Dear All,
I would like to understand how the reward management and Performance management should run in any organization having an employee strength of about 500 employees.
I would be really glad to know any related information on Reward Management and Performance Management that is followed across the industry.
I would really appreciate if someone could share their industry experiences as well. Looking forward to your responses.
Thanks,
Akshita
From India, Panipat
I would like to understand how the reward management and Performance management should run in any organization having an employee strength of about 500 employees.
I would be really glad to know any related information on Reward Management and Performance Management that is followed across the industry.
I would really appreciate if someone could share their industry experiences as well. Looking forward to your responses.
Thanks,
Akshita
From India, Panipat
.. Please share any information regarding performance appraisal and reward management in any form, may be any articles, templates, process etc.... Awaiting your suggestions. Thanks, Akshita
From India, Panipat
From India, Panipat
Hi Akshita
In a general sense, what you would want to ensure is that the key results for the organization are agreed and then the cascade is done for the various departments and then the individuals in those departments. Ensure the deliverables for each department head are aligned and cascaded to his/her subordinates. Then the measures/metrics for the various key results across the organization are agreed, along with the time frames.
One thing to look out for is managers/heads of departments who want to have deliverables taht have nothing to do with their functional role. Of necessity, manager deliverables are tied to those of their subordinates.
Determine at what point/s on the scale reward will begin - at what % of delivery.
Once you can get this done, assessment/appraisal is a breeze, since you already have the assessment points.
You would need to gat your Executive's approval on how they will reward deliver at different points on the scale.
If you need furthrt help on how to decide on where to begin giving rewards, please feel free to contact me.
Hope this helps.
Kind regards.
Angela.
From Trinidad and Tobago, Chaguanas
In a general sense, what you would want to ensure is that the key results for the organization are agreed and then the cascade is done for the various departments and then the individuals in those departments. Ensure the deliverables for each department head are aligned and cascaded to his/her subordinates. Then the measures/metrics for the various key results across the organization are agreed, along with the time frames.
One thing to look out for is managers/heads of departments who want to have deliverables taht have nothing to do with their functional role. Of necessity, manager deliverables are tied to those of their subordinates.
Determine at what point/s on the scale reward will begin - at what % of delivery.
Once you can get this done, assessment/appraisal is a breeze, since you already have the assessment points.
You would need to gat your Executive's approval on how they will reward deliver at different points on the scale.
If you need furthrt help on how to decide on where to begin giving rewards, please feel free to contact me.
Hope this helps.
Kind regards.
Angela.
From Trinidad and Tobago, Chaguanas
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