Designing a Rewards System Hsm/220
Designing a reward system
Tabitha Sowards
HSM/220
May 5, 2013
Brandon Robinson
Designing a reward system
When designing a rewards system within an organization there are several factors. First, look at the organization and focus on what matters most for that particular organization. Then focus in on the employees and what needs they have in particular. After breaking down the focus, you can move forward into creating a rewards system that not only fits but also everyone benefits from.” Reward management is concerned with the strategies, policies and processes required to ensure that the value of people and the contribution they make to achieving organizational, departmental and team goals is recognized and rewarded. It is about the design, implementation and maintenance of reward systems (interrelated reward processes, practices and procedures) that aim to satisfy the needs of both the organization and its stakeholders and to operate fairly, equitably and consistently.” (Armstrong, 2010)
Look at the organization. What does the organization promote or goals it is working toward? Next, make sure the needs of the organization are being met. “Currently, many organisations are implementing or planning to implement, reward and/or recognition programmes believing that these will help bring about the desired cultural change. In some organisations, large amounts of money are being invested in these types of activities and some managers are required specifically to set aside a certain amount from their budgets for this purpose.” (Milne, 2007) If they are not met focus on creating a rewards system to include meeting the goals that at the moment are not being satisfied.
Now to look at the employees and what they need. What will motivate them to perform better work? What is the age range within the organization so we can focus on what will better serve that population? After looking into the age check their work progress and see where there needs to be more and focus
Tabitha Sowards
HSM/220
May 5, 2013
Brandon Robinson
Designing a reward system
When designing a rewards system within an organization there are several factors. First, look at the organization and focus on what matters most for that particular organization. Then focus in on the employees and what needs they have in particular. After breaking down the focus, you can move forward into creating a rewards system that not only fits but also everyone benefits from.” Reward management is concerned with the strategies, policies and processes required to ensure that the value of people and the contribution they make to achieving organizational, departmental and team goals is recognized and rewarded. It is about the design, implementation and maintenance of reward systems (interrelated reward processes, practices and procedures) that aim to satisfy the needs of both the organization and its stakeholders and to operate fairly, equitably and consistently.” (Armstrong, 2010)
Look at the organization. What does the organization promote or goals it is working toward? Next, make sure the needs of the organization are being met. “Currently, many organisations are implementing or planning to implement, reward and/or recognition programmes believing that these will help bring about the desired cultural change. In some organisations, large amounts of money are being invested in these types of activities and some managers are required specifically to set aside a certain amount from their budgets for this purpose.” (Milne, 2007) If they are not met focus on creating a rewards system to include meeting the goals that at the moment are not being satisfied.
Now to look at the employees and what they need. What will motivate them to perform better work? What is the age range within the organization so we can focus on what will better serve that population? After looking into the age check their work progress and see where there needs to be more and focus
Cited: Armstrong, M. (2010). Armstrong 's Handbook of Reward Management Practice: Improving Performance Through Reward, 3rd Edition. Chicago: Kogan Page. Kettner, P. M. (2002). Acheiving Exellence in the management of Human Services Organizations. In P. M. Kettner, Acheiving Exellence in the management of Human Services Organizations (p. 131). Allyn and Bacon. Milne, P. (2007). Motivation, incentives and organisational culture. Journal of Knowledge Management, 28-38. Zemke, R. (1988, November). Rewards and Recognition: Yes, They Really Work. Training, p. 49.