PHEW!!!!

Developing a Reward and Recognition system 17819103910
SUMMER TRAINING REPORT
DEVELPOING REWARD AND RECOGNITION SYSTEM FOR BHARTI FOUNDATION

Submitted for Partial Fulfillment for the Award of the Degree of
MASTER OF BUSINESS ADMINISTRATION

(MBA)
UNDER THE GUIDANCE OF RAJESH.S. PYNGAVIL SUBMITTED BY HEENA DASAUR 17819103910
GITARATTAN INTERNATIONAL BUSINESS SCHOOL

(Affiliated to GURU GOBIND SINGH INDRAPRASTHA UNIVERSITY) ROHINI, NEW DELHI-110085
Gitarattan International Business School
Page 1
CERTIFICATE
This is to certify that the Summer Training Report titled Developing a Reward and recognition system for Bharti Foundation is an original work submitted by Heena Dasaur, Enrollment No.17819103910, MBA III semester student of Gitarattan International Business School (GIBS) under the guidance of institute for the award of degree/diploma. Mr. Rajesh. S. Pyngavil and the same has not been submitted to any other university or
Mr. Rajesh. S. Pyngavil Project Guide
Dr. S S Narula Director
Page 2
DECLARATION
I, Ms. Heena Dasaur, Enrollment no. 17819103910, MBA III Semester hereby declare that, the project report titled Developing a reward and recognition system for Bharti Foundation is an original work done by me under the guidance of Mr. Rajesh. S. Pyngavil and has not been submitted to any other university or institute for the award of any degree or diploma or fellowship.
Ms. Heena Dasaur Enrollment No. 17819103910
Page 3
ACKNOWLEDGMENT
First, I would like to thank my project guide Mr. M .M.H. Beg , D.G.M, H.R for giving me the opportunity to work on this project. His constant support & guidance has been invaluable in shaping up this project.
My sincere gratitude goes to Mrs. Anisha Das, Senior H.R executive who was always there to listen & advice. Her creative & valuable inputs at each and every stage of the project were a major key factor that helped me immensely to complete this project. I would also like to thank her for his patience & his constant encouragement that made me to strive harder & do my best.
I wish to place on record my gratitude to Dr. S.S. Narula, Director & Mr. Rajesh. S. Pyngavil, Program Coordinator, Gitarattan International Business School, New Delhi for their continuous encouragement & advice which were of immense help to me. I am also thankful to all teachers, non teaching staff and all my friends of the institute for their kind help. Lastly I would like to thank all those people who directly or indirectly helped in the successful completion of the project.
Heena Dasaur Enrolment No. 17819103910
Page 4
Chapter 1: Introduction Company profile List of companies under Bharti group Vision and Mission of the company Programs Awards and recognition Organizations structure R&R at Bharti Foundation Chapter2: Theoretical Framework Chapter3: research methodology and design Objectives of the study Purpose of the study Scope of the study Source of information Data collection tools Sample size Sampling method Limitations of the study Chapter4: Data analyses and interpretation Chapter5: Findings of the study Chapter6: Conclusion and recommendations References Appendix
9 10 11 18 19 20 21 22 27 40 40 40 41 41 42 42 42 43 44 60 62 66 67
TABLE OF CONTENT
Gitarattan International Business School Page 5
LIST OF TABLES
Table 1: Method of recognition preferred by employees Table 2: Preference for receiving recognition Table 3: Responses about preferred frequency of recognition Table 4: Recognition adds value to the employees Table5: Personal recognition over monetary recognition Table 6: Need for improvement in current R & R programme Table 7: Favoritism in the selection process Table 8: Recognition improves morale Table 9: Reward and recognition criterion understanding Table 10: Reward to be given above and beyond normal duties Table11: Preferred method of rewarding Table12: Most important aspect of reward and recognition
44 46 47 48 49 51 52 53 55 56 57 58
Page 6
LIST OF FIGURES
Organization Structure Figure 1: Method of recognition preferred by employees Figure 2: Preference for receiving recognition Figure 3: Responses about preferred frequency of recognition Figure 4: Recognition adds value to the employees Figure5: Personal recognition over monetary recognition Figure 6: Need for improvement in current R & R programme Figure 7: Favoritism in the selection process Figure 8: Recognition improves moral Figure 9: Reward and recognition criterion understanding Figure 10: Reward to be given above and beyond normal duties Figure 11: Preferred method of rewarding Figure 12: Most important aspect of reward and recognition
21 45 46 47 48 49 51 52 53 55 56 57 58
Page 7
EXECUTIVE SUMMARY
In todays competitive corporate scenario where there is a minimal level of differentiation between organizations, what makes a big difference in business success is the productivity and efficiency of the human capital of the organization. Organizations are consistently striving to develop the motivational and engagement activities in the organizations. Relevance of the study The generation Y is more concerned about pay packets because they want to attain high lifestyle at the earliest possible time. So retaining the talent becomes a crucial task for human resource management. Researcher considers that reward and recognition plays an important role in retaining talent and hence conducted a study on reward and recognition at Bharti Foundation. Researcher has completed this project titled DEVELOPING A REWARD AND RECOGNITION SYSTEM FOR BHARTI FOUNDATION after an in-depth analysis of reward and recognition. In this project researcher studied R&R at Bharti Foundation and how the company has benefited from it. Researcher did a primary data collection through self developed, structured and non standardized Questionnaires covering a sample of 50 people. In that researcher collected their views on how they consider R&R at Bharti Foundation. Secondary data was collected from various other sources. After evaluating the questionnaire major findings from the study were.
Employees preferred recognition to be given in group setting than in person. Employees are aware of the R& R criteria at Bharti Foundation. Employees consider that R& R adds value to the employees. Personal recognition was more preferred than monetary awards.
Researcher concluded that Reward and Recognition Policy of Bharti Foundation is exclusive and its the most vital motivation factor for the employees of the company as employees know that value of rewards is linked to their performance and therefore they work harder. This study helped in understands the strategies and steps followed for Reward and Recognition. Recommendations are also given which can be implemented within the organization.
CHAPTER-1 INTRODUCTION
Rewards for productive work have always been considered prime motivators of individual efforts and achievements. In early times, the reward came in the form of food and survival; but with the onset of money as a medium of exchange, these rewards have come in the form of monetary compensation also. Human resource management practices in general and reward management in particular, has been shown to be highly related to organizational performance. Reward and recognition is an imperative of an organization. Any change in the rewards can have a major impact upon employee motivation, commitment and performance which can improve organizations competitive position. Reward and recognition plays a crucial role in retention of the employees and Retaining the talent in the organization is the most decisive function of the human resource department. This is the reason for conducting a study on this topic. Designing a reward system that works In any type of business reward systems offer employees the incentive to perform more effectively and efficiently. Whether the rewards are financial, material, recognition based, or just beneficial they are important in helping to motivate employees in performing better and going above and beyond the minimum requirements.
Page 9
Reward and Recognition Policy of Bharti Foundation is the most vital motivation factor for the employees of this company. This study helped in understanding the strategies and steps followed for Reward and Recognition. And also through this study in depth knowledge of R& R has enhanced. Reward and Recognition plays a part in at least these areas.
Employee Satisfaction influencing retention and motivation Performance Management Creating a workplace environment that provides positive reinforcement of behaviors necessary to achieve results and business goals.
COMPANY PROFILE
Sunil Bharti Mittal founded Bharti Group. The company was founded along with two siblings in 1976. The company was not so famous in India by its own name, rather its brand names like AIRTEL and BEETEL, are household names in India. Bharti Enterprise is a large Indian business conglomerate headquartered in New Delhi, India, operating across India and in some other countries like Sri Lanka, Bangladesh, Jersy, Guernsey and Seychelles with expanding operations across Africa in Burkina Faso, Chad, Congo Brazzaville, Democratic Republic of Congo, Gabon, Ghana, Kenya , Madagascar, Malawi, Niger, Nigeria, Sierra Leone, Tanzania, Uganda and Zambia. In 1983, Sunil Mittal was into an agreement with Germanys Siemens to manufacture the companys push-button telephone models for the Indian market. In1986, Sunil Mittal incorporated Bharti Telecom Limited (BTL) and his company became the first in India to offer push-button telephones, establishing the basis of Bharti Enterprises. This first-mover advantage allowed Sunil Mittal to expand his manufacturing capacity elsewhere in the telecommunications market. Bharti Enterprises went public in 2002, and the company was listed on Bombay Stock Exchange and National Stock Exchange of India in 2003, the cellular phone operations were rebranded under the single Airtel brand. In 2001, Bharti acquired control of Hexacom and entered Rajasthan. In 2005, Bharti extended its network to Andaman and Nicobar. Bharti Enterprises has businesses spanning across telecom, retail, financial services, manufacturing and software
List of companies under Bharti Group
Bharti Airtel Ltd. Bharti Infratel Ltd. Bharti Retail Ltd. Bharti TeleTech Ltd. Comviva Technologies Limited Field Fresh Foods Pvt. Ltd. Bharti AXA General Insurance Company Bharti AXA Life Insurance Company Bharti AXA Investment Managers PVT. Ltd. Centum Learning Limited Bharti Foundation
Page 11
Bharti Group Companies

Bharti's primary industry is in the field of Telecommunications via its subsidiary companies Bharti Airtel(mobile telecommunications), Bharti Infratel (Passive Passive Telecom Infrastructure provider) and Bharti Teletech (wired telecommunication services, Comviva Technologies and PSTN telephone handsets). Bharti Airtel Ltd. Bharti Airtel Ltd is the 5th largest mobile operator in the world in terms of subscriber base and has a commercial presence in 19 countries. The Company is Indias largest integrated telecom company in terms of customer base and offers Mobile Services, Fixed Line services, Broadband & IPTV, DTH service named Airtel Digital Tv, Long Distance and Enterprise services. Bharti Infratel Bharti Infratel is owned by Sunil Bharti Mittal. The company erects and maintains towers for different telecom and Internet providers. Recently the company has taken P7 initiatives for the betterment of the environment. In India, Infratel has over 32,000 towers, across 18 states, and 11 Telecom circles, and still growing. Bharti Infratel also has a 42% stake in Indus towers which was created as a Joint Venture between Bharti Infratel, Vodafone and Idea to hive off the Towers business in 12 circles Bharti Retail Ltd. Bharti Retail Ltd. is a wholly owned subsidiary of Bharti Enterprises. Bharti Retail operates a chain of multiple format stores. The companys neighborhood format stores operate under the EasyDay brand and the compact hypermarket format under the Easy day market brand.
Recently the company has become more involved in the food economic sectors, with a joint partnership in the agricultural company Field Fresh.
Bharti Enterprises tied-up with Wal-Mart for opening a chain of retail stores all over India. Though the retail chain store venture is yet to see the light, the two companies, in August 2007, made a surprise statement that they have signed a wholesale cash-and-carry deal. The companies would open 10 - 15 cash-and-carry facilities over 7 years and would employ 5,000 people. Each store would occupy 50,000-100,000 square feet. The other retail companies of Bharti group are Bharti Retail (Holdings) Private Limited, Bharti Retail Resources Private Limited and Cedar Support Services Ltd.
Bharti TeleTech Ltd. Bharti Teletech is Indias leading telecom & allied products company. It is one of the largest manufacturers of landline telephones in the world. With a strong distribution network across the country, the company is also the primary distributor of IT and Telecom products from international brands such as Motorola , Blackberry, Thomson, Polycomm, Transcend, and Logitech. Comviva Technologies Limited Comviva Technologies Limited is an India based organization providing VAS solutions for mobile operators around the world. Comviva was formerly known as Bharti Telesoft and took on the Comviva branding in April 2009. Field Fresh Foods Pvt. Ltd. Field Fresh Foods Pvt. Ltd. is a joint venture between Bharti Enterprises and DMPL India Ltd. (a subsidiary of Del Monte Pacific Ltd.). The company offers fresh fruits & vegetables and pccgprocessed foods & beverages in the domestic as well as international markets.
Page 13
Bharti AXA General Insurance Company Bharti AXA General Insurance is a joint venture between Bharti Enterprises and AXA, world leader in financial protection and wealth management. The company was incorporated in July 2007. Bharti AXA Life Insurance Company Bharti AXA Life Insurance Company Ltd. is a joint venture between Bharti Enterprises and AXA, world leader in financial protection and wealth management. The company offers a range of life insurance and wealth management products. Bharti AXA Investment Managers Pvt. Ltd. Bharti AXA Investment Managers Pvt. Ltd., an asset management company in India, is a joint venture between Bharti Enterprises, AXA Investment Managers (AXA IM) and AXA Asia Pacific Holdings (AXA APH). Centum Learning Limited Centum Limited (formerly Bharti Learning Systems Limited), a wholly owned subsidiary of Bharti Enterprises, is a learning and development organization that specializes in the customer experience arena. Centum Learning, a Bharti Associate Company, provides end-to-end learning and skill-building solutions aimed at impacting productivity of businesses and the nation at large. Besides, it also provides higher education to youth for transforming the face of modern India. In the learning domain, Centum Learnings solutions cover the entire spectrum ranging from Learning Process Outsourcing, Custom Content Development, Training through Blended Learning Programs, Executive Coaching and Performance Coaching to Process Management and Certification.
Centum Learning has recently entered into a strategic collaboration with Bharti Airtel, Africa to enhance productivity & business outcome across 16 countries in Africa. Centum Learning's unique strength lies in its rich experience in the learning and development domain across different industry verticals. With more than 400 learning and development specialists located pan India, Centum Learning currently works with Bharti Airtel and other Bharti Group companies like Bharti AXA Life Insurance, Bharti AXA Investment Managers,
Bharti Walmart, Bharti Retail, Bharti Infratel, Comviva Technologies, Bharti Del Monte, Bharti Realty and Bharti Foundation to impact business goals in a dynamic environment. Bharti Realty Bharti Realty Private Ltd. is the in-house Real Estate Arm for Bharti Group and facilitates by extending support to the Group Companies for Identifying, Developing and Maintaining Quality Real Estate in line with their Business Models. Bharti Foundation Bharti Foundation was set up in 2000, with the vision, To help underprivileged children and young people of our country realize their potential. It aims to create and support programs that bring about sustainable changes through education and the use of technology and information.
AIMS AND ESTABLISHMENT

Bharti Enterprises, being a socially conscious corporate citizen, recognizes its responsibility of partaking in the development of the country. It aims to create and support programs that bring about sustainable changes through education and the use of technology and information.
BHARTI FOUNDATION, the philanthropic arm of Bharti Enterprises was established in 2000 with a vision "To help underprivileged children and young people of our country realize their potential". BHARTI FOUNDATION is an organization established under the Laws of India with charitable status pursuant to a "Deed of Trust.
Page 15
As a first step towards fulfilling the vision of the Government and the leadership of the country, Bharti has kick-started its voluntary and affirmative action in making significant contribution to provide education to the weaker sections of the society, so as to make them employable. We need to ensure that our children and young people have access to quality education. Through Bharti Foundation we are determined to make a substantial impact in this area.
At Bharti Enterprises, there is absolute belief in quality education being the most important tool for social and economic development in India. Thus, Bharti Foundation was set up in 2000 as the philanthropic wing of the Bharti Group of Companies to bridge the existing education divide and make quality education accessible to all underprivileged children across rural India. The Foundation aims to help underprivileged children and young people of our country realize their potential.
All educational programs initiated by Bharti Foundation involve close partnerships with the government, policy makers, local communities and the general public. These education programs aim to make to a difference in the lives of thousands of underprivileged children and youth, allowing them to become employable citizens of the future and contribute to the economic growth of the community. Bharti Foundation implements education programs in primary and higher education to help both holistic and academic development of underprivileged children and youth across the rural pockets of India. The primary school program is designed to teach students to explore, question, reason and communicate effectively. This helps them connect with their own community and stay rooted to their local culture. The senior school program will train students in vocational skills to help them emerge as employable citizens and contribute to community development.
Page 16
VISION AND MISSION
VISION To help underprivileged children and young people of our country realize their potential. MISSION Committed to creating and supporting programs that bring about sustainable changes through education and use of technology
VALUES OF THE COMPANY
Page 17
People contribute when they relate to an organization and they relate when they understand the organization. People understand an organization through its values by experiencing the culture that values create and by using the system and processes that values define. In large organization, such shared understanding cannot be created through leadership of individuals alone; it requires leadership of principles, of beliefs, of conviction. Integrity, commitment, passion, seamlessness, speed. These together constitute what they call their value.
PROGRAMS
Primary Education Satya Bharti School Program
Higher Education Bharti School of Telecommunication Technology and Management. IIT Delhi Bharti Centre for Communication. IIT Bombay Bharti Centre for Entrepreneurial Initiatives Bharti Scholarship and Mentorship Program
Past Program
Bharti Library and Activity Centers Bharti Computer Centers Mid-Day Meal Program
AWARDS AND RECOGNITION
Social and Corporate Governance Award Bharti Foundation, the philanthropic arm of Bharti Enterprises, was awarded the Social and Corporate Governance Award for Best Practices in Corporate Social Responsibility, 2008 on February 06, 2009. The award was presented by Mr. Arun Arora, Chairman, World HRD Congress and President, Times of India Group at a special ceremony at Taj Land's End, Mumbai, on February 05, 2009. Indian NGO Award Bharti Foundation, the philanthropic arm of Bharti Enterprises, was awarded the winner in the Regional Winner- Large, (North) category at the Indian NGO Awards 2008. The awards are a joint initiative of Resource Alliance and the Nand and Jeet Khemka Foundation. Economic Times Corporate Citizen sof the Year Award 2010.
Bharti Foundation has been awarded the Economic Times Corporate Citizen of the Year 200910. The award seeks to honor the contribution to public good through commitment to critical social causes that influence the lives of thousands of people all over the country. Bharti Foundation was awarded for its education initiative, The Satya Bharti School Program, which provides free quality education to underprivileged children, with a special focus on the girl child, in the rural pockets of the country. The Indian Education Award 2011 Bharti Foundation was awarded the Indian Education Awards 2011 in the category of Best NGO for Excellent Work in Elementary Education in New Delhi on April 22, 2011. The Award, presented by Franchise India and Zee Business in association with KPMG, the Knowledge Partner, honours the Satya Bharti School initiative of Bharti Foundation. Mr. Vijay Chadda, CEO, Bharti Foundation received the award for the program.
ORGANIZATION STRUCTURE
Page 20

CurriculumHead RegionalResource RegionalHead Admin Head Projects/ Communication Legal HeadHead Training Head IT Head Program CEO Constr uction & and Primary Mobilization Finance Curriculum Pb,UP,TN Management Procurement HR Development Haryana QM +Rajasthan Training and Partnership Alliances
Page 21
THE REWARD AND RECOGNITION SYSTEM FOR BHARTI FOUNDATION
The reward system in Bharti Foundation is majorly bifurcated into two sections: R& R for Non-Teaching staff. R& R for Teaching Staff.
R& R for Non-Teaching staff:

1. Wow awards
Eligibility: Non teaching staff
Criteria: accomplishment of any important assignment/task(Going an extra mile)
Award: Vouchers worth Rs. 750 to 1000/- like (Pizza coupons, Movie show ticket, Dinner for two etc.)
Page 22
2.Excellence Award Eligibility Outstanding CC for achieving excellence in schools operations for the year 200910 Outstanding DC for achieving excellence in schools operations for the year 200910
No. of Excellence Award - Outstanding CC - Outstanding DC : : 3nos 1 no.
Criteria -Outstanding CC : % of the school A category Innovation to enhance student learning Extra initiatives taken for teachers development No. of teachers concerns resolved in a satisfactory manner
-Outstanding DC
: % of schools in A category Degree of Innovation Teacher retention
Page 23
No. of employees
(teachers and non teaching staff)
concern
resolved in a satisfactory manner
Award: Outstanding CC : Certificate and gift cheque Rs. 5000/Outstanding DC : Certificate and gift cheque Rs. 10000/-
3.Long Service Award
Eligibility: Non teaching staff
Award Criteria: completion of 5 year of service
Award: Memento worth Rs. 5000/-
4. Spot the Hero
Eligibility: Non teaching staff Award Criteria: Instant Recognition for going an extra mile in day to day work Award: Rs. 200/-
R& R For Teaching Staff:

To Create a culture wherein we: Recognize & reward individuals and teams for their exceptional contribution to the School, in a timely and effective manner. Provide a continuum of opportunities to acknowledge and recognize employees and teams. Recognize that each individual can make a difference.
Bharti Foundation Reward and Recognition Program are classified under the following categories:-
S No
Award
Frequency
Amount
Recognition population)
of
Excellence
(5%
of Bi-Annual
1100/-
Outstanding Teacher (One/district)
Annual
2100/-
Outstanding Head Teacher (One/district)
Annual
3100/-
Top
Three
Schools
across
Bharti Annual
1100/- per person
Foundation
PROBLEMS IN THE R&R PROCESS OF BHARTI FOUNDATION

Bharti Foundation has approximately 1500 employees across 245 locations across India. Managing and motivating such a spread work force is a challenge for any organization. To have the best for the work force a solid and systematic Reward and Recognition system needs to be in place. The Problem here was to design a Reward and Recognition system for Bharti Foundation so as to keep the motivation and engagement level of employees at the optimum level.
CHAPTER-2
THEORETICAL FRAMEWORK
REWARD MANAGEMENT
Reward management is about the development, implementation, maintenance, communication, and evaluation of reward process. These processes deal with the assessment of relative job values, the design and management of pay structures, performance management, paying for performance, competence or skill, the provision of employee benefits and pension, and management of reward procedures.
OBJECTIVES OF REWARD MANAGEMENT

Reward people according to what the organization values and want to pay for. Reward people for the value they create for their organization. Reward the right behaviors and actions of the employees in order to reinforce appropriate behaviors and outcomes. Foster and maintain a high performance work culture. Motivate employees in order to obtain their commitment and engagement. Attract and retain talents the organization needs. Emphasize the right mix of financial and non-financial rewards. Develop a positive employment relation and psychological contact.
COMPONENTS OF REWARD SYSTEM
Page 27
An organizations reward system comprises three components-financial reward, nonfinancial reward, and psychological satisfaction. In designing an effective reward and compensation system, all three elements must be carefully considered, as detailed below
Financial Reward- financial reward is direct monetary reward encompassing the payment of cash compensation to employees for work accomplished or efforts expanded. Examples are salary, wage, incentives, commission etc.
Non financial reward- Non financial reward are indirect monetary rewards and include those items of financial value the organization provides to employees that do not result directly in employees receiving spendable cash. Examples are medical insurance, life insurance, subsidized canteen, subsidized transport, free uniforms etc.
Psychological satisfaction- This form of reward includes opportunities to perform meaningful work, social interactions with others in the workplace, job training, career advancement opportunities, recognition, employer brand etc.
LINKAGE OF PERFORMANCE MANAGEMENT TO REWARD AND COMPENSATION SYSTEM
Page 28
The purpose of reward management as an element of the delivery system is to attract, retain, and motivate the employee in order to achieve the organizational objectives. Therefore, in order to compete successfully in this highly competitive world, organizations and their employees have to continuously perform at higher reward is structured certainly influences the level of performance, at both the individual and organizational level. Effective alignment of reward strategy and business strategy can change behaviors, focus decision, and help human resource fulfill its role as a strategic business partner. Thus congruency between the reward system, the individual employees, organizational characteristics, and environment increases performance. Therefore performance linked reward strategies need to be formulated and firmly footed to the overall business strategy of an organization by
Recognizing individual contributions to the organization by rewarding key performers. Developing performance oriented compensation plans that are appropriate for different levels and classes in an organization. Designing a compensation plan that motivates key performers to make decision that are in the best interest of the organization.
What is Recognition?
Employee recognition is a communication tool that reinforces and rewards the most important outcomes people create for your business. When you recognize people effectively, you reinforce, with your chosen means of recognition, the actions and behaviors you most want to see people
repeat. An effective employee recognition system is simple, immediate, and powerfully reinforcing. Employees not only want good pay and benefits, they also want to be valued and appreciated for their work, treated fairly, do work that is important, have advancement opportunities, and opportunities to be involved in the Company. Recognition and rewards play an important role in work unit to attract and retain their employees. It is the day-to-day interactions that make employees feel that their contributions are appreciated and that they are recognized for their own unique qualities. This type of recognition may contribute to high morale in the work environment. So, its extremely important that managers, who communicate the Company goals to employees, are included in the development of recognition programs.
The organization that can differentiate between, and effectively fulfill, all three levels of concerns (senior management, employees, and managers of the program) may achieve levels of performance they may never have thought possible. In addition, an effective recognition program should meet several essential criteria: a) The recognition program does not exclude any employee
b) The employees know exactly what should be accomplished in order to earn recognition
and rewards c) The manager's success is tied to the employees' success
A good reward must be SMART! That means that rewards should be:
Sincere- Above all else, a good reward should reflect a genuine expression of appreciation. Token acknowledgements leave something to be desired.
Page 30
Meaningful-To endure a motivating influence, rewards should be aligned with the values, goals, and priorities that matter the most.
Adaptable -.The diverse workplace demands alternatives. Consider creative options to keep your program fresh. No single reward format works for everyone all the time.
Relevant- Some personal dimension is essential to a good reward. No matter how formal or informal, expensive or affordable, the relevance of any recognition will be improved with a personal touch - - its a little thing that makes a big difference.
Timely- It is important that rewards respond to the behavior they are intending to reinforce. Dont let too much time pass or the reward may be devalued and credibility eroded.
Key Points to Remember - Elements of Successful Reward and Recognition Program

A. Link behaviors that are to be recognized and awarded to the organizational Mission. In order for a rewards and recognition program to survive and be cost effective, it should contribute to the accomplishment of the organizational mission.
Page 31
In attempting to design and develop an effective program, it is helpful to remember that the wants, desires, needs and values of the entire employee population are not identical. Steer clear of developing and designing a program that assumes that every employee wants the same rewards for a job well done, even though there are significant differences in their jobs, work locations, and work environment. Several elements constitute a good program.
Design the program so employees receive recognition and rewards as soon as possible Use a variety of rewards: a mix of monetary, non-monetary, and recognition leave Provide many opportunities for reinforcement Find items that are motivating to a wide range of employees in the organization or Provide employees with various choices
B. Train all levels of management. All managers and supervisors should be trained on:
Stressing the importance of the program and how it can impact the bottom line Providing employees an understanding on how they can impact the organization's goals and drive the business to success Discussing the approach for managing and rewarding both individual and team performance Explaining how the program works and how employees can receive recognition Learning ways to motivate and inspire others Learning how to communicate needs, expectations, and goals clearly
C. Communicate the program's existence. Deciding how to communicate the the program depends largely upon the culture of the organization and the various types of media readily available--training, staff meetings, policy and procedures, intranet, email, newsletter, fliers. Plan a time to meet with employees and review the program's progress and solicit verbal feedback on how the program is working. It is a rare program that works without some changes in the design or process. Use the meeting to find out if employees truly understand how the
program works and whether or not the rewards currently being used are indeed of value to the recipients. D. Evaluate the programs effectiveness . All programs should be evaluated at least on an annual basis in order to ensure that the program's goals and objectives continue to be effective, are fresh and align with the work unit or objectives. Step-by-Step Guidelines to evaluate the programs effectiveness
Step One Target Your Audience Step Two Choose the Goal Step Three Build a Budget Step Four Develop Criteria Step Five Choose the Awards Step Six Communicate the Program Step Seven Present the Award(s) Step Eight Evaluate the Program
STEP ONE TARGET YOUR AUDIENCE Each work unit should have a specific audience to target. Also, as the manager, ask yourself:
What type(s) of work and jobs? How many employees? Who are they? What motivates each person individually? Do we provide team, individual or both types of recognition? How are recognition programs communicated? What are our employees recognized for? How do our employees receive recognition?
Page 33
STEP TWO CHOOSE THE GOAL This step involves checking whether the goals set by the management are achievable or not.? What happens if a large number of the participants cannot attain the goals? Are there any other factors, which could hinder the desired outcomes? Are your current recognition methods sufficient? Determine if you need to redesign your existing program or design a new one. Include supervisors and employees .Identify the types of rewards (monetary, non-monetary ) Below are a variety of recognition and reward programs that you may want to consider for your work unit or Company. Safety achievement Honoring separating employees/long-term employment Creativity in new and innovative methods and procedures Superior performance Employees of the week, month, quarter, year Positive attitudes High levels of skill Team players Initiative to get the job done
STEP THREE BUILD A BUDGET When developing your budget consider the following items in your estimate:
The costs of the promotional materials The potential number of recipients The costs of the awards The presentation type (formal/informal; location) The number of people expected to attend the award presentation The costs of food, facilities, decorations, equipment, etc. The costs for the presentation ceremony The costs of training managers and supervisors
Page 34
STEP FOUR DEVELOP CRITERIA Develop the criteria, usually written, that participants need to meet to succeed in the program. Be sure to include specific and straightforward goals that have some stretch, because it is unlikely that all employees will achieve the goals.
Be specific about the timeframe for which the goal must be completed. Employees must be communicated when the goal is to be achieved. A benchmark can set so that employees know what is to be achieved and when. Create a measurement system that is understood by employees, viewed as fair, and quantifiable. You may consider using a focus group and ask for feedback on how specific jobs are measured. Consider how often progress is reported (daily, weekly, monthly, quarterly). Send reports on a regular basis to keep interest levels high.
STEP FIVE CHOOSE THE AWARDS Based on completion of the budget step, you may determine whether multiple choices are available to the recipient. Look at a variety of options within a certain price range that provide a good opportunity to meet the individuals interests. Choosing awards is one of the most important steps in the success of your program. If the reward chosen does not motivate or inspire employees to achieve the stated goal, the program may have less participation and not achieve the level of success expected. STEP SIX COMMUNICATE THE PROGRAM Program communication is essential from the start up and should be ongoing. Rationale and results of the new program should be clearly communicated. There should
Page 35
be a clear link between what the target audience is rewarded for and the work unit or s priorities. Ensure that everyone understands the relationship between his or her improvements and rewards. Ask employees to compare old and new programs. STEP SEVEN PRESENT THE AWARD(S) Take the opportunity to let employees know what their individual achievements or Team accomplishments are and the type of rewards available. This can be Accomplished by verbal, written, E-mail or Intranet communication:
One-on-one with the employee In the immediate group or work unit In an -wide meeting
STEP EIGHT EVALUATE THE PROGRAM Its important to measure the success of your recognition program by considering both tangible and intangible results. Ask for feedback from upper management, and your supervisors and employees (participants and non-participants). Distributing an employee assessment survey prior to and during the program initiative also may be worthwhile Consider developing a survey or informal set of questions using the information Listed below: Employee Reaction Did employees clearly understand the program and its objectives? Was the workgroup excited about the program? Did employees like the rewards or activities provided?
Page 36
What did employee participants and non-participants like/dislike about the program? Did the program clearly explain how and why you should recognize others? Were the guidelines clear and communicated well? Was the nomination and award process understood? What was everyones favorite part of the program? Are recognition tools being used more often? How frequently do you, as a manager, and your supervisors recognize their employees? Did we meet our less tangible goals improving morale, fostering loyalty, and inspiring suggestions? Is an appropriate level of recognition given for the behavior?
How well is the program understood?

How has behavior changed?
IDEAS TO HELP MEET YOUR BUDGET

No/Low Cost Recognition Ideas These ideas are limited only by your own imagination and creativity. Here are a few ideas that are low cost to implement.
Personal thank you, thank you notes or emails good deed awards Post on recognition board, bulletin board, newsletters, web site Hall of Fame pictures of your employees Submit article to Intranet for viewing Submit article to local/regional/national newspaper regarding employees achievement Scrapbook with pictures of achievements throughout the year Ask a senior manager to attend your staff meeting when you recognize employees for their achievements
No/Low Cost Recognition Ideas (continued)

Recognition lunch Informal party coffee/Danish or cookies/drinks or ice cream Gift certificate to restaurant Traveling trophy (and how about a photo of the manager congratulating the award recipients) Certificate or plaque Mugs, pens, tee shirts, etc. with team or logo Inexpensive gift related to employees hobby Flowers Certificate for CDs or Books Movie Tickets Inclusion in special project Alternate work schedules Opportunity for cross-training Recognize outstanding skill or expertise by allowing employee to mentor another Rotate the responsibility for being the unit representative at meetings
Moderate/Higher Cost Recognition Ideas If you are in the fortunate position of having funding to spend on recognition and rewards, only your available budget and creativity limits this category! These suggestions tend to be more expensive and in some situations more time consuming. Be imaginative when thinking about developing rewards that your employees will value appreciate! Savings bonds Gift Certificates Trophy Clocks Cash bonuses Time off Jewelry Enrollment in seminar or additional training Catered lunch Annual Picnic
Page 38
and
An excursion for the department night out for dinner, bowling, sports event, etc
CHAPTER 3 RESEARCH METHODOLOGYAND DESIGN
Research methodology is a careful investigation for inquiring in a systematic method and finding solution of a problem. It comprises the defining and redefining of problem formulating hypothesis, collection and evaluating data, making detection and reaching conclusion.
OBJECTIVES OF THE STUDY
To study the concept of Reward and Recognition. To study the Current Reward and Recognition program at Bharti Foundation To study the effectiveness of the reward and recognition in the performance of the employees. To know the perception of the employees regarding reward and recognition techniques at Bharti Foundation.
Page 39
To study the feedback and suggest possible measures of improvement.
PURPOSE OF THE STUDY

An organization can use reward recognition as a strategic measure to show employees that their contribution to the organization is recognized, and in so doing, influence their motivation and job performance. Based on the findings of the research, the organization could improve and encourage the use of effective recognition in the feedback process of the performance management system. The findings of this research study could also influence the company to consider a more structured approach to recognition that would enable the high performance culture it strives to attain.
SCOPE OF THE STUDY:

The scope/range of this project report is not too far stretching to the whole of Bharti Group Of Companies, rather it only covers the reward and recognition programs conducted By Bharti Foundation for its employees. This project mainly deals with the present method of Reward and recognition followed at Bharti Foundation. This project covers Reward and recognition methods and excludes all other human resources activities of the company and included employees who are working at Gurgaon office only.
SOURCE OF INFORMATION:
Primary data: Data is collected for the first time, hence is fresh & happens to be original in nature. In this research study the primary instrument used for the collection of data was the questionnaire. .
Page 40
Secondary Data: The data is collected & processed information by some other person or organization. Secondary data collected from the official website of company & from reference books and the internet.
DATA COLLECTION TOOL:

For the purpose of data collection Self developed, structured and non standardized questionnaire is used. Questionnaire is present there in the appendix of the project. Questionnaire is prepared on the parameters used in the study like recognition preference, frequency of recognition, personal recognition etc.. After developing questionnaire, for satisfying the purpose of study, the questionnaires were distributed among different level of employees at lower and middle level of management of the company. After collecting their views the researcher was able to proceed further in our project.
SAMPLE SIZE
The sample size of a statistical sample is the number of repeated measurement that constitutes it. It is typically denoted n, and is a non-negative integer. This refers to the number of items to be selected from universe to constitute a sample. Here the universe constituted of total number of employees at Bharti Foundation that is 100. Researcher took 50 as the sample size which is 50% of the universe. The survey has been conducted on this sample size of 50. This sample size consist of management ( executives and senior executives).
SAMPLING METHOD
Page 41
Probability sampling is used in exploratory research, because each element in the population has an equal and independent chance of selection in the sample. Choice of an element in the sample is not influenced by other considerations such as personal preference of the researcher. In this research choice of one element is not influenced by the choice of another element. Under probability sampling, simple random sampling is used by the researcher because each element in the population is given an equal and independent chance of selection
LIMITATIONS OF THE STUDY

1) The study was limited only to the city of Delhi 2) The study was conducted only for a short period of one month 3) The study is based on the assumption that information provided by the respondents is true 4) The sample size taken was only 50
5) Results of findings may not be generalized to the other business units outside of the
organization. However, the business unit could use the outcomes of the research study to revisit its current reward and recognition programmes.
Page 42
CHAPTER 4 ANALYSIS& INTERPRETATION

In this chapter responses to the self developed structured questionnaire on reward and recognition will be analyzed and rated in percentages. For each of the 12 question table and figure is drawn and analysis is made on the basis of responses given by the respondents.
Table 1 Method of recognition preferred by employees

Recognition preference Group setting One-on-one setting In writing Total No. of respondents 23 15 12 50 Percentage 46% 30% 24% 100%
Page 43
Figure 1 Method of recognition preferred by employees
Analysis From the above and table1 and chart1 can see that 46% of people prefer recognition to be given in group setting.30% prefer recognition to be given in one-on-one setting and remaining 24% prefer recognition to be given in writing. It implies that group setting is given more Preference than the other forms. Inference From the above result it is clear that group setting is the most preferred way of recognition. Employees prefer to be recognized in front of their peers and group members as it will give them sense of recognition and motivation to perform even better.
Table 2 Preference for receiving recognition

Recognition by My peers My managers No. of respondents 14 25 Percentage 28% 50% 22% 100%
My managers manager 11 Total 50
Page 44
Figure 2 Preference for receiving recognition

Analysis From the chart2 and table 2 above we find that 25 out of 50 respondents prefer recognition to be given by their manager. 14 out 50 prefer recognition to be given by their peers and remaining 11 prefer recognition to be given by their managers manager. Inference Employees prefer recognition by their manager rather than managers manager and peers because employees are in constant touch with their manager than managers manager. Employees know what manager expects from them.
Table 3 Responses about preferred frequency of recognition

Frequency recognition Daily weekly occasional Total 8 33 9 50 16% 66% 18% 100% of No. of respondents Percentage
Figure 3 Responses about preferred frequency of recognition
Analysis From the responses gathered from people in above table 3 and chart 3 we find that 33 out of 50 respondents prefer weekly recognition. Occasional and daily recognition are given less preference.
Inference From the above result inference can be drawn that employees prefer weekly recognition. The
more often organization thank, appreciate, recognize and congratulate their colleagues and peers, the more likely that team, division and ultimately company will succeed.
Table 4 Recognition adds value to the employees

Value to employees Agree Disagree No answer Total No. of respondents 31 5 14 50 Percentage 62% 10% 28% 100%
Figure 4 Recognition adds value to the employees
Analysis From the above table 4 and chart 4 we find 62% of the respondents believe that reward and recognition adds values to the employees. They believed that they are praised and respected for their contribution at Bharti Foundation. Inference From the above analyses inference can be drawn that Bharti Foundations R& R adds value to the employee. This shows that most of the employees are satisfied with current R&R program.
Table 5 Personal recognition over monetary recognition
Page 46
Personal importance
recognition No. of respondents over
Percentage
Monetary award Agree Disagree No answer Total 27 18 5 50 54% 36% 10% 100%
Figure 5 Personal recognition over monetary recognition
Analysis From the above table 5 and chart 5 we can find that, 27 out of 50 people consider that personal recognition is more important over monetary award. 18 out of 50 people consider monetary award more important than personal recognition. While money can be an important way of letting workers know their worth to the company, it tends not to be a sustaining motivational force to most individuals. In other words, salary raises And bonuses are nice, but they seldom motivate people to do their best on the job on an ongoing basis.
Page 47
Inference From the above result it can be seen that 54% employees prefer personal recognition over monetary award, it may be because their primary need is their self esteem needs. While 36% prefer monetary award, their primary focus are their physiological needs.
Table 6 Need for improvement in current R & R programme

Need of improvement Agree Disagree No answer Total No. of responses 17 26 7 50 Percentage 34% 52% 14% 100%
Figure 6
Need for improvement in current R & R programme
Analysis From the above table 6and pie chart 6 we find that more than half of the respondents do not feel the need of improvement in current reward and recognition at Bhati Foundation. While 34% agree for the need of improvement, which shows that there is a scope of improvement. Inference Above analyses shows that R&R at Bharti Foundation is effective and Employees are satisfied with it.
Table 7 Favoritism in the selection process

Favoritism in the No of responses selection process Agree Disagree No answer Total 11 35 4 50 22% 70% 8% 100% Percentage
Figure 7 Favoritism in the selection process
Analysis
Page 49
From the table 7 and chart 7 we find that Reward and recognition program at Bharti Foundation is fair. 70% of the respondents disagree when asked about favoritism in the selection process. Only 11% agreed that there is favoritism in the selection process.
Inference From the above figure 7 and table 7 we find the there is no favoritism in the selection process. This shows that Bharti Foundation follows vivid and transparent R & R system which is unbiased.
Table 8 Recognition improves morale

Recognition improves Morale Agree Disagree No answer Total No. of respondents 38 10 2 50 Percentage 76% 20% 4% 100%
Figure 8 Recognition improves morale
Analysis From table 8 and chart 8 we can find that almost 75% of the respondents think that recognition improves employee morale. It has been proven over and over again that recognizing employees
and treating them with respect will improve the morale which will improve productivity. The entire environment begins to shift when managers begin to personally recognize employees for their contributions in ways that are meaningful to the employees. The atmosphere becomes collaborative, the employees no longer fear being called to the managers office, and the employees automatically begin opening up with innovative ideas and suggestions.
Inference From the above result we find that recognition improves morale of most of the employees. Studies have shown that recognition plays an important role in motivating an employee and its performance.
Table 9 Reward and recognition criterion understanding
Page 51
Criterion understanding Yes No Total
No. of respondents
Percentage
47 3 50
94% 6% 100%
Figure9 Reward and recognition criterion understanding
Analysis From the above graph9 and table 9 we find that more than 90% of the respondents are aware of the reward and recognition criteria at Bharti Foundation. This implies that criteria for R&R is communicated properly among the employees which is an important for any R&R program. Inference Bharti foundation communicates its R&R effectively within the organization. Results show that most of the employees are clear of the criteria they follow for R&R.
Table10 reward to be given above and beyond normal duties

Reward "above and No. of respondents Percentage
beyond" normal duties Yes No total 39 11 50 78% 12% 100%
Page 52
Figure10 reward to be given above and beyond normal duties
Analysis From the table 10 and chart 10 people 39 out of 50 people that is 78 % agree that reward should be given to employees who work above and beyond normal duties. Inference Employees appreciates being for working above normal duties. If an employee woks beyond the normal duties than rewarding him will motivate as well as improve his morale.
Table 11 Preferred method of rewarding

Methods of Rewarding Giving Store Vouchers Giving cash prizes Giving articles Organizing holiday trips Total No. of respondents 13 22 9 6 50 Percentage 26% 44% 18% 12% 100%
Figure11 Preferred method of rewarding
Analysis
From the responses gathered we find that in table 11 and chart 11 44% employees prefer cash prizes and 26% prefer store vouchers. 18% prefer Articles and 12 % prefer holiday trips which are comparatively less in wheightage. Inference Cash prizes are given more preference because it would help employee meet their day to day needs. Cash prize is something they can use according to their wish rather than other rewards.
Table 12 Most important aspect of reward and recognition

Most important aspect Support culture change Encourage loyalty Increase retention Increase employee morale Motivate high performance Create a positive No. of respondents 3 8 4 16 11 work 8 Percentage 6% 16% 8% 32% 22% 16%
environment Total 100%
Figure 12 Most important aspect of reward and recognition
Analysis
Page 54
From the chart 12 we can conclude that 32% of respondents believe that most important aspect of reward and recognition is to increase employee morale while 22% believes that it motivates High performance while 16% agreed that it encourages loyalty and creates positive work environment. Very few agreed on the fact that it supports culture change and increases retention.
Inference Recognition and rewards improves employee morale and encourage the employee to perform even better next time. It gives employees sense of satisfaction that they have achieved something and recognition in front of their peers.
CHAPTER- 5
FINDINGS & SUGGESTIONS
The main findings from the research are:
46% of the population preferred recognition to be given in group setting than in person.24% preferred recognition in writing and 30% in one on one setting.
Through the survey made, it was found out that 66% of the people prefer weekly recognition 16% preferred daily and 18% preferred occasional recognition.
Almost all the respondents that is 94% are clear of the reward and recognition criteria at Bharti Foundation.
54% of the respondents preferred personal recognition over monetary award. 62% of the respondents agreed with the fact that reward and recognition at Bharti Foundation adds value to the employees.
78% of the respondents think that reward must be given above and beyond normal duties. Cash prizes and store vouchers were most preferred way of rewarding by the employees. Most of the respondents agreed with the fact that most important aspect of reward and recognition is that it increases employees morale and motivates high performance
50% of the respondents preferred recognition to be given by their manager and 28% preferred recognition by their peers and rest preferred recognition by their managers manager.
Page 56
52% of the respondents think that there is no need of improvement in current reward and recognition system while 34% feel the need of improvement.
70% of the respondents think that there is no favoritism in the selection process. 765 of the respondents think that recognition improves morale of the employees while 20% do not agree with this.
CHAPTER- 6
CONCLUSION AND RECOMMENDATIONS

CONCLUSION
Reward and Recognition Policy of Bharti Foundation is exclusive and its the most vital motivation factor for the employees of this company. This study helped me understand the strategies and steps followed for Reward and Recognition. And also through this study my in depth knowledge of R& R has enhanced. Following few lines will give a brief of this study and objective of this study. Reward and Recognition plays a part in at least these areas Employee Satisfaction influencing retention and motivation Performance Management creating a workplace environment that provides
positive reinforcement of behaviors necessary to achieve results and business goals The success criteria of reward systems: As part of Employee Satisfaction, here are criteria for successful reward systems: 1. 2. 3. Match the reward to the person Match the reward to the achievement Be timely and specific
As Performance Management, here are some suggested criteria for successful reward systems: Reward systems need to focus efforts on serving the customer (internal or external). Reward systems need to enhance collaboration within the workplace. A popular slogan for managing and evaluating success criteria is SMART Specific, Meaningful, Achievable, Reliable, Timely. Conclusion: After the whole study it can be concluded that Reward and Recognition policy at Bharti Foundation is tremendous. The successful Reward and recognition of this company is due to As part of Employee Satisfaction, here are criteria for successful reward systems: 1. 2. 3. Match the reward to the person Match the reward to the achievement Be timely and specific
Page 58
Formal Rewards: Recognizing Achievements outside the Company While this study showed that formal rewards programs are not as motivating to individual employees as more specific, personal forms of recognition, formal programs still can be very valuable to companies. Such programs are useful for formally acknowledging significant accomplishments, especially as they span a long period. Formal rewards also can lend credibility to more spontaneous, informal rewards used daily by managers in an organization. Recommendations: Employees should know all the reward programs in the company for that proper There should be clear visibility of job and value of that job by each employee so that HR policies should be told clearly on the day of induction. Some more rewards can be given, since most of the rewards given in this company are Frequent town hall meeting should be held. communication should be done by HRD. he can feel motivated and perform well.
based on performance, like rewards on the basis of behavior, etiquette.
RECCOMENDATIONS FOR BHARTI FOUNDATION
Twelve rewards were developed for the employees . The following are the rewards:
Page 59
1. PAT ON THE BACK: This is a performance based spot reward designed for an individual. The reward frequency is throughout the year, as and when the person is identified. The reward covers all the employees and the reward nominations are made by the immediate superiors. The main criterion on which the reward will be based are 1) Extraordinary Performance 2) Managing Crisis 3)Support in implementation of other activities in the field 4)Any extraordinary positive action from the employees. The reward will be a gift coupon for a latest movie family ticket along with family dinner.
2. CALM (CAREER AND LIFE MANAGEMENT): This is an activity based planned
reward for an individual. The reward frequency is quarterly and the reward covers all Bharti Foundation Employees. The reward nominations are done by the immediate superior or the person himself. The main criterion for the reward will be 1) Most Matured and Composed Person 2) Person who does not panic 3) Does not Succumb to Pressures 4)Keep a good work life balance 5) Interested in extracurricular activities after office hours 6) Good team player - Always extends helping hand to others. The reward communication will be made by the Chief HR. The main reward is gift voucher, certificate.
3. BEAMING BUDDY: This is an activity based planned reward designed for an
individual. The reward frequency will be annual and it will cover all the employees. The reward nominations will be made by the team members and the reward finalizations will be decided by head H.R. The main criterion for the reward will be 1) Person who helps the team mates (personally and professionally) 2) Person who helps new joinee to settle in the company 3) Extra performance self initiative to become a mentor.
4. FRESH FACE OF THE YEAR: This is an activity based reward designed for an
individual who has joined the company within past one year. The reward frequency is annual. The reward covers all the employees who are new to the organization. The reward nomination is done by the team members and reward finalization is done by head H.R. The main reward criterion is, the person who has acclimatize with the organization
fast and produce extra ordinary results with team spirit. The reward will be a gift voucher, certificate. 5. DRESS TO KILL: This is an activity based planned reward designed for the individual. The reward frequency is quarterly and the reward will cover all the employees. The reward nomination will be made by the superiors. The main reward criterion will be a person who is 1) Neat and clean uniform 2) Well Groomed. The main reward will be gift voucher, certificate, and lunch with senior management.
REFERENCES
Books:

Prateek Udai & Rao T.V (2009). Designing & Managing HR System, (3rd Ed) Armstrong Michael & Murlis Helen (1988). Reward Management (4th Ed) Kohli A.S & Deb T. (2008). Performance Management (2nd Ed) Singh B.D. (2007). Compensation & Reward (1st Ed)
Page 61
Manual: HR manual of bharti Foundation
Website: www.Bharti Foundation.org
APPENDIX
Questionnaire on reward and recognition
1) Do you believe that reward and recognition add value to you as an employee?
a. Agree b. Disagree c. No Answer
1) Do you believe that personal recognition for a job well done is more important than a monetary award? a. Agree b. Disagree c. No Answer
1) The current reward/ recognition program in Bharti Foundation needs to be improved? a. Agree b. Disagree c. No Answer
1) Do you believe that selection committee could lead to favoritism in the selection process?
1) Do you believe that recognition for a job well done improves morale?
1) Do you understand the criteria to receive an employee recognition award?
a. Yes b. No
1) Do you think employees should be rewarded for meeting specific criteria "above and
beyond" normal duties?

a. Yes b. No
1) Which of the following would you prefer? a. b. c. d. Giving Store Vouchers like Shoppers stop, life style etc. Giving cash prizes. Giving articles (wide range of durables as per the level of performance). Organizing holiday trips.
1) Which according to you is the most important aspect of reward and recognition? a. b. c. d. e. f. Support culture change Encourage loyalty Increase retention Increase employee morale Motivate high performance Create a positive work environment
1) I prefer recognition to be: a. Given in a group setting b. Given personally in a one-on-one setting c. Given in writing rather than in person
1) I would rather be recognized by: a. My peers b. My manager c. My managers manager

1) What according to you is the most preferred way of recognition a) Group setting b) One on one setting c) In writing.
Page 65

PHEW!!!!

Transféré par

Informations du document

Description originale:

Copyright

Formats disponibles

Partager ce document

Partager ou intégrer le document

Options de partage

Avez-vous trouvé ce document utile ?

Ce contenu est-il inapproprié ?

Droits d'auteur :

Formats disponibles

PHEW!!!!

Transféré par

Droits d'auteur :

Formats disponibles

Developing a Reward and Recognition system 17819103910

SUMMER TRAINING REPORT

DEVELPOING REWARD AND RECOGNITION SYSTEM FOR BHARTI FOUNDATION

MASTER OF BUSINESS ADMINISTRATION

UNDER THE GUIDANCE OF RAJESH.S. PYNGAVIL SUBMITTED BY HEENA DASAUR 17819103910

GITARATTAN INTERNATIONAL BUSINESS SCHOOL

Gitarattan International Business School

Developing a Reward and Recognition system 17819103910

Mr. Rajesh. S. Pyngavil Project Guide

Dr. S S Narula Director

Gitarattan International Business School

Developing a Reward and Recognition system 17819103910

Ms. Heena Dasaur Enrollment No. 17819103910

Gitarattan International Business School

Developing a Reward and Recognition system 17819103910

Heena Dasaur Enrolment No. 17819103910

Gitarattan International Business School

Developing a Reward and Recognition system 17819103910

Developing a Reward and Recognition system 17819103910

Gitarattan International Business School

Developing a Reward and Recognition system 17819103910

Developing a Reward and Recognition system 17819103910

Developing a Reward and Recognition system 17819103910

Gitarattan International Business School

Developing a Reward and Recognition system 17819103910

Developing a Reward and Recognition system 17819103910

List of companies under Bharti Group

Gitarattan International Business School

Developing a Reward and Recognition system 17819103910

Bharti Group Companies

Developing a Reward and Recognition system 17819103910

Gitarattan International Business School

Developing a Reward and Recognition system 17819103910

Developing a Reward and Recognition system 17819103910

AIMS AND ESTABLISHMENT

Gitarattan International Business School

Developing a Reward and Recognition system 17819103910

Gitarattan International Business School

Developing a Reward and Recognition system 17819103910

VISION AND MISSION

VALUES OF THE COMPANY

Gitarattan International Business School

Developing a Reward and Recognition system 17819103910

Developing a Reward and Recognition system 17819103910

AWARDS AND RECOGNITION

Developing a Reward and Recognition system 17819103910

Gitarattan International Business School

Developing a Reward and Recognition system 17819103910

Gitarattan International Business School

Developing a Reward and Recognition system 17819103910

THE REWARD AND RECOGNITION SYSTEM FOR BHARTI FOUNDATION

R& R for Non-Teaching staff:

Eligibility: Non teaching staff

Criteria: accomplishment of any important assignment/task(Going an extra mile)

Gitarattan International Business School

Developing a Reward and Recognition system 17819103910

No. of Excellence Award - Outstanding CC - Outstanding DC : : 3nos 1 no.

: % of schools in A category Degree of Innovation Teacher retention

Gitarattan International Business School

Developing a Reward and Recognition system 17819103910

(teachers and non teaching staff)

resolved in a satisfactory manner

3.Long Service Award