1. REWARD AND PEOPLE MOTIVATION TO BE PRODUCTIVE
Presented by: Sanjeev sharma
PGCM 4(1430)

2. Nothing is as important as passion. No matter what
you want to do with your life be passionate.
-JON BON JOVI

3. What is Reward ?
Reward is concerned with the formulation and implementation of strategies and
policies that aim to reward people fairly, equitably and consistently in
accordance with their value to the organisation.

4. Role of Appraisal in Rewarding Performance
Performance can be measured at individual,
group/team and organizational level by using
performance appraisal system. Various
performance appraisal system techniques
assist in measuring performance at different
level

5. Performance- compensation linkage model
Performance
management
Compensation
management
Motivation
Defines skills,
competencies and metrics
aligned with
organisational goals and
objectives
Outlines compensation
plans, policies, and
inducements, are alinged
with performance
management
Establishes
performance
objectives and
rating.
Aligns compensation
and performance.Individual goals &
aspiration
Organisational goals &
objectives
Personal gain Competitive AdvantagePerformance
Appraisal
Compensation

6. Effective compensation management has positive
impact on the employees as well as the
organisations. With good compensation
management, employees are satisfied with their
jobs, have greater levels of engagement,
collaborate more frequently, motivation and
commitment is higher, quality is better and
outcome is higher. This results in increased
productivity and competence of the organisation.

7. Approaches to base individual compensation on performance
1) Single rate approach: When an employees performance does not vary Significantly on
the job because everyone is required to work at about the Same pace single rates are
Frequently paid to employees on jobs.
2) Merit approach: Merit approach is a management practice designed to gear the
Compensation of employees to actual differences in work accomplishment.
3) Automatic approach: Under this approach both the quantum of compensation increase
and the of review are usually predetermined. In this approach, since no consideration is
Shown to employee’s individual performance or merit, he does not have enough incentive
to put in greater effort.
4) Informal approach: Sometimes individual compensation decisions are made on an
Informal basis without formal guides or controls. This is most incorrect because this
Creates Inequities and confusion among employees regarding what is expected of them .
Lack of Organization wide standards may also result in compensation decisions being
influenced by Personal favouritism.

8. APPROACHES TO REWARDING COMPENSATION
1) Individual based compensation system: In individual compensation system, the individuals
will get higher compensation if they perform well. The compensation plans are very
individualistic and Two people doing the same job may have different compensation due to
how well they perform. Generally, the individual-based compensation system contains a
yearly increase . This compensation increase is seen as an important part of the
compensation and therefore the reward system Mainly because it is not a one time reward
but one that is paid by the month.
2) Team- Based compensation system: A team comprise a small number of people with
complementary skills who are committed to a common purpose, performance objectives and
approach for Which they hold themselves mutually accountable. Team based compensation is
effective for Organisation with many employees performing the same or similar tasks . These
groups of Employees seldom have individual goals to strive for as they are working for the same
goals as their co- workers.

9. FAITH IS TO BELIEVE WHAT YOU DO NOT SEE ;
THE REWARD OF THIS FAITH IS TO SEE WHAT
YOU BELIEVE.
: SAINT AUGUSTINE