Reward Management in HRM ABC Lanka Pvt)Ltd -Apparel Industry Ltd

References 1.Barasha medhi 2.editor@vantagecircle.com 3.https/uk.indeed.com 4.study.com 5.MBA knowledge base 6.https/www.mbaknot.com 7.https/www.goldenmoments.co.uk 8.MAS Holdings annual report 9.https://centrichr.co.uk/hr-consultancy/performance-and-reward-management 10.https://blog.darwinbox.com/performance-management-reward-system

  Conclusion of Reward Management system in HRM Others consider reward management a motivational approach that organisations utilise to reward employees for their achievements and success. The company sets objectives and creates guidelines that its workers must adhere to in order to meet those objectives. It guarantees that workers are aware of these objectives, guidelines, and the incentives for exceptional work. The process of creating and implementing rules and guidelines that compensate staff members equitably and uniformly throughout the company is also known as reward management. Workers' pay is determined by the value they add to the business. Reward management is a strategy approach that includes elements like as compensation, perks, bonuses, and recognition programs to successfully incentivise and compensate people. Reward management's primary goal is to connect individual and organisational objectives by offering favourable consequences for contributions to desire...

The challenges facing by managers when rewards. When implementing rewards, managers must deal with potential ethical dilemmas, manage employee expectations and views, ensure fairness, and match rewards with business objectives. Resistance to change and lack of employee buy-in The management of the company must explain to its employees the reasoning for its performance management and incentive programs. Employee appreciation for their role in the goal-setting process can also be increased by involving them in the process. Misalignment between performance goals and rewards A common problem is the misalignment of goals and rewards; if this is not accomplished, staff churn may ensue. Workers may quickly lose interest, possibly quit, and search for other opportunities if they are not given fair rewards for their achievements. Employees will also become disengaged from their performance goals if they do not receive regular acknowledgement. Without an employee development plan, people wi...

  Policies of Reward Management System By utilising policies and tactics to acknowledge and incentivise employee efforts, a well-designed incentive management system promotes motivation, engagement, and retention while coordinating rewards with organisational objectives. Perhaps the most important aspect in any organization is the reward system in place. This is because employees are not providing their services for free and on the other hand, the organizations do not run a charity show. What this means is that the contractual obligations between employees and organizations are about how much work is to be done and how much pay is to be paid for the work done. Hence, the reward policies must reflect this aspect. However, the fact that employees have demands beyond money is an important but frequently overlooked feature of compensation systems. The third pillar that supports the incentive system and reward policies is their innate desire to be acknowledged, treated well, and reward...

Importance of Reward Management System for workplace By identifying and rewarding excellent behaviours and accomplishments, a strong reward management system develops a positive business culture, increases employee engagement, retention, and productivity. Any  organisation can benefit from reward management since it fosters honesty and loyalty, unlocks performance potential, and produces better financial outcomes. Organisational effectiveness depends on effective reward management since it retains valuable people and keeps them engaged and satisfied with their jobs. Employee retention is of the utmost importance. You must retain your finest workers because they will look elsewhere and frequently forego the training you have invested in them if they don't feel valued. There are numerous strategies to keep people on board, and managing rewards is essential to this battle. Recognising and identifying who should be rewarded is a crucial component of effective reward administration...

Reward management is a strategic approach to incentivising your workforce to improve performance, engagement and morale: It rewards employees according to a business’s values and that they are prepared, or are able, to fund It rewards employees for the value they create and contributes to employee wellbeing Rewards the things that convey the right message about what is important in terms of behaviours and outcomes within a business Reward management types can be identify as a financial and non financial rewards, to motivate employees and drive performance. It contributes to a robust and uplifting corporate culture. It improves your employee value proposition (EVP), which is what makes you stand out from other employers (your rivals) and draws top talent to your company. It can help motivate employees and confirm their commitment to the business and engagement within it Help to retain top talented individuals to your business It increases productivity It helps you to build a strong rep...