Hello, everyone. I have created a Rewards & Recognitions PowerPoint presentation for my company, which we would like to implement starting in April 2024. Could someone please provide guidance and valuable suggestions for corrections and the process?
Regards,
Priyanka
From India, Mumbai
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Regards,
Priyanka
From India, Mumbai
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Your PPT is okay. However, your rewards and recognition will have no impact unless they are linked to performance. Otherwise, the HODs or the assessors will have a fun time favoring those who are goody-goody to them.
Linking Rewards to Performance
I am an HR consultant and also a soft skills trainer. I have had clients in India and in Gulf countries exclusively to audit and train employees on the Performance Management System and its philosophy. Every reward has to be linked to the employee's contribution to organizational growth in terms of revenue, new clients or customers, fewer complaints, more customer satisfaction, saving money for the organization, and much more.
Setting Goals and Monitoring Performance
Goals have to be set, and performance is monitored regularly and assessed at the end of the financial year. A weightage is given to the performance, and this has to be linked to the award. A portion of the profit earned by the company through employees' contributions can be set aside for the rewards and recognition. The best performers or contributors are paid more. PMS is nothing but differentiating the best performer from others.
Best wishes
From India, Bengaluru
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598Linking Rewards to Performance
I am an HR consultant and also a soft skills trainer. I have had clients in India and in Gulf countries exclusively to audit and train employees on the Performance Management System and its philosophy. Every reward has to be linked to the employee's contribution to organizational growth in terms of revenue, new clients or customers, fewer complaints, more customer satisfaction, saving money for the organization, and much more.
Setting Goals and Monitoring Performance
Goals have to be set, and performance is monitored regularly and assessed at the end of the financial year. A weightage is given to the performance, and this has to be linked to the award. A portion of the profit earned by the company through employees' contributions can be set aside for the rewards and recognition. The best performers or contributors are paid more. PMS is nothing but differentiating the best performer from others.
Best wishes
From India, Bengaluru
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Performance Management System.doc