable growth of an economic entity. The formulated recommendations are intended for specialists in benefits and compensations, heads of financial and economic services when making management decisions on the distribution of financial resources of the enterprise for personnel remuneration.