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  • Reinforcement Theory Oh HUL

    Transféré par

    Poulami Kuila
    59 vues10 pages
    This document discusses reinforcement theory and its application in HUL (Hindustan Unilever Limited). It makes the following key points: 1. Reinforcement theory posits that behaviors resulting in rewarding consequences will be repeated, while behaviors leading to punishment will not. HUL aims to positively reinforce desired workplace behaviors. 2. HUL uses various reinforcers like competitive salaries, performance-linked pay, training opportunities, flexibility programs, and career growth programs to shape employee behavior. 3. On paper HUL follows a continuous reinforcement approach, but in practice it is more of an intermittent fixed interval approach where rewards are not given every time. 4. HUL's employee value proposition focuses on

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    This document discusses reinforcement theory and its application in HUL (Hindustan Unilever Limited). It makes the following key points: 1. Reinforcement theory posits that behaviors resulting in rewarding consequences will be repeated, while behaviors leading to punishment will not. HUL aims to positively reinforce desired workplace behaviors. 2. HUL uses various reinforcers like competitive salaries, performance-linked pay, training opportunities, flexibility programs, and career growth programs to shape employee behavior. 3. On paper HUL follows a continuous reinforcement approach, but in practice it is more of an intermittent fixed interval approach where rewards are not given every time. 4. HUL's employee value proposition focuses on

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    Attribution Non-Commercial (BY-NC)
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    Signaler comme contenu inapproprié
    59 vues10 pages

    Reinforcement Theory Oh HUL

    Transféré par

    Poulami Kuila
    This document discusses reinforcement theory and its application in HUL (Hindustan Unilever Limited). It makes the following key points: 1. Reinforcement theory posits that behaviors resulting in rewarding consequences will be repeated, while behaviors leading to punishment will not. HUL aims to positively reinforce desired workplace behaviors. 2. HUL uses various reinforcers like competitive salaries, performance-linked pay, training opportunities, flexibility programs, and career growth programs to shape employee behavior. 3. On paper HUL follows a continuous reinforcement approach, but in practice it is more of an intermittent fixed interval approach where rewards are not given every time. 4. HUL's employee value proposition focuses on

    Droits d'auteur :

    Attribution Non-Commercial (BY-NC)
    Téléchargez comme PPTX, PDF, TXT ou lisez en ligne sur Scribd
    Signaler comme contenu inapproprié
    sur 10

    Reinforcement Theory in HUL

    Reinforcement Theory
    HOW IS GOOD BEHAVIOR SUSTAINED OVER TIME?

    The role of rewards as they cause behavior to change or remain the same over time.

    Assumes that:
    Behavior

    that results in rewarding consequences is likely to be repeated, whereas behavior that results in punishing consequences is less likely to be repeated.

    REINFORCEMENT THEORY
    ASSUMPTIONS: The consequences of past actions will influence our future actions We repeat behaviors which lead to rewards that are satisfying We reduce behaviors which go unrewarded or lead to punishment Thus, tie valued rewards to desired behaviors in the workplace It is better to positively reinforce behavior than to use punishment TYPES OF REINFORCEMENT POSITIVE

    AVOIDANCE (NEGATIVE)
    EXTINCTION PUNISHMENT

    SCHEDULES OF REINFORCEMENT
    CONTINUOUS (EVERY TIME) INTERMITTENT (NOT EVERY TIME) Fixed-Ratio Fixed-Interval Variable-Ratio Variable-Interval

    New behaviors are quickly learned, but also stop quickly when unrewarded

    Takes longer to learn new behaviors, but behavior is sustained over a longer period of time

    Reinforcement Theory in HUL


    Schedules of Reinforcement FIXED INTERVAL (Presumed Continuous)

    Reinforcers Used: Money:


    Fixed Salary that is competitive with their peer companies Variable Salary that is linked to company and individual performance Equity compensation (at eligible levels) that is linked to long term (3 year) company performance and your potential. Benefits and Perquisites aimed at providing employees choices. Retirement benefits that are market competitive.

    OPPORTUNITIES TO LEARN :
    Performance and Development Planning (PDP) On the Job training Professional Skill Training Continual Update Program

    Reinforcement Theory in HUL

    Reinforcers Used: Flexibility:


    Cross functional job rotation policy Three level customized flexibility program:

    Direct Moderate Limited

    Recognition & Promotions:


    Merit & potential based career program 3 fold career progression plan:

    Planning Depth & Breadth Wider Exposure

    Reinforcement Theory in HUL

    CONCLUSIONS: On paper - continuous approach but study reveals that it is Intermittent FIXED Interval approach Well drafted L&D policy is there Implementation of Reinforcement theory focuses on all major key reinforcers.

    EMPLOYEE VALUE PROPOSITION


    THE SCORE CONCEPT
    Engage in a stable and sustainable career. Be a part of the rich heritage of HUL Shape your future the way you desire. Get Endless Opportunities across various functions.

    R
    Look out for an enriching and rewarding career.

    Rewarding Journey

    * Highlighting the work culture of the HUL organization

    SCORE A Detailed Perspective


    STABILITY
    Formulate and highlight the job security aspect of the job position Highlight the sustainable model and the career stability aspect of the organization

    CARVE YOUR CAREER


    Formulate and highlight an employee centric system level strategy of JOB ROTATION & ENRICHMENT

    OPULENT OPPORTUNITIES
    Formulate and highlight the L&D opportunities in form of: MENTORSHIP PROGRAM, HIGHER EDUCATION FACILITY, COMPETENCY BASED TRAINING etc.

    REWARDING CAREER
    Highlight the fast track career growth aspect of organization, pay packages and other reward, award and recognition programs of organization in form of current employee testimonials.

    EXPERIENCE THE HUL CULTURE


    Highlight the glowing aspects of the organization like An expanding organization with 15% market share and full of challenging roles and responsibilities for those who want to be the part of a market leader in the coming 10 years.

    THANK YOU!!!
    Organizations that acknowledge the experience of older workers, and respect the talents and contribution of new workers, no wonder are often the best place to work!!!

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