When we talk about rewards, we’ll go over the various ways to show your staff how much you value them. Over the last two decades, we have seen a steady increase in corporations investing in HRM systems as a kind of incentive. What is the underlying cause? When people feel valued, they do the following:
Get a satisfying sense of accomplishment, which leads to increased job satisfaction and productivity.
Job performance and organizational outcomes are more likely to improve.
Improves the employee experience and fosters loyalty.
Overall, having a reward and recognition program is advantageous to both the staff and the organization.
Let’s have a look at the three main types of prizes and what they entail.
There are three major categories of rewards.
Intrinsic vs. extrinsic motivation:
In hrm, the intrinsic reward is the fulfillment one derives from one’s job. These are specific rewards, like as pride in one’s work, a sense of accomplishment, or being part of a creative team. Flex time, job enrichment, shorter workweeks, and job rotation can provide internal benefits by delivering engaging and demanding employment that allow the individual to feel more liberated. Click here for Hr Consultants In Lahore.
External sorts of rewards, on the other hand, typically include promotions, money, and other fringe perks. Extrinsic benefits are apparent to the job and come from an external source, which primarily involves management.
Thus, if an employee has feelings of accomplishment or personal progress as a result of their profession, we refer to such incentives as intrinsic. If a worker receives a paycheck or a wage raise, or is featured in the company magazine, we will classify those as extrinsic rewards.
Meanwhile, we have emphasized the function of external rewards in motivation; yet, we should note that there may be a strong relationship between intrinsic and extrinsic rewards.
Financial vs. non-financial incentives:
Employees’ financial well-being may or may not be improved by rewards. If they do, they can do so directly through wages, salaries, bonuses, and profit-sharing, or indirectly through supportive kindness like pension plans, paid vacation, paid sick leave, and purchasing discounts.
Non-monetary rewards may be the organization’s entire responsibility. They do not improve the employee’s financial situation; rather than making the employee’s life better off the job, non-monetary rewards focus making life more visually appealing.
There is a well-known proverb that “one man’s food is another man’s poison,” and this usually applies to all subjects of incentives, but especially to non-financial rewards systems. What one coworker sees as something I’ve always wanted, another sees as extraneous. As a result, offering the appropriate non-financial reward in hrm for each individual must be taken care of, but where careful selection has been made, the perks to the company should be commensurate.
Some employees are excessively concerned about their status and ego. A profitable ambiance, a carpeted or wooden floor, a large executive corporate desk, or a private lavatory may be just the office furnishing that stimulates an employee towered top impressive job title, their business cards, their secretary, or a well-located parking space with their name painted underneath the “Reserved” sign.
Performance-based vs. association-based incentives:
A company’s awards can be considered to be based on either performance-based criteria or membership. Meanwhile, most managers will always argue that their compensation system is based on performance; you should know that this is nearly always not the truth. Few firms incentivize employees based on their productivity output. However, in the absence of a relevant question, membership is the major foundation for reward in hrm allocations in the organization.
The commission, piecework pay plans, incentive systems, group bonuses, and other forms of merit pay plans are examples of performance-based compensation. Membership-based benefits, on the other hand, include price hikes, profit sharing, perks, and pay increases that are related to the labor market, rank, qualifications, or future potential. For example, CEOs may be granted company-paid membership in a country club or company-owned luxury vehicles in exchange for membership or performance output. If it is more easy to say that all medium and upper-level executives are members, then they are. However, imagine they are made available to particular managers selectively depending on their performance rather than their entitlement, implying that they can also be taken away. In that situation, we should approach them as performance-based incentives for individuals who find them appealing.
Functions that are practical
For practical purposes, we must divide membership-based awards into two categories. One category includes benefits and services that are available to all employees, regardless of performance level. Because perks and services are clearly acknowledged to be allocated based on membership, we will refer to them as explicit membership-based rewards. All other membership-based benefits will be pushed into the second group, which we will refer to as implied. You may wonder why there is a need to distinguish between two categories.
We divided the membership-based benefits into two groups to expound on what is frequently confusing in practice. The majority of businesses consider benefits and services to be the only membership-based rewards. Traditionally, all other rewards have been viewed as performance-based. Of course, this is both incorrect and misleading labeling. In practice, performance is merely a minor factor in determining rewards. Despite academic theories claiming that great motivation is dependent on performance-based rewards, this is a fact. In practice, the importance of strong job performance is overstated. However, the organization’s rewards do not directly correspond to employee performance. Look for HR Services in Dubai then follow the link.
To summarize, there are performance-based rewards, explicit membership-based rewards known as benefits and services, and implicit membership-based rewards. Managers in practice frequently refer to the latter category as performance-based, but they are not.
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