...| | |BM 0210 | | | |Reward Management | |By Rebecca Ambler | BMO 0210 – CIPD Reward Management This assignment will critically evaluate reward philosophy, strategy and policy in Genix Healthcare Ltd. The Key economic, psychological and motivational theories that influence reward policies and practices will be identified as should the factors that influence employee satisfaction with our rewards and the reward system such as equity, fairness, consistency and transparency. Overview of Company Genix Healthcare is the UK’s fifth largest dental corporate company, founded in 2005 Genix was set up to address the shortage of NHS dentists in the UK by providing easy access to affordable dental care. In 2006, Genix Healthcare bought its first dental clinic in Garforth, Leeds. To support the local community Genix became the main sponsors of Garforth Town Football Club...
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...Reward and Recognition Blue Group Liz Crane Mark Glover Annice Lappin Tim Rowler Adele Vesty The Strategic Human Resource Management strategy that we will be focussing on for this presentation is ‘Reward and Recognition’. The award winning organisation that we have researched is Schweppes Australia, winner of the 2014 Australian HR award for the Best Reward and Recognition strategy, sponsored by Solterbeck. The format of our presentation will be to: 1. define the key terms, 2. present the research and literature focussing on both corporate and not for profit organisations 3. outline the award, 4. compare and contrast the award with the research of best practice of reward and recognition. 5. conclude with the benefits and limitations and alternatives of this Strategic Human Resource Management practice. Definition For the purposes of this presentation we have used the MIT Human Resources Division definition being, “The purpose of an employee recognition program is to recognize and reward work and behaviors that support/further the mission, goals, values and initiatives (of the organisation).” While Liz Prudden of San Diego State University separates this into two main categories, “The two types of reward and recognition are easily distinguishable: Monetary, receiving dollar incentives for performance and Non Monetary (NMR), various forms of "soft" recognition. Formal and Spontaneous are additional distinctions of Reward and Recognition” ...
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...Employee Recognition Program Handbook Department of Human Resource Management September 2000 DHRM 01/30/2001 TABLE OF CONTENTS INTRODUCTION............................................................................................ 2 RECOGNITION/REWARD............................................................................. 4 PROGRAM DEVELOPMENT ....................................................................... 7 KEY POINTS TO REMEMBER - ELEMENTS OF SUCCESSFUL PROGRAM ............................................. 7 STEP- BY-STEP GUIDELINES............................................................................................................ 9 IDEAS TO HELP MEET YOUR BUDGET ................................................ 17 NO/LOW COST RECOGNITION IDEAS............................................................................................ 17 MODERATE/HIGHER COST RECOGNITION IDEAS........................................................................... 18 APPENDIX A ................................................................................................ 18 RESOURCES ............................................................................................................................. 19 Web Sites ................................................................................................................................................................................19 Magazine/Internet Articles..........................................
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...CASE STUDY: REWARDING TEAM WORK IN THE PLAINS 1. Explain the organizational reward system this firm uses. Usually the tangible rewards that people receive from employment come in the form of salary, incentives and benefits. Also the tendency in the past was to have reward systems implemented for individual employees. However when the company with its diversification plans in mind went from traditional top-down approach to a better way, horizontal matrix system, the new concept of ‘team work” emerged. As stated below it is how Behlen Manufacturing Company in Columbus, Nebraska USA, has implemented their unique methods of rewarding systems and became the industry leader in customer satisfaction. Behlen has identified their most valuable asset as their employees thus naming them as “Partners in Progress” in all their articles. Founders of this company have understood that when they make the customer better-off; they themselves be better-off too. Further they firmly believed that for them to help them to grow, they have to pass on to the team “the heritage of Behlen”, the strength of work ethic and the entrepreneurial spirit of the earlier culture. According in Behlen Company they have implemented three major rewarding systems: 1). Gain Sharing – where all members share a usually fixed percentage of the documented savings or performance gain accomplished by the team. They earn monthly gain sharing up to $ 1an hour when a respective team meet a productivity...
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...Total Rewards System Proposal Claudia Taylor-Berry Dr. Steven Davis HRM 533 – Spring 2015 May 18, 2015 Question # 1-Create a brief overview of the company requirements for a total rewards system. Many organizations in today’s business arena want a total rewards system that encompasses the company’s objectives and their interconnection to the total rewards system (“WorldatWork,” 2007). However, mega organizations that employ over 20,000 employees and provide services in several different countries may require a more diverse total rewards system. With that said, the organization must have a purpose, objectives, eligibility requirements, measuring techniques, funding, structure, global considerations, a timeline of detailed actions, and laws when creating their total rewards system. According to the experts, a company must consider the following core provisions as components of their total rewards system: * Cash Compensations: The employee’s base pay and incentives. * Benefits: The employee’s health care and retirement aids. * Work and Life Balance: Assisting the employee by offering tools to assist with balancing work and life. * Performance Management and Recognition: Aligning company goals with total rewards through individual and team efforts, and the acknowledgements of employee actions, behaviors, performance, and efforts in achieving company goals. * Career Advancement and Development: The employee’s career development and promotion (“WorldatWork...
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...performance reward issue is the recognition fairness of the performance reward systems. According to CIPD Employee Outlook Survey (2013), employees are experiencing the unfairness every day in the workplace and 20 per cent of this perception emerged from problems related pay which was ranked the first in the survey. The state of feeling of being treated unfairly is corresponding to lowered job performance, withdrawal behaviors, decreased co-operation with co-workers, and reduced work quality (Cropanzano and Greenberg 1997; Folger and Cropanzano 1998). A voluminous body of literature suggests that the perception of fairness, integrity and sensitivity will respond with high engagement, and a increase in productivity (CIPD, 2013). Since 1990s, the recognition of fairness has been brought to the attention of managers and deeply discussed then. Adding value to this concept is the study of Dr.Koonmee, which was conducted in two Thailand parliament secretariat offices in 2011. Notwithstanding its undeniable advantages, the research hardy avoided limitations and drawbacks. Thus, this review will briefly examine and discuss the article from diverse perspectives to gain the whole picture of fairness influencing on incentive satisfaction. Despite to what extent to which individual workers are motivated by money is still a controversial debate, it is undoubted that using the performance relate pay system is significantly growing. The striking application of performance reward system in...
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...I. Company requirements for a total rewards system A total rewards system development is part art and part science that begins with a purpose and objective that encompasses the business' values and strategies. This service-based company is spread out over different geographical regions and different employee levels and structure. Therefore, it is even more important that the company aligns the purpose of this total rewards system to what the company is aiming at accomplishing. The most basic elements of a total rewards system are the compensation, benefits, work-life balance, performance and recognition, and personal and career development (World at Work, 2007). The total rewards system/program needs to offer all of these components in order to be considered “total”. For a total rewards system in such a company environment, the system has to be flexible and take into account the diversity of the company. With so many employees in so many different countries, it is important to consider the needs of these diverse peoples and how they can change from region to region and ethnicity to ethnicity. The company will also have to analyze its strategy competiveness in many different markets, so it will be required to perform many types of job analyses and surveys in order to properly determine this. For a service-based company, it is important to create clearly defined benchmarks and goals, while tied to company goals, are easily understood so that all of the multinational...
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...2.0 Literature Review 3 2.1 Introduction 3 2.2 Reward 3 2.2.1 Designing a Reward Program 3 2.2.2 Types of Reward Programs 4 2.2.3 Journal 9 4.0 Methodology 13 5.0 Findings 14 6.0 Discussion 20 7.0 Limitation 22 8.0 Recommendation 24 9.0 Conclusion 28 References 29 Appendix 31 1.0 Introduction Understanding what motivates people is necessary at all levels of management. Deci, E., Koestner, R. & Ryan, R.M. (1999) had said that motivation is generally linked to reward, and it is widely recognized that reward management is central to the regulation of the employment relationship. The reward system varies from organization to organization, and comes in various and concrete forms, including monetary or non-monetary, tangible or intangible, and physical or psychological, and these are offered to the employees as compensation for the productive work they execute. According to Jean Christofferson and Bob King (WorldatWork-2006), an effective reward system can serve the strategic purposes of attracting, motivating, and retaining employees to achieve organizational goals. A formalized corporate reward system is necessary because it appeals to capable and skilled employees to fill the available positions in a specific organization. Additionally, such method helps retain employees in the organization, hence maintaining a stable workforce with an acceptable turnover rate. Lastly, an efficient reward system also motivates employees to perform their responsibilities...
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...Companies that have systems that reward employees for their hard work and dedication are far more likely to keep those employees performing at levels that are greater than employers who use a punitive system approach Kettner (2002). Lawler (2000) argues “strategic success is heavily dependent on the ability of an organization’s reward system to support the strategic goals." As the director of an established not-for-profit, community based organizational provider that offers high quality educational, vocational, and training services to various segments of the local population, one would design a reward system that would work to keep employees motivated and eager to function at high levels, especially since the population that is being dealt with is high school juniors, seniors, and drop-outs. Kettner (2002) lists nine of the top 25 motivational factors as “1.Respect for me as a person, 2. Good pay, 3. Chance to turn out quality work, 4. Chance for promotion, 5. Opportunity to do interesting work, 6. Feeling my job is important, 7. Being told by my boss when I do a good job, 8. Opportunity for self-development and improvement, and 9. Large amount of freedom on the job.” To address number one, respect for the individual, there would be a rule in place that would not allow anyone, from board members to the general workers, to talk down to, threaten or bully anyone at any time. Respect for each other is vital, and disrespect on any level will not be tolerated. The second factor...
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...Total Rewards System Proposal Shawn Tillman Strayer University HRM533 Total Rewards Dr. Carla Henryhand February 19, 2012 Total Rewards System Proposal 2 Total Rewards System Proposal More and more companies are realizing they get better performance from engaged and connected employees. Many are rethinking their employee strategies. They are developing new ways to identify, engage and retain the right workforce to deliver the corporate growth agenda. The total rewards strategies these organizations are adopting reflect changes to the nature of work and employee expectations. Employers have recognized that employee engagement affects the bottom line. Where rewards programs needs to be changed, and employers are taking advantage of new technology to access better information to support HR decision making. Total rewards strategy is a plan for allocating reward resources in a manner that directs the business to the successful execution of the company objectives. There are three main factors involved in developing and managing a total rewards plan: 1. A thorough understanding of the total value of all of an organizations rewards elements. 2. Its stated market competitive objectives. 3. The strategic allocation and distribution of money, and the delivery of specific and deliberate expressions to employees about what a company values and their...
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...1. Determine how innovations in employee benefits can improve the overall competitive compensation strategy of the organization. The current competitive conditions in the business world make it difficult to acquire and retain the top talents. Once the organization is able to identify, it can be unable to offer the right pay and to manage the pay increases to retain top talents. The compensation strategy is the extremely important piece of the overall HR Strategy to keep the company competitive and successful. On the other hand, the compensation strategy is important to keep the personnel budget under the control and to manage the jobs in the right salary (pay) brackets. The compensation strategy differentiates the organization on the job market and builds the attractiveness of the company for the top talents. They love to be hired by the attractive organization; they do not like to be hired by the average company offering the same conditions as any other average organization in the industry. They have the problem to distinguish the employers and they are not able to recognize the excellent organization, when it is not different from the rest. The competitive advantage is the essential part of the mix for the success. The organization has to present itself differently, not just by the presentation, but it should differentiate itself by the different approach toward its employees. The compensation strategy is one of the most successful differentiators. The excellent compensation...
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...Rewards System Proposal Name: Felecia Simmons Professor John Muehl Total Rewards Date: February 12, 2012 Introduction Motivating the individuals that work for you is one of the most important functions that you will have as a manager. (People Skills, 2006) Simply stated getting employees to do the things they were hired to do is probably the biggest challenge a manager will face. You will always have individuals who will work their hardest for the rewards the company provides them. On the other end there are some employees that you can never keep happy not matter what rewards you give them. In this paper, I will discuss the concept of total rewards using the five elements total reward system. I will also discuss the impact of rewards systems on the organizational performance of companies in the Information Technology (IT) industry. Then I will look at the importance of direct financial rewards in comparison to other elements of the total rewards system for the IT industry. Lastly, I will look at the compensation and motivation practices, which are of particular importance in the IT industry. Total Rewards Concept The total rewards system concept is simply about the financial and non-financial benefits given to employees in trade for their services to the company. The employees will give the company their time, their abilities and efforts to support the company in return for the benefits the company provides. Total rewards involve the combination...
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...Reward System for a Human Service Organization Danielle Deutsch December 22, 2013 HSM/220 Mr. Kevin Larry Reward System for a Human Service Organization The way employees will fulfill your dream is for them to believe and share in your dream, making your organization the best it can be. As there are many rewards that can be used such as recognition, promotions, reassignment and non monetary bonuses (i.e. vacations, days off) or a simple thank you could be used. Rewards influence behavior, attitude, job satisfactions and performances. Rewarding and recognizing employees is tough for any organization. Though it can motivate employees to explore more effective ways to do their jobs, it can also discourage efforts. Reward systems should focus on positive reinforcement. Positive reinforcement is the most effective tool for encouraging desired behavior. It stimulates people to take actions because they to want and they get something of value (internally and externally) for doing it. An effectively designed and managed reward program can drive an organization to involve team members, individuals and managers in developing their own incentive and reward systems. In designing an effective reward system you need to include, performance payoff, total compensation package, incentive plans should include all managers and employees, systems must be administered...
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...Challenges and Rewards of Teaching/Final Exam Sheila Wright Liberty University INTRODUCTION I know that my first year of teaching will be filled with many challenges and many rewards; after all you cannot have roses without thorns. Just being new to the profession is going to be challenging. I am sure I will be anxious, nervous and extremely excited to finally have my own class. I am confident that the excellent education that I will receive will help me meet the challenges head on and appreciate the rewards as they come. In this essay I will discuss my top three challenges and rewards as it relates to the text and information presented in this course. CHALLENGES The multidimensional aspect of the classroom will be challenging. Having a large number of events occurring at the same time will make it difficult to decide what to deal with first. I will have to be prioritize the events as they unfold, therefore making snap decisions will become an everyday practice. This leads me to another challenge; classroom management. According our textbook from 1960 to 2004, polls identified classroom management as one of teachers’ most challenging problems and from 2004 to present, it ranked second behind only behind school funding. (D.Kauchak, P. Eggen 2011) Lastly, I think that language diversity is a challenge that I may be faced with. As we read in chapter 4 of our text- “immigration has brought increasing numbers of students with limited backgrounds...
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...it important to reward your employees? The deepest principle of human nature is the craving of being appreciated, which is when rewards come into place. Rewards are an impressive technique for motivating good work performance. Mainly, rewards are given when any organization wants to motivate their employees or want to reduce the employee turnover rate so that the goals and objectives of the organization can be met. Rewards also come up with idea of recognizing. Varying in definition, rewards and recognition still give the same thought of motivating the employees to work for the organization. The strategic and operational goals can be met through rewards and recognition. Every organization requires a reward system so as to address compensation, benefits, recognition and appreciation. A strong employee reward program is essential for motivating the employees, creating a positive work environment and getting results. Through rewards, employees take pride in their work and in their job responsibilities, feel appreciated for the contribution, they heighten the level of commitment to the organization, improve relationship between workers. A reward is a consequence that occurs after an employee’s job performance and makes that performance happen more often. Whether a consequence functions as a reward depends on its effect. If an employee’s job performance is followed by a consequence and the job performance occurs more often, then that consequence was a reward. On the other hand...
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