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Using Various Rewards and Profit-Sharing Strategies in Motivating Employees
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Learn how to use rewards and profit-sharing schemes in business to motivate employees to function better and produce results in the performance of their duties. Balanced Scorecard Toolkit by AKS-Labs :: Managing Human Resource Lifecycle
Download the Toolkit: Balanced Scorecard in HR
BSC Templates for HR

In you are in HR business then, you will find useful metrics from our commercial library. The following Balanced Scorecard metrics for HR available:
  • HR
  • HR Hire
  • HR Training
  • Leadership
  • Motivation
  • HR accounting
  • HR Outsourcing
  • Awards
  • Retirement
  • Training Pack
  • Balanced Scorecard Designer is a software utility which helps professionals create, manage and implement Balanced Scorecards (KPI).

    Use Balanced Scorecard Designer for HR performance measurement

    Related sites:

    HR Scorecard Metrics, Learn more about using Scorecards, Metrics, KPIs in performance management in HR

    Training Scorecard Metrics. Learn how to evaluate efficiency of training programs.

    Call Center Metrics. Learn more about using scorecards to evaluate and improve performance of call centers, help desks, support departments.

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    Every business practices a kind of motivation scheme or program in order to motivate employees. Motivated employees produce excellent job results and help the company create a masterpiece, or achieve business target with flying colors. In fact, motivated employees need less supervision and usually go the extra mile just to get things done because of an expectation of a reward after a job has been accomplished. This is more of a classical conditioning pattern where subjects may respond positively or negatively to verbal or visual cues depending on the result associated with such cues.

    Making a reward system is easy; but making it become effective, to look fair to everybody, and inviting as well, is difficult. Below are just some of the simple rules to follow to making your reward system work for you and become an instant success for your entire organization.

    Make It Clear. Participants should be made aware of the established rules and action plans associated with your reward system. This means that your subordinates should understand that only people who display exceptional performance and outstanding personal best principle should be given proper recognition. Those who meet all the standards set by the committee who handles the reward system are acknowledged in time.

    Creating a Culture of Excellence and Supportive Environment. While we cannot deny the fact that not everybody can become number 1 and that there will always be number 2, you can change the tide of performance criteria to match those of other employees that usually do not excel in certain areas. Variation to your standard reward system should come along with the flexibility of the program itself. At this point, it is very important to note that everything should be laid out in the rules you have created and should allow any motivation, as deemed necessary by the author/s.

    Be Creative. Although money seems to be the least tedious reward for employees who exceed the company’s expectations, the system can be modified in a way that gaining such reward can become varied and quite challenging if in case money cannot be avoided. On the other hand, rewards as big as vacations on cruises for two, or as simple as movie ticket treats will also be enjoyable if you know how to play with the system, and modify it in a way that is exciting and appealing to the shared culture of the group or organization.

    Personalize Reward. The old adage has it; “money can’t buy everything” is always true. Money can be a prime motivator, but if used in a daily basis and shared indiscriminately, it can then become an expectation more than a reward. Sharing a few moments with your employees can sometimes prove to be a top motivating factor even when monetary rewards are absent. Your involvement may communicate that you care about what they do and you are directly concerned with the result of the actions that they may do in the future. By giving personal touches to conferring intangible and tangible rewards, one will be able to explore profit sharing strategies that would help motivate employees and come up with various reward system that your organization will surely enjoy. Balanced Scorecard Toolkit by AKS-Labs :: Managing Human Resource Lifecycle

    1. Life cycles in HR
    2. In-Between Happenings in Hiring the Best Employee
    3. Two Programs for Searching Future Employees before Graduation
    4. Five Helpful Tips on Job Sites' Resume Browsing
    5. How It Helps Searching Employees from Existing Contacts
    6. Contributions of Training to Employee Performance and Organizational Management
    7. What a Holistic Education and Training Program can do for Organizational and Employee Development
    8. Giving Employees Time to Practice: An efficient Way to Enhance Productivity
    9. Choosing Training Models for Your Training and Hiring Needs.
    10. Management Tools to Enhance Employee Efficiency
    11. How to Align Employee Values and Aspirations towards Your Company Goals and Vision
    12. Managing Job Quality to Control Employee Output
    13. Using Various Rewards and Profit-Sharing Strategies in Motivating Employees
    14. A Pursuit to a Perfect Workplace
    15. Ensuring Employee's Continued Success through Additional Training Programs
    16. Coping with employee loss
    17. Holiday fun at work
    18. Caring for employees' health
    19. Employees on maternity leave
    20. Dealing with the resignation of an employee
    21. Appreciate the people in your company through proper recognition
    22. What should you do after an employee gets fired?
    23. Why people leave a company and stay with the competitor
    24. Make your employees stay through your retirement plan

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