PPT ON REWARD & RECOGNITION

1. REAWRD AND RECOGINITION
SYSTEM
PRESENTATION BY –
SHANKAR SINGH
MBA 2ND SEMESTER

3. WHAT IS REWARD
AND
RECOGNITION
REWARDS REFERS TO ALL OF THE MONETORY , NON MONETORY AND PSYCHOLOGICAL PAYMENTS THAT AN
ORGANISATION PROVIDE FOR ITS EMPLOYEES IN EXCHANGE WORK THEY PERFORM.
AN ORGANISATION PROVIDE TWO TYPES OF REWARD – INTRINSIC AND EXTRINSIC REWARD
THE MIX OF INtRINSIC AND EXTRISIC REAWRD PROVIDED BY THE EMPLOYER IS TERMED AS REWARD SYSTEM
,THE MONETORY OR ECONOMIC ELEMENT OF THE REWARD SYSTEM IS TERMED AS PAY SYSTEM .

4. RECOGNITION
RECOGNITION IS ANY THOUGHT , WORD , DEED TOWARDS MAKING SOMEONE FEEL APPRICIATED
FOR WHO WHAT THEY ARE AND RECOGNISE TO WHAT THEY DO .
RECOGNITION IS SOMETHING THAT A MANAGER SHOULD BE DOING ALL THE TIME , IT’S A
RUNNING DIALOUGE WITH PEOPLE
RECOGNITION IS ONE OF THE MOST EFFECTIVE MOTIVATORS
THREE ELEMENTs of recognition – acknowledge , praise and encourage

6. TYPES OF REWARDS
INTRINSIC
• INTERNAL AND VALUES BASED
• EMPLOYEE FOCUSED
• MOTIVATION CAN BE LONG TERM
• QUALITATIVE IN NATURE WHICH
SATISFY SELF EMOTION AND CREATE
SENSE OF BELONGINGNESS
EXTRINSIC
• EXTERNAL TO THE THE EMPLOYEE
• USUALLY TANGIBLE AND MONETORY
• QUANTITATIVE IN NATURE
• IT SATISFY ECONOMIC ASPECTS LIKE
INCENTIVES , BONUS ETC.

7. HOW DO WE GIVE REWARDS AND
RECOGNITION TO PEOPLE
FOR A PARTICULAR COTRIBUTION
FOR HARD WORK
FOR IDEAS AND INNOVATION

8. GOOGLE ‘S
REWARD
PROGRAMGOOGLE MIXES SCIENCE WITH PSYCHOLOGY
TO FIND OUT WHAT EMPLOYEES REALLY
WANTS FROM REWARD PROGRAMS.

9. PROBLEM FACING GOOGLE
THE PROBLEM
THE INDUSTRY FACES MANY PROBLEMS
SUCH AS ATTRITION , CONFIDENTIALITY
AND LOYALTY.
ALSO TALENTED PROFFESIONALS HAVE
HIGHLY BARGAINNING POWER DUE TO
THEIR KNOWLEDGE AND SKILLS.
THE SOLUTION
EMPLOYEE RECOGNITION
PROGRAMS TO ENHANCE EMPLOYEE
MOTIVATION , SATISFACTION AND
EMPLOYEE PRODUCTIVITY AND
ORGATIONAL PERFORMANCE.

10. PAY – FOR – PERFORMANCE PROGRAM
1
GOOGLE CMPANSATION
PROGRAM IS CALLED PAY FOR
PERFORMANCE AS IT FOCUS ON
PROVIDING REWARD FOR
STRONG PERFORMANCE AS
WELL AS TRAINING FOR OVER
COMING WEAKNESSES FOR
UNDERPERFORMERS.
2
IT EMPHASIZE ON EMPLOYEE
DEVELOPMENT THROUGH ON –
THE – JOB LEARNING TRAINING
THROUGH CLASSES BY HIGHER
OFFICIALS , FREQUENT
DEPARMENTMENTAL MEETING
AND LECTURES OF FAMOUS
PERSONNEL.
3
THE AVERAGE GOOGLE
EMPLOYEE GENERATES MORE
THAN $1 MILLION REVENUE
IN ONE YEAR . THIS HELPS
GOOGLE LEVERAGE ITS
WORKFORCE PRODUCTIVITY
WHICH IN TURN ENHANCE
EMPLOYEE MORALE .

11. REWARDING GOOGLERS
• GOOGLE SPENT THE DOING WHAT IT DOES BEST : GATHERING AND ANALYSING
INFORMATION . IT ADMINISTERED SURVEYS, HELD FOCUS GROUPS, CONDUCTED
ACADMIC RESEARCH PERUSED U.S STUDIES AND INTERVIEWED AND OBSERVED
EMPLOYEES.
• THE COMPANY FIGURE OUT WHAT TUMED EMPLOYEES ON AND OF IN TERMS OF
REWARDS AND RECOGNITION .
• FINALLY THEY HAVE SUPPORTED FOUR TYPES OF PROGRAMS:
1. SPOT BONUS PROGRAM
2. NO NAME PROGRAM
3. PEER BONUS
4. KUDOS

12. REWARDING
GOOGLERS
SPOT – BONUS PROGRAM : ALLOWS MANAGER TO AWARD ANY EMPLOYEE WHO SERVED ON THEIR PROJECTS TEAMS
WITH A LARGER MONETORY AWARD OF THEIR CHOICE AND NO CASH RECOGNITION SUCH AS DINNER FOR TWO.
NO NAME PROGRAM : IT WAS DESIGNED FOR EXECUTIVES TO RECOGNIZE TEAM FOR OUTSTANDING PERFORMANCE
WITH GROUP AWARDS, RANGING FROM TEAM CELEBRATIONS TO TEAM TRIPS . BRINGINGIN THE FIRST TWO INTO
CLOSER REACH FOR EMPLOYEE WAS THE END RESULT OF A LABORIOUS FACT – FINDING MISSION .
PEER BONUS : WHEREBY THEY CAN NOMINATE THEIR PEERS FOR REWARDS – HAVE BEEN MODIFIED BASED ON THE
COMPANSATION GROUPS FINDINGS .

13. KUDOS REWARDING SYSTEM
• KUDOS: APEER TO PEER RECOGNITION PROGRAM THAT LETS EMPLOYEES
SEND ONLINE THANK YOU NOTES TO CO-WORKER WITHOUT GOING THROUGH
AN APPROVAL PROCESS THAT HAS ACCESSIBILITY THROUGH MANY DEVICES.
• EMPLOYEES KEEP ACCUMULATING THE KUDOS AND THEN CONVERT IT TO
FINANCIAL OR NON FINANCIAL REWARDS FROM THE “REWARDS CATALOG” .