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Incentives and continuing to value the employees are vital for a positive work environment.
Why is important to recognize and reward the employees?
Although these terms are often used interchangeably, reward and recognition systems should be considered separately. Employee reward systems refer to programs set up by a company to reward performance and motivate employees on individual and/or group levels. They are normally considered separate from salary but may be monetary in nature or otherwise have a cost to the company. While previously considered the domain of large companies, small businesses have also begun employing them as a tool to lure top employees in a competitive job market as well as to increase employee performance. As noted, although employee recognition programs are often combined with reward programs they retain a different purpose altogether. They are intended to provide a psychological rewards a financial benefit. Although many elements of designing and maintaining reward and recognition systems are the same, it is useful to keep this difference in mind, especially for small business owners interested in motivating staffs while keeping costs low.
The performance appraisal process employees must find a way to appropriately recognize, reward and remunerate their employees so that who continue their employment with the organization and their performance is it the benchmark. Some employees wanted to be recognition by their employers, then who hard work and actively on their work. But that kind of employees do not have self-responsibility. In recognition and reward part, the employers must find and appraisal their attitude and characteristic. After all, the employers should take the recognition, rewards and remuneration.
In my opinion I think an employee must be given a credit for a good job well done not only after the performance appraisal is done, but from time to time. When an employee is recognized, he will do a better job.
When an employee is recognized, he gets rewarded which is in many shapes or forms except monetary rewards.
Once a company has appraised its employees, those who performances stand out are recognise and rewarded. Recognition and award take many form as the employer sees fit. This could be in the form of monetary funds, cars etc
Recognising and rewarding employees can be a motivational tool within an organization. It will prompt employees to perform at their best.
The recognition and rewards system motivates employees to perform at their best level within the organization, also the appraisal performance help's the organization to see how well an employee is performing and in what area they can be encourage to be more productive etc.
The performance appraisal process may be carried out by an outsourced organisation, superiors or peers of the employee being appraised, or the appraisee themselves.
Having completed the performance appraisal process employers must find a way to appropriately recognise, reward and remunerate their employees so that the employees continue their employment with the organisation and so that their performance is at the benchmark.
Performance appraisal objectives include the following:
Establishing objectives for the employee for the next period
Feedback about current performance levels
Wages and salary assessment
Recording performance levels to warn an employee of poor performance
Establishing a record to dismiss an employee
Discipline of an employee
Future training requirements
Recognition, reward and remuneration are the desired outcomes of the employment process for any employee.
Recognition and rewards may take many forms as provided by an employer. They include:
wages and salary - award and over-award payments
fringe benefits - expense accounts, low cost loans, mortgage repayments
non-monetary rewards e.g. office location, canteen facilities, motor vehicles, medical benefits
commissions and performance based remuneration - stock issues, bonuses
social based benefits