Dear All,
We are planning to have R & R activity for our HR department,since we already have for our staffs.We as HR team initiated to have R & R activity for our department. So, would request you all to help me out with the activities we can do as part of R & R for HR dept.

From India, New Delhi
A rewards and recognition program for an HR Team needs to be coherent to the team's requirement and vision. It needs to address every concern, across the HR Continuum. Please share what are the areas which you want to focus in your next quarter and financial year.
Here's are few discussions to help you get started . These are your point of reference. We need to work beyond them to find a program which is best aligned to your situation.
R&R- PDF File
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R&Rfor HR
Looking forward to hear from you !

From India, Mumbai
Dear (Cite Contribution),
Thanks a lot for sharing.We will be looking for conducting R & R activities for HR dept. Less attrition, emp engagement are the main areas of focus.So, with respect to that under what all areas we can consider for R & R?

From India, New Delhi
Dear Ms. Nimisha,

I recommend the book "RETAINING YOUR EMPLOYEES USING RESPECT, RECOGNITION AND REWARDS FOR POSITIVE RESULTS" written by BARB WINGFIELD. Kindly do read it without fail. In most of the organisation, ATTRITION is perceived from the MANAGEMENT perspective which is termed as "MANAGEMENT ATTITUDES". When you read this book, I am sure you will come across many points which are from the HR perspective. You will learn and understand "how MANAGEMENT can aligned themselves with HR CONCEPTS/STRATEGIES for creating a BETTER EMPLOYEE DEVELOPMENT SYSTEM".

The author highlighted serious points which many organisations had ignored while giving importance to GENERATING PROFITS & PROFITS & PROFITS.

There is another point to be considered by every organisation on a priority basis. All those departing employees takes a great of knowledge with them. This lack of continuity makes it hard to meet our organization’s goals and

serve customers well.

We should also make a note that, In current generation, most of the employees define themselves by their jobs(roles & responsibilities) but, very few had successfully defined themselves as "what they are", "what they wanted to be" and "what is the price they are willing to pay to reach their destiny" without associating with their jobs.

Happy reading and do share your knowledge once you are done.

With profound regards

From India, Chennai

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