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Rewards and Recognitions that Get You What You Want to Achieve

The information that follows applies to human resources personnel and management at all levels.Rewards and recognitions are the responsibility of all involved in the management and development of employees. My belief is that one size does not fit all and in order to achieve the desired outcomes, both task responsibilities and individual differences must be taken into account.

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 Why You have to Know
There are numerous elements that decide an association's arrangement around remuneration, advantages, prizes and acknowledgments. Maybe the absolute first choice that should be made is one of the essential estimations of the organization. Is it going to be an organization dependent on rank and security or one dependent on legitimacy - or a blend of the two?

Government offices and association controlled associations as a rule settle on the real choices of remuneration around arrangement, rank and security. So too do numerous associations in the corporate world.Smaller organizations will in general repay dependent on a conviction of the estimation of the work performed - results and legitimacy. Some huge associations additionally make pay and rewards dependent on legitimacy.

It's a lot simpler to settle on money related choices dependent on some outside variables, for example, the normal pay offered for a similar activity title in different associations, or the quantity of years somebody has worked for the organization.

What are the areas covered by the intructor
  • Information about cultural differences in accepting rewards and recognitions
  • Cognitive differences, differences in needs such as security vs. merit
  • Types of rewards and recognitions beyond money
  • What to reward and why
  • How to effectively evaluate performance
  • The way to determine what works and what doesn’t
  • Lots of examples both good and bad
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