Swati_shah20@yahoo.com
Hr Professional
Chittaranjan
Technical Publication

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Hi Frnds

M working with a German manufacturign MNC. We have just initiated rewards & recognition schemes for our employees(we have more of monetary rewards beign given) now we r working 2wards introducing more of softer rewards & recognition schemeswhich wud impact the motivation, morale & feel good factor of employees.

to start with, m working with our management representative(who takes care od the ISO 14000 & TPM initiative of the company) & have introduced trophies 4 Best Kaizen & OPL of the month, quartern year-also teh best TPM team of teh year. the winners of the yearly awards get the privilige 2 dine with our MD . also we publish articles & contributions of executives n workers on various creative dimensions in orui internal compnay magazine alongwith pictures n writeups in the canteen n notive boards.

have started skill building workshops 4 children of our employees from this month .. we alos organise competitions 4 the kids 4m time 2 time at our campus....

wud b glad if u'll cud share n guide me on other initiatives that r practiced in this area in u'r companies or other benchmarked companies....

Thanx

Swati

Hi swati,

I am Pramod working in an MNC, I am a fresher, but still I can give you few info regarding incentives or benefits practiced in few of the companies.

I have cut and pasted few infos, our company follows signing the contract, so just ignore it if it doesnot apply, but still it contains some good info regarding benefits, I have drawn few incentives program. I was looking for retention strategies among COntract employees, if you can share some info, I would be glad enough.

Pramod



Make employees fall in Love with the your company.

· Celebration, Fun

· Open communication

· Introduce fun factors

· Better benefit package than the competitors

· Make and Keep Promises

· Do not let your employee stagnant

· Send E-Newsletter to all the employees, which is cost effective, add some column which have jokes, Humor at Marlabs, and A separate page for the employees where they can share their experience.

· Create a easy Platform where employees can give feedback,

· Listen to employees idea, never ridicule them.

· Celebrate festivals like Christmas, Diwali, Holi etc

· Identify list of Festivals and distribute sweets from Marlabs on those days!

· Effective incentives, regular outing

· Effective communication channel

· Well planned orientation, well defined Job description, Authority, and Benefits, money, Job Satisfaction.

· Show employees they are being profited and cared by company..

Pay to Stay:

· Sign a contract in such a manner where the employee will receive around 4k to 5k at the end of the expiry of the contract

· Make an offer during Negotiations, like the Marlabs will withhold 1000 per month, that will come upto 3000 for 3 months, and after 3 months, they will be given 6,000. If everything works out well, this can be implemented

· During the negotiation or After 1 month of signing the contract, Make know the employee that he/she will be sent to a Tourist Destination/On Vacation after 3 months/expiry of contract where the company will bear the expenses. And a tourist package for Two can be given for 2 days and 1 night, which should work out within 3000.

Hi Pramod Thanx 4 the inputs. Abt the competency dictionary, well will share teh process n he future linkages once m thru with the stuff.. Regards Swati
Hi Swati,

More Tips About Recognition and Performance Management

If you attach recognition to "real" accomplishments and goal achievement as negotiated in a performance development meeting, you need to make sure the recognition meets the above stated requirements. Supervisors must also apply the criteria consistently, so some organizational oversight may be necessary. The challenge of individually negotiated goals is to make certain their accomplishment is viewed as similarly difficult by the organization for the process to be a success.

People also like recognition that is random and that provides an element of surprise. If you thank a manufacturing group every time they make customer deliveries on time with a lunch, gradually the lunch becomes a "given" and no longer rewards. In another organization, the CEO traditionally bought lunch for all employees every Friday. Soon, he had employees coming to him asking to be reimbursed if they ate lunch outside the building on a Friday. His goal of team building turned into a "given" and he was disappointed.

There is always room for employee reward and recognition activities that generally build positive morale in the work environment. In one company, there is a "smile team" that meets to schedule random, fun employee recognition events. They have decorated shop windows, with a prize to the best, for a holiday. They sponsor ice cream socials, picnics, the "boss" cooks day, and so on, to create a rewarding environment at work. Another company holds an annual costume wearing and judging along with a lunch potluck every Halloween.

Rewards and recognition that help both the employer and the employee get what they need from work are a win-win situation. Make this the year you plan a recognition process that will "wow" your staff and "wow" you with its positive outcomes.

Just go thru this .... this might give a hint how to go about..

Thank you,

Chith

Hi Chith
Thanx 4 the inputs. have been thinkin abt introducing sum really new concept 4 rewarding in my organsiation. agree completely with the whats mentioned in the article-there needs 2 b a surprise element in hte reward n recognition system -else it tends 2 get normal n is taken 4 granted. do keep sendign me ideas abt the same wen u come across sumthin ..
Regards
Swati

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