Reward Management System on Employee Performance

1. Reward Management System on
Employee Performance
A successful organization will have efficient and effective
human resource. Organization is controlled via the humans
to provide merchandise and provider to the world who
dedicate their time, efforts and energy. In turn it is
organization’s duty and responsibility to fulfil the needs and
requirement of their employees. The work environment and
the benefits play a vital position inside the delight of a
worker which in turn increases their efficiency towards
performance.

2. • Employee needs may vary from person to person
based on the personality, circumstances and
atmosphere and the benefits provided for the
employees may vary from employer to employer.
When both the expectation and benefit go hand in
hand then the employee satisfaction will increase
resulting in increase in work efficiency and enhance
the productivity.

3. • It is a variable feeling of employees. It depends on
employee’s mind-set. If the employees give positive
attitude about job it is stated as job satisfaction. It is a
mental condition of employees to any of work. Some
employees feel satisfaction about the work and on the
other hand another person may feel dissatisfaction
about the same work, it completely depends on the
attitude of workers regarding their job.

4. • The reason for this examination was to investigate the connection
between remuneration the board framework and the representative
execution in Technical Institutes in Kenya. Many associations including
specialized foundations have understood the estimation of human
capital, which is the most significant resource of any association,
besides the achievement or disappointment of an association is
generally reliant on the gauge of the individuals working in that. The
Managers need to devise projects or practices planned for fulfilling
rising or neglected needs since the vast majority of the lower needs
are felt over and over. At the point when the need chain of
importance idea is applied to work associations, supervisors have the
obligation to make legitimate practices where representatives can
create to their fullest potential. Inability to give such practices would
hypothetically diminish worker fulfilment and could bring about
terrible showing, lower work fulfilment and expanded withdrawal
from the association.

5. • Prize and remuneration ought to be legitimate and moral,
satisfactory, rousing, reasonable and even handed, financially savvy,
and ready to give business security. While relational maltreatment
incorporates focused on activity from one individual from an
association toward another individual from the association,
authoritative maltreatment comes from the association toward the
hierarchical individuals. The prize administration framework greatly
affects execution and this thusly means imply that all the prize
administration framework had a positive relationship with
Performance. Reward the board is extremely key in any association in
improving upper hand. The investigation finishes up likewise that
great prize framework has supported the lesson of workers.