Concept of reward and total reward system

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Concept of Reward and Total Reward System, Five Elements of Total Rewards (Compensation, Benefits, Work-Life, Performance & Recognition, Developmental & Career Opportunities)




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Concept of reward and total reward system

  1. 1. Total Rewards Dr. G C Mohanta, BE, MSc(Engg), MBA, PhD(Mgt) Professor Al-Qurmoshi Institute of Business Management Hyderabad
  2. 2. Reward  Each element of compensation and benefits, is known as reward  Total rewards include everything the employee perceives to be of value resulting from employment relationship
  3. 3. Total Rewards Financial Non-Financial DIRECT (cash) • Salaries • Incentives • Bonuses INDIRECT (benefits) • Insurance • Holidays • Medical and health • Child care • Employee assistance JOB • Interesting work • Challenge • Responsibility • Recognition • Advancement ENVIRONMENT • Good policies and practices • Competent supervision • Congenial co-workers • Safe and healthy work environment • Fair treatment
  4. 4. Total Rewards  All of the tools available to the employer those may be used to attract, motivate and retain employees.  Total rewards include everything the employee perceives to be of value resulting from the employment relationship.  There are five elements of total rewards, each of which includes programs, practices, elements & dimensions  Those collectively define an organization's strategy to attract, motivate and retain employees.
  5. 5. Five Elements of Total Rewards These five elements are:  Compensation  Benefits  Work-Life  Performance & Recognition  Developmental & Career Opportunities
  6. 6. Compensation, Benefits & Work-Life  Compensation - Pay provided by an employer to an employee for services rendered (i.e., time, effort and skill)  Benefits - Programs an employer uses to supplement the cash compensation that employees receive. - These programs are designed to protect the employee and his or her family from financial risks.  Work-Life - A specific set of organizational practices, policies, programs, plus a philosophy, which actively supports efforts to help employees achieve success at both work and home. - Work-life strategies address the key intersections of the worker, his or her family, the community and the workplace.
  7. 7. Performance & Recognition  Performance - Alignment of organizational, team and individual performance is assessed in order to understand what was accomplished, and how it was accomplished. - Performance involves the alignment effort toward the achievement of business goals and organizational success.  Recognition - Acknowledges or gives special attention to employee efforts or performance. - It meets an intrinsic psychological need for appreciation and can support business strategy by reinforcing certain behaviors that contribute to organizational success. - Awards can be cash or non-cash (e.g., verbal recognition, trophies, certificates, plaques, dinners, tickets, etc.).
  8. 8. Developmental & Career Opportunities  Developmental Opportunities  A set of learning experiences designed to enhance employees’ applied skills and competencies;  development engages employees to perform better and leaders to advance their organizations’ people strategies.  Career Opportunities A plan for an employee to advance their own career goals and may include advancement into a more responsible position in an organization.  The organization supports career opportunities internally so that talented employees are deployed in positions that enable them to deliver their greatest value to their organization.

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