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Policy No.

CHPL/CP/HR/P-IV/1

Subject

REWARD & RECOGNITION POLICY

Version

2013/1

Effective Date

April 01, 2013

1.1
1.1
OBJECTIVE
OBJECTIVE

A rewards and recognition policy is designed to encourage employees to make a performance difference either individually or through teams.

To recognize positive behaviors that support individual or team goals and objectives.

To provide timely recognition to employees either as planned or immediate recognition.

To provide multiple-levels of recognition based on the significance of the contribution.

To provide for both manager and employee initiated recognition and rewards.

To improve employee productivity and quality of work.

 To improve customer service. 1.2 SCOPE
 To improve customer service.
1.2
SCOPE

All regular Employees

1.3 AWARD AMOUNT 1.3.1 KEY POLICY CLAUSE
1.3
AWARD AMOUNT
1.3.1
KEY POLICY CLAUSE

a. The policy recognizes achievements or accomplishments that contribute to the overall objectives of the organization.

b. The policy may provide both monetary and non-monetary awards.

policy may provide both monetary and non-monetary awards. 1 | P a g e The contents

1 | P a g e

provide both monetary and non-monetary awards. 1 | P a g e The contents of this

The contents of this handbook are presented as a matter of information. The company reserves its rights to modify, change, disregard, suspend or cancel at any time, without written or verbal notice, all or any part of the handbook's contents as circumstances may require.

c. The total of monetary and non-monetary awards shall not exceed Rs. 5,000.00 per employee per fiscal year.

1.4 TYPES OF AWARDS 1.4.1 MONETARY AWARDS
1.4
TYPES OF AWARDS
1.4.1
MONETARY AWARDS

Monetary awards shall include:-

I. Those paid by cash

II. Items that can be readily converted to cash, such as cash vouchers, etc.

a) Monetary awards shall not be added to an employee's base pay.

b) Departments cannot increase award totals by the amount of payroll taxes normally deducted from employees' pay.

1.4.2
1.4.2
NON MONETARY AWARDS
NON MONETARY AWARDS

Non-monetary recognition awards include:

i. Non-refundable gift certificates

ii. Meals & trips

iii. Plaques, trophies, certificates, and desk items

iv. Personal items of clothing such as caps, shirts, and sweatshirts

v. Other items such as tools, electronics, radios, sports equipment and

vi. timepieces

vii. Industrial Tour etc.

1.5
1.5
TYPE OF EMPLOYEE RECONGNITION
TYPE OF EMPLOYEE RECONGNITION

To insure both fair and consistent application of recognition, a core set of

rewards and recognition programs have been developed, as described below. Additional recognition programs may be added as deemed appropriate.

recognition programs may be added as deemed appropriate. 2 | P a g e The contents

2 | P a g e

programs may be added as deemed appropriate. 2 | P a g e The contents of

The contents of this handbook are presented as a matter of information. The company reserves its rights to modify, change, disregard, suspend or cancel at any time, without written or verbal notice, all or any part of the handbook's contents as circumstances may require.

1.5.1
1.5.1
PLANNED EMPLOYEE RECOGNITION
PLANNED EMPLOYEE RECOGNITION

This approach is characterized by pre-arranged, more frequently scheduled ways of acknowledging contributions and accomplishments of an individual or team.

This approach is less formal and provides more frequent opportunities to recognize employees.

Examples include rewards and recognition for:

i. Employee of the month award

ii. Safety award

iii. Guest Service award

iv. Public service award

v. Productivity award

vi. Outstanding achievements award

1.52
1.52
IMMEDIATE EMPLOYEE RECOGNITION
IMMEDIATE EMPLOYEE RECOGNITION

a. This approach provides employee rewards and recognition at any time for demonstration of

behaviors and values of the organization, contributions to the goals and objectives of the organization or work unit and to acknowledge individual or team accomplishments.

b. Examples include rewards and recognition for:

i. Teamwork award

ii. Project Completion award

iii. New or modified business practices award

iv. Exemplary effort award

v. Employee appreciation award

1.6 1.6.1
1.6
1.6.1
LEVELS OF EMPLOYE REWARDS & RECOGNITION
LEVELS OF EMPLOYE REWARDS & RECOGNITION
LEVEL ONE
LEVEL ONE

a. To recognize a superb job on a project, task or activity or suggestions leading to the improvement of a work process, workflow, or Guest service practice.

i. Up to 500 cash/non-cash

or Guest service practice. i. Up to 500 cash/non-cash 3 | P a g e The

3 | P a g e

service practice. i. Up to 500 cash/non-cash 3 | P a g e The contents of

The contents of this handbook are presented as a matter of information. The company reserves its rights to modify, change, disregard, suspend or cancel at any time, without written or verbal notice, all or any part of the handbook's contents as circumstances may require.

1.6.2
1.6.2
LEVEL TWO
LEVEL TWO

a. To recognizes sustained outstanding achievement or contribution above and beyond standard job requirements or suggestions leading to improvements in the work process, workflow, or in Guest service.

i. Up to 3000 cash/non-cash

1.6.3
1.6.3
LEVEL THREE
LEVEL THREE

a. To recognize an extraordinary achievement or extraordinary contribution requiring maximum effort that significantly impacted customer service and productivity that is not likely to repeat itself. i. Industrial Tour with spouse.

1.7
1.7
MANAGEMENT RESPONSIBILITY
MANAGEMENT RESPONSIBILITY

i. Each HOD shall determine how the policy is to be administered within their respective areas within the pre-allotted budget.

ii. A written plan will be developed that indicates the type of reward and recognition programs to be used, the nomination process, the criteria for determining the level of the award, the approval process, and the communication plan.

iii. The written plan will be reviewed by Corporate HR for adherence to the organization’s policy for recognition and approved at the level of CMD prior to implementation.

and approved at the level of CMD prior to implementation. 4 | P a g e

4 | P a g e

at the level of CMD prior to implementation. 4 | P a g e The contents

The contents of this handbook are presented as a matter of information. The company reserves its rights to modify, change, disregard, suspend or cancel at any time, without written or verbal notice, all or any part of the handbook's contents as circumstances may require.