I just downloaded an article by our RG friend, Prof. Krishnan Umachandran, titled "Dynamic Human Resources" (see attached). Human Resources Department (HRD) plays an important role in recruiting well-qualified employees for successful production, strategy planning and goal-fulfillment of an organization.
One of the important problems of HRD is "employee retention". When a successful employee submits the resignation letter, HRD normally tries to convince through a chain of meetings to convince the employee to stay and if all fails, departure happens with the usual procedure and exit-survey is taken.
For employee retention, recognition of employee is very important and it can happen in many ways. Prof. Umachandran suggests to bring management and employees for two-way communication, briefings and devote for organizational development.
Prof. Umachandran also suggests that additional engagement additives towards human bonding are through the following processes of involvement:
- Recruitment process inputs such as skills, qualifications, experience for new employees.
- Security inputs such as appointment orders, policy of guarantee, insurance and coverage.
- Rewards and incentive planning inputs such as pay, performance related payments, bonuses, ex-gratia and compensations.
- Employee share ownership schemes or Stock options, Information sharing such as fmancials on investments, operations, earning of the organization or staffmg etc.,
- Empowerment features such as few core contributing employees have a lot of control and discretion over variety in their work, people, practices etc.,
- Self-managed teams are more essential to have autonomous delivery of planned and routine activities such as work in teams, appoint their own leaders, jointly decide work flow and sequencing, responsibility for specific products or services etc.,
- Training is great feature of institution building were core employees have the responsibility of cross-training some employees formally and trained on the job.
- Promotion and job mobility from within may be given preferential options for intemal applicants while filling vacancies.
- Role clarifications and performance evaluation
Your views are welcome, thanks! - Sundar
In India, Employee recognition is as important as salaries are. But in developed world, employee recognition is more important than the salaries.
This is clearly explained by Maslow and Herzberg in their motivation theories and their applications across cultures.
In India, Employee recognition is as important as salaries are. But in developed world, employee recognition is more important than the salaries.
This is clearly explained by Maslow and Herzberg in their motivation theories and their applications across cultures.
Dear Prof. Subhash C. Kundu:
During my stay in USA as a graduate student, I remember supermarkets like Walmart and K-mart used to honour "Best Employee of the Month" and display their photos at prominent (usually check-out counters) places in the stores. Some of our Indian Airlines also keep this habit and I have seen photos of some air-hostess as "Best Employee of the Month" in the books they keep in domestic flights. I have no idea how this 'best employee' award is given by supermarkets and airlines as customers like us are usually very busy in finishing our job (purchase or flight travel) as quickly as possible and just move out after buying / landing.
You are fully correct that employee recognition is generally correlated with pay-rise in India and in western countries, employee recognition is valued a lot by employees, and not necessarily correlated with a pay rise.
With best wishes, Sundar
Yes, based on personal experience I think employee-recognition is important in an organization as it can:
1) communicate to employees the management expectation on their minimum work / performance outcome
2) motivate some employees to deliver their maximum / very best that they can
3) set example of work outcome for other employees to emulate
4) it can help organization to achieve its goals when all the employees' performance are rolled-up
Albeit some organizations might keep the recognition statement silent initially, only actually recognize when employee(s) really exceeded management expectation. Think the effect is different when "employee-recognition" statement is out front sharing with all employees vs keeping it quiet until exceeding employees are recognized.
But "employee-recognition" needs to be administered fairly (e.g. based on meritocracy rather than favoritism), fit for purpose, right frequency (not too frequent loosing its value).
Recognition is an important aspect of keeping employees. Unfortunately, although it is a simple and cost-effective strategy, it is often overlooked as a viable solution to retention problems. Employers often focus on wages as the primary incentive they can offer employees
https://ici.umn.edu/products/docs/Staff_Recruitment_book/Ch_9.pdf
Dear Han Ping Fung:
Thank you for your excellent reply! I liked all your 4 points!
Your last paragraph needs also good attention as you point out employee-recognition must be based on merit and not on favoritism. As I pointed out, customers feedback are not taken (usually) to judge "Best Employee of the Month" in a Supermarket. A customer likes to finish his / her shopping as quickly as possible and they may not pay much attention who provide service to them in the stores. It is a good practice to employee's name as a "Badge" or "ID card" in the Supermarkets and in companies as it helps customers to give good / bad feedback on the company people when they get service. Employee recognition must be based on merit.
Regarding employee recognition in Academic Institutions and Universities, it is a different ball-game with too many parameters, and I hope our esteemed RG friends give their valuable views on the same. (In India, this process is called "appraisal").
With best wishes, Sundar
Employee Recognition "can help" prosper the organisation, if properly instituted. Otherwise it may backfire because it may result in unhealthy competition within the unit; this is much more prone to private companies.
Dear all,
Being recognized and recognizing others builds a supportive and positive workplace and contributes to making the enterprise the best place to learn and to work.
Helena
Employee recognition brings a true attachment and commitment of the employee which is helpful for the company in its strategic planning and goal fulfillment.
As my good friend Prof. Umachandran pointed out, two-way communication between Management and Employees is very essential indeed.
Approaches to employee recognition:
- the ethical perspective;
- the humanistic and existential view;
- the work psychodynamics school; and
- the behavioural outlook.
Jean-Pierre Brun* and Ninon Dugas (2008), An analysis of employee recognition: Perspectives on human resources practices
Article An analysis of employee recognition: Perspectives on human r...
An Investigation: Should Organizations Move towards Team-Based Recognition?
"This paper presents the occasion for organizations to investigate the need to transition towards a team-based approach of employee recognition. A theoretical framework of employee recognition is presented. Employee recognition is largely recognized as a managerial practice, and have been in practice in terms of individual-based recognition within organizations. Many organizations are looking for a way forward to approach this matter in a strategic manner, and understand the implications of team-based recognition on employees and the organization itself. Employee recognition has placed major impact on work performance, team effectiveness and organizational success..."
Article An Investigation: Should Organizations Move towards Team-Bas...
Dear @Sundar, here are some more resources as well as threads about the issue.
"Employee recognition is the timely, informal or formal acknowledgement of a person’s or team’s behavior, effort or business result that supports the organization’s goals and values, and which has clearly been beyond normal expectations.
To be really effective in your job, you need to understand the psychology of praising others for their good work, to apply the principles of employee recognition yourself and to encourage others to initiate it in their working relationships.
Appreciation is a fundamental human need. Employees respond to appreciation expressed through recognition of their good work because it confirms their work is valued. When employees and their work are valued, their satisfaction and productivity rises, and they are motivated to maintain or improve their good work..."
https://www.researchgate.net/post/How_can_a_leader_motivate_his_followers_to_show_the_extra_role_behaviour_in_their_work_which_are_not_directly_recognized_or_paid_by_organizations
http://www.cuttingedgepr.com/articles/emprecog_so_important.asp
Article The Impact of Recognition on Employee Performance: Theory, R...
Article An analysis of employee recognition: Perspectives on human r...
Article The fundamentals of employee recognition
Article Creating Recognition for Employee Recognition: A Case Study ...
Article Recognizing employees: Reification, dignity and promoting ca...
Our esteemed friend - Ljubomir Jacić - noted:
"Appreciation is a fundamental human need. Employees respond to appreciation expressed through recognition of their good work because it confirms their work is valued."
When I was doing under the guidance of my esteemed Professor (Late) Chris Byrnes, I found that it was very difficult to earn his appreciation unless I produce some really good results. For discussion, I used to bring recent publications, and it would take him just a few minutes to go through the content. (First he would read the author names, affiliations, title, abstract, and if it would really need his attention, only then he would bother to read the contents of the paper. Mostly it wouldn't take him more than 1-2 minutes to read a publication).
When I got some new results, he was highly appreciative, and I got even very surprised that my guide, (he was Dean then!) , would call the Chairperson of the department, brief him about my findings, his research collaborators with an additional briefing of how he could use my result in their ongoing work, and also some friends in other states about the breakthrough we got. My monthly stipend did not change, and it was NOT in my mind at all. Earning the praise of my guide was enough for me.
i am very thankful of Prof. Krishnan Umachandran for sending me a copy of his recent paper, which started this discussion!
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