Performance appraisals rewards

Human resources management Conduct job analyses Hire personnel Orient and train personnel Motivate personnel for performance Appraise personnel performance Allocate organizational rewards Terminate employment Marketing... 

Discuss the linkage of performance appraisal results with the proper allocation of organizational rewards. 

How should performance appraisals be linked to the allocation of organizational rewards What are some innovative reward strategies that can be used to optimize employee satisfaction and productivity ... 

One of the key factors in providing an environment conducive to self-motivation is to distribute rewards equitably. The allocation of rewards (e.g., promotions and salary increases) cannot be arbitrary or even be perceived as arbitrary by staff, as might be the case with Marcus Green in the scenario. Evidence suggests that employees in service organizations, such as pharmacies, who have equitable performance appraisal and reward systems treat customers more fairly (Bowen, Gilliland, and Folger, 1999). 

There are detractors to using performance appraisals as a means to allocate rewards. It has been suggested that appraisals used in this way create winners and losers, ultimately a zero-sum game for an organization, which should not use systems to make miniscule distinctions in pay adjustments (Kennedy and Dresser, 2001). Monetary rewards are said to work best when completely unanticipated by the employee rather than based on the appraisal feedback. Moreover, while managers ability to reward with pay is limited, there are no such constraints on other forms of recognition. 

Managers often view performance appraisals as an undesirable task, but careful planning and implementation should make them less onerous. Performance appraisals are closely finked to employee motivation, performance, commitment, and turnover. Numerous systems are available, each ofwhich has its strengths and drawbacks. The formal appraisal must be accompanied by frequent and substantive informal feedback. The appraisal interview is key to the success of the appraisal system. The allocation of organizational rewards must be finked closely to the results of the appraisal process. 

Motivation and reward Occupational medicine Performance appraisal Performance measurement Policies, procedures, and rules Process safety Procurement Programs ... 

Written job description that contains reference to safety responsibilities and objectives > Job appraisal and performance review systems that measure and reward good safety performance > Systems that deal with failures and that identify a range of actions that can be taken to rectify the failures. (This is often achieved through the normal discipline arrangements of the organisation.)... 

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