Designing a Rewards System Essay

When designing a rewards dust at bottom an organization in that location argon several factors. First, bear at the organization and counsel on what matters most for that particular organization. Then digest in on the employees and what needs they have in particular. After gaolbreak down the focus, you dejection move forward into creating a rewards dodging that non only fits but in any case eitherone benefits from. Reward man proceed on withment is concerned with the strategies, policies and processes postulate to en accredited that the value of people and the contribution they arrest to achieving organizational, departmental and squad goals is recognized and rewarded.It is about the design, implementation and maintenance of reward trunks (interrelated reward processes, practices and procedures) that occupy to satisfy the needs of both the organization and its stakeholders and to operate fairly, equitably and unvaryingly. (Armstrong, 2010) come across at the org anization. What does the organization promote or goals it is springing toward? Next, make sure the needs of the organization be being met. Currently, many organisations are implementing or planning to implement, reward and/or recognition programmes believing that these impart serve bring about the desired cultural change.In some organisations, double amounts of money are being invested in these types of activities and some man maturaters are infallible 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 clashing the goals that at the moment are not being satisfied. Now to look at the employees and what they need. What leave behind motivate them to perform better pass away? What is the age range at bottom the organization so we can focus on what go forth better serve that population?After looking into the age check their work progress and see where there needs to be more and focus on panorama up goals to get that domain where it needs to be. Recognizing employees for a chore well done isnt emaciated or magnanimous. Its necessary. (Zemke, 1988) There was a study done with intravenous feeding groups that answered a questionnaire with twenty-five factors as to what would motivate them to work delicate on their job. From the quadruple groups only nine of the twenty-five factors were selected. The nine factors that were selected by these four groups are 1. Respect for me as a psyche . Good requital 3. Chance to turn out quality work 4. Chance for forward motion 5. Opportunity to do interesting work 6. Feeling my job is central 7. Being told by my boss when I do a corking job 8. Opportunity for self-development and improvement 9. Large amount of freedom on the job (Kettner, 2002) All nine of these focus on how to build up the confidence of the employee and allowing them to admit how well they are doing. Treating the employee like a per son and not a machine is very important because it smashs the employee a popular opinion of self and knowing its ok to be who you are as a person.This makes them comfortable to be there on the job. Providing good ay is besides very important because it shows the employee that you care and are rewarding them for their hard work while on the job. It also ordain make the employee want to pillow with the organization because they do not need to go elsewhere. Giving the employee a chance to do the best quality work for the organization will give them a sense of pride in their job. If the employee knows that, there is a chance for them to be promoted through the organization they will work hard to be considered for promotion.Being able to do interesting work will keep the employee coming back because they are able to do contrasting things which makes the job more interesting because they are not consistently playing the exact same job daily which will also make them feel that their job is important. Everyone loves being told good job So as a boss, make sure you are informing your employees how well they are doing. Offer to the employee ways they can grow as people whether it is discipline or exercise. Giving them the opportunity for more development or vertical some improvement, they will be appreciative.Giving the employees freedom makes them more case-by-case and lets them know that the organization trusts them to perform their job the way it is supposed to be done without someone standing over them constantly. After gathering this information, we can move forward with creating our own rewards system. First, we would create a chart video display the work and the progress being made. Then with that chart, fillips can be created for the employees to get to top of the list by making the most progress. In addition, incentives will be created for those that make the lowest amount of mistakes while performing their job function.This gives the employees some freedom to work hard on getting their proceeding up. Incentives will be in place for attention also. Competitive reconcile will be based off mathematical process and attendance. The better your performance is the better bonus and pay raise you will get. Your attendance will also affect your bonuses and pay raises. Keep your attendance up and consistent and you will be able to gain better pay bonuses. With bettering attendance and performance there will be opportunities for growth within the organization. The showtime pay will be marginally based on recognize and education.It will be fair and equitable to every employee. After setting up the chart with performance and attendance based incentives we can focus on creating a fair and free workplace for the employees. Set up the management center so they are accessible to the employees for guidance. The management system will also be in place for overviewing the employees from a remoteness without taking away from the employees ab ility to work as an individual. The management system will also be able to delegate tasks out to the employees that are performing at a faster or more impelling rate.This will also allow the employees to be treated as individuals and not as a singular group. Next we would set up a system for growth and development that would include furthering your education and health needs. We work to offer patron and assistance to other now we need to help and assist our employees. For education we will offer education breaks where you will be reimbursed for half of the amount spent on your college courses and supplies. This will allow the employee to get in school without fear of inability to pay. The stipulation will be that we will only reimburse as long as the course interpreted he employee completes and passes the course. The employee will be required to submit the final stigmatize for the class and the receipt for the payment of the course and the supplies needed for the course. Next th ere will be a lyceum facility placed within the workplace that is available for the employees use ahead and after work and also during lunch or breaks. With offering the employee open use of a gym without having to pay will give them the help of not spending a lot of money on a gym membership that they whitethorn not be able to use regularly.It will also give them flexibility to use the gym whenever they want to without fear of it closing before they can get there to workout. With this rewards system in place every aspect of the employee and organizational needs are being met. The organization is racecourse efficiently and effectively with each employee working hard to reach the incentive goals. The employees are working in an environment where they are comfortable and know they have every option available to them with movement and growth within the organization.