Hi all,
We are seeking to reward our employees who, apart from their direct key responsibility areas, assist in taking interviews and trainings. Kindly provide your inputs on what are the different ways we can use to reward such employees in both monetary and non-monetary ways.
Thanks in advance, and hoping to see some great thinking!
From India, Bangalore
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1We are seeking to reward our employees who, apart from their direct key responsibility areas, assist in taking interviews and trainings. Kindly provide your inputs on what are the different ways we can use to reward such employees in both monetary and non-monetary ways.
Thanks in advance, and hoping to see some great thinking!
From India, Bangalore
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I wish to recommend these two articles:
[Best Employee Perks: Fringe Benefits That Make A Big Difference](http://www.huffingtonpost.com/2013/05/09/best-employee-perks_n_3232635.html?ncid=edlinkusaolp00000003#sli de=2422788)
[Tech Firms Offering More Perks To Recruit, Retain Talent](#slide=more275411)
Thank you.
From India, Mumbai
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[Best Employee Perks: Fringe Benefits That Make A Big Difference](http://www.huffingtonpost.com/2013/05/09/best-employee-perks_n_3232635.html?ncid=edlinkusaolp00000003#sli de=2422788)
[Tech Firms Offering More Perks To Recruit, Retain Talent](#slide=more275411)
Thank you.
From India, Mumbai
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Dear StriveTitans,
You want members of this forum to do some "great thinking" for you. But then in return, are you not expected to do some "small thinking" by way of disclosure of your name, designation, your industry, and why you are asking this query, etc.?
Now coming to solving your query. I have a different take here. In big companies, employees are expected to handle their "primary" duties which cover about 80% of their time and "secondary" duties which cover about 20% of their time. Primary and secondary duties both go hand in hand. It is mentioned clearly in their appointment letter.
Secondary duties include members of various committees (like the sexual harassment committee), conducting internal audits of another department, inquiring into matters of indiscipline in another department, etc.
If you start paying for doing some secondary duties, then other employees will also start asking for pecuniary benefits. This culture of remuneration for everything will start eroding the importance of the work. An employee should never work keeping an eye on the returns. This may foster disgruntlement like "he/she got more than me"!
In the future, by chance, if some person puts forth an innovative idea because of which, suppose your company saves millions, does it mean that you should share part of the savings with that employee? If yes, then what percentage?
When employees spend time for the company, they receive remuneration for that. There could be some difference in the quantum of work. The concept of "additional payment" is applicable to the lowest rung of jobs like helpers, maids, etc., and not to white-collar employees. Moreover, conducting training or interviewing job candidates does not merit any extra payment.
In some central government organizations, "secondary duties" even find a place in their Annual Confidential Report (ACR). Some marks are reserved for the quality of the work done in secondary duties.
However, I do not mean to say that you should not acknowledge the extra burden that the employees volunteer to take. Give them some memento at a town hall meeting, nominate them for some training, put up a notice on the notice board or in an office circular, etc.
These are my views. Other senior members may provide their views as well.
Ok...
Dinesh V Divekar
From India, Bangalore
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You want members of this forum to do some "great thinking" for you. But then in return, are you not expected to do some "small thinking" by way of disclosure of your name, designation, your industry, and why you are asking this query, etc.?
Now coming to solving your query. I have a different take here. In big companies, employees are expected to handle their "primary" duties which cover about 80% of their time and "secondary" duties which cover about 20% of their time. Primary and secondary duties both go hand in hand. It is mentioned clearly in their appointment letter.
Secondary duties include members of various committees (like the sexual harassment committee), conducting internal audits of another department, inquiring into matters of indiscipline in another department, etc.
If you start paying for doing some secondary duties, then other employees will also start asking for pecuniary benefits. This culture of remuneration for everything will start eroding the importance of the work. An employee should never work keeping an eye on the returns. This may foster disgruntlement like "he/she got more than me"!
In the future, by chance, if some person puts forth an innovative idea because of which, suppose your company saves millions, does it mean that you should share part of the savings with that employee? If yes, then what percentage?
When employees spend time for the company, they receive remuneration for that. There could be some difference in the quantum of work. The concept of "additional payment" is applicable to the lowest rung of jobs like helpers, maids, etc., and not to white-collar employees. Moreover, conducting training or interviewing job candidates does not merit any extra payment.
In some central government organizations, "secondary duties" even find a place in their Annual Confidential Report (ACR). Some marks are reserved for the quality of the work done in secondary duties.
However, I do not mean to say that you should not acknowledge the extra burden that the employees volunteer to take. Give them some memento at a town hall meeting, nominate them for some training, put up a notice on the notice board or in an office circular, etc.
These are my views. Other senior members may provide their views as well.
Ok...
Dinesh V Divekar
From India, Bangalore
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I echo Dinesh's sentiment, sharing what has already been tried, yet didn't work, would help us brainstorm and not reinvent the wheel. Every compensation program requires work addressing the most sensitive needs of the employees. Looking forward to hearing from you.
From India, Mumbai
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From India, Mumbai
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Dear Folks,
Thanks for sharing your thoughts!!
@(Cite Contribution) - Thanks, in specific, for the articles. It was a good read, especially to be aware of the different perks given in the current scenario.
@Dinesh - Further to the "small thinking," I seek advice on behalf of a mid-size firm that operates predominantly in the Software Testing domain. As the one in charge of HR & Operations, this being my first stint in this role, I seek to broaden my horizon of thought with professionals who have been seasoned in the HR field.
Also, some things that I'd bring to our specific notice:
1) Our company is in its expansion stage where we migrated from a small to a mid-size recently.
2) Our compensation does not fall into the cream paymasters' compensation of this region.
Our focus is primarily on the non-monetary aspects like a gift voucher or a good buffet lunch but wanted to keep our options open to retain and reward in different ways; hence, wanted the views of senior members like you and the others.
Thanks a bunch again for your time and thoughts on the same!!!
Regards,
Ann Thomas
From India, Bangalore
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Thanks for sharing your thoughts!!
@(Cite Contribution) - Thanks, in specific, for the articles. It was a good read, especially to be aware of the different perks given in the current scenario.
@Dinesh - Further to the "small thinking," I seek advice on behalf of a mid-size firm that operates predominantly in the Software Testing domain. As the one in charge of HR & Operations, this being my first stint in this role, I seek to broaden my horizon of thought with professionals who have been seasoned in the HR field.
Also, some things that I'd bring to our specific notice:
1) Our company is in its expansion stage where we migrated from a small to a mid-size recently.
2) Our compensation does not fall into the cream paymasters' compensation of this region.
Our focus is primarily on the non-monetary aspects like a gift voucher or a good buffet lunch but wanted to keep our options open to retain and reward in different ways; hence, wanted the views of senior members like you and the others.
Thanks a bunch again for your time and thoughts on the same!!!
Regards,
Ann Thomas
From India, Bangalore
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Dear Ann,
You have identified a gift voucher; try incorporating a little bit of gaming around it. Design points for the voucher and introduce gifts that can be won in exchange for the points. For example, suppose 5000 points can be redeemed for an iPod and 100 points for a West Side gift voucher. Place this entire incentive program on your intranet so that employees have a full view of what awaits them. Address any questions they may have through team hurdles and town halls.
While this may require some effort, it will be much more engaging and transparent. Here's an article on gaming rewards; try to consider what they have implemented: [Gamify Compensation](http://www.linkedin.com/today/post/article/20130521201122-1368707-the-performance-game-are-you-ready-to-gamify-compensations).
I request Dinesh and our other members to share their thoughts on how to overcome the bottlenecks.
Thank you.
From India, Mumbai
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You have identified a gift voucher; try incorporating a little bit of gaming around it. Design points for the voucher and introduce gifts that can be won in exchange for the points. For example, suppose 5000 points can be redeemed for an iPod and 100 points for a West Side gift voucher. Place this entire incentive program on your intranet so that employees have a full view of what awaits them. Address any questions they may have through team hurdles and town halls.
While this may require some effort, it will be much more engaging and transparent. Here's an article on gaming rewards; try to consider what they have implemented: [Gamify Compensation](http://www.linkedin.com/today/post/article/20130521201122-1368707-the-performance-game-are-you-ready-to-gamify-compensations).
I request Dinesh and our other members to share their thoughts on how to overcome the bottlenecks.
Thank you.
From India, Mumbai
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Hi Cite Contribution,
The concept of "Gamification" is not something we have not brainstormed! Some of the views of our management are the challenge of "involvement" in this gaming concept, considering that not everyone is on the same level regarding competition.
This is something we have not ventured into so far, and certainly something that I will share again with my management team. Let's see how it goes and what their thoughts are on the same.
Thanks again, and I will keep you updated on their views so we can work out the perceptions of this concept together.
Regards,
Ann
From India, Bangalore
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The concept of "Gamification" is not something we have not brainstormed! Some of the views of our management are the challenge of "involvement" in this gaming concept, considering that not everyone is on the same level regarding competition.
This is something we have not ventured into so far, and certainly something that I will share again with my management team. Let's see how it goes and what their thoughts are on the same.
Thanks again, and I will keep you updated on their views so we can work out the perceptions of this concept together.
Regards,
Ann
From India, Bangalore
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Hi Ms.Ann,
We have multiple level reward solutions. It is a simple solution that provides great advantages when added on to your existing recognition programs. It’s a simple e-voucher redemption model that can easily substitute all the physical gift vouchers that you maybe buying today.
This Rewards Gallery that we set up exclusively for you can also double up as an exclusive retail portal for just your employees. Since we set up ecommerce portals exclusively for the corporate we tie up with, the brands that we work with provide special offers for the employees that are at most times not available in the open market. This too has translated as an HR benefit at the corporates we work with today.
Kindly share your contact details to discuss my mail id :narendran@annectos.in
Regards,
Naren
From India, Bangalore
Acknowledge(0)Amend(0)
We have multiple level reward solutions. It is a simple solution that provides great advantages when added on to your existing recognition programs. It’s a simple e-voucher redemption model that can easily substitute all the physical gift vouchers that you maybe buying today.
This Rewards Gallery that we set up exclusively for you can also double up as an exclusive retail portal for just your employees. Since we set up ecommerce portals exclusively for the corporate we tie up with, the brands that we work with provide special offers for the employees that are at most times not available in the open market. This too has translated as an HR benefit at the corporates we work with today.
Kindly share your contact details to discuss my mail id :narendran@annectos.in
Regards,
Naren
From India, Bangalore
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