0
Unit-5
REWARD SYSTEM
DEFINITION
 Reward Management is about the development,
implementation, maintenance, communication a...
OBJECTIVES
 What the organization values and want to pay for
 The value they create for their organizations
 The right ...
OBJECTIVES
 Attract and retain talents the organisation needs
 Emphasize the right mix of financial and non-
financial r...
COMPONENTS
 Financial reward – Salary, Wages, Incentives, etc.,
 Non-financial reward – Medical Insurance, Life
insuranc...
DIMENSIONS
 Intrinsic Reward – Psychological reward that is
experienced directly by an individual. Ex: Feelings of
accomp...
CONSTRAINTS
 Statutory compulsions
 Industry wise wage boards
 Operative long term settlements
 Lack of mutual trust
...
LINKAGE BETWEEN THE REWARD
AND PERFORMANCE
Value of reward
Received
Effort-reward
probability
Efforts
Abilities and
Traits...
IMPLICATIONS FOR MANAGERS
 Determine the rewards valued by each subordinate.
 Determine the performance desired
 Make t...
IMPLICATIONS FOR ORGANIZATIONS
 The organisation’s reward system must be designed
to motivate the desired behaviour and r...
MONETARY AND NON-MONETARY
REWARDS
MONETARY REWARDS
NON-MONETARY
REWARDS
 Salary increments
 Promotions with
increments
...
Upcoming SlideShare
Loading in...5
×

Unit v final

1,233

Published on

0 Comments
1 Like
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total Views
1,233
On Slideshare
0
From Embeds
0
Number of Embeds
0
Actions
Shares
0
Downloads
43
Comments
0
Likes
1
Embeds 0
No embeds

No notes for slide

Transcript of "Unit v final"

  1. 1. Unit-5 REWARD SYSTEM DEFINITION  Reward Management is about the development, implementation, maintenance, communication and evaluation of reward processes.  These processes deal with the assessment of relative job values, the design and management of pay structures, performance management, the provision of employee benefits and pensions.
  2. 2. OBJECTIVES  What the organization values and want to pay for  The value they create for their organizations  The right behaviors and actions of the employees in order to reinforce appropriate behaviors and outcomes  Foster and maintain a high performance work culture  Motivate employees in order to obtain their commitment and engagement
  3. 3. OBJECTIVES  Attract and retain talents the organisation needs  Emphasize the right mix of financial and non- financial rewards  Develop a positive employment relation and psychological contract  Align reward practices with the business strategy of the organisation and communicate business values and direction to employees  Operate in ways that are fair, equitable, consistent and transparent.
  4. 4. COMPONENTS  Financial reward – Salary, Wages, Incentives, etc.,  Non-financial reward – Medical Insurance, Life insurance, subsidized canteen, subsidized transport, free uniforms, interest free loans, etc.,  Psychological satisfaction – Social interactions with others in the workplace, job training, career advancement opportunities, recognition,
  5. 5. DIMENSIONS  Intrinsic Reward – Psychological reward that is experienced directly by an individual. Ex: Feelings of accomplishment, Increased self-esteem, satisfaction of developing new skills, sense of fulfillment, etc.,  Extrinsic Reward – A reward that is provided by outside agent, such as a supervisor or work group. Ex: Bonus, promotions, increase in salary, perks, appreciation or praise, etc.,
  6. 6. CONSTRAINTS  Statutory compulsions  Industry wise wage boards  Operative long term settlements  Lack of mutual trust  Lack of visional and innovative approaches  Lack of commitment  Lack of system  Fear on personal authority
  7. 7. LINKAGE BETWEEN THE REWARD AND PERFORMANCE Value of reward Received Effort-reward probability Efforts Abilities and Traits Task Perceptions Performance accomplishmen t Intrinsic Reward Extrinsic Reward Satisfaction
  8. 8. IMPLICATIONS FOR MANAGERS  Determine the rewards valued by each subordinate.  Determine the performance desired  Make the performance level attainable  Link rewards to performance to maintain motivation  Analyze what factor might counteract the effectiveness of the reward
  9. 9. IMPLICATIONS FOR ORGANIZATIONS  The organisation’s reward system must be designed to motivate the desired behaviour and results.  The jobs should be designed to the employees to fulfill some of the higher needs such as independence or creativity  The immediate supervisor has an important role in the motivation process. He has to trained in the motivation process and given enough authority to administer rewards.
  10. 10. MONETARY AND NON-MONETARY REWARDS MONETARY REWARDS NON-MONETARY REWARDS  Salary increments  Promotions with increments  Paid up insurance  Loans  Transport(Car/Two Wheeler)  Telephone  Profit sharing  Free Lunch  Picnics  Dinner with boss  Birthday treats  Trophies  Certificate  Letter of Appreciation  Vacation trips  Special Leave
  1. A particular slide catching your eye?

    Clipping is a handy way to collect important slides you want to go back to later.

×