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    Employee Rewards and Recognition: Designing an Effective Strategy to Achieve Desired Results

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    Website | Edit Freely

    Category Employee recognition ideas; Compensation and reward management; Human resources professional

    Deadline: February 05, 2020 | Date: February 05, 2020

    Venue/Country: Training Doyens 26468 E Walker Dr, Aurora, Colorad, U.S.A

    Updated: 2020-01-09 15:46:13 (GMT+9)

    Call For Papers - CFP


    It is management’s responsibility to determine what they wish to reward, how often, and whether or not the decisions they’ve made regarding these extra monetary compensations and/or perquisites are achieving the goals they wish to achieve. The information that follows applies to human resources personnel and management at all levels. Rewards and recognition are the responsibility of all involved in the management and development of employees.


    Rewarding quantity – which is what typically, happens leads to mediocre performance and bad customer service.

    I’ve given the issue of employee rewards and recognition program a considerable amount of thought – and research. My belief is that one size does not fit all and in order to achieve the desired outcomes, both task responsibilities and individual differences must be taken into account.


    • Information about cultural differences in accepting rewards and recognition

    • Cognitive differences, differences in needs such as security vs. merit

    • Types of rewards and recognition for employees beyond money

    • What to reward employees for good performance and why

    • Effectively evaluating performance and building a culture of employee appreciation

    • Determining what works and what doesn’t in employee rewards and recognition program

    • Lots of examples, both good and bad


    Typically, it is the responsibility of the Human Resources professionals to recommend and often control compensation, bonuses and other types of rewards and recognition for employees available to management. Attend this webinar to learn the techniques of managing employee recognition programs to achieve the desired goal.


    • Business Owners

    • Managers

    • Supervisors

    • HR Managers

    • Management at all levels


    ArLyne Diamond, Ph.D. is an internationally recognized Leadership, Management, Professional Development, and Organizational Development (O-D) consultant specializing in people and processes in the workplace. Multifaceted, Dr. Diamond has extensive experience in a wide range of disciplines (business, education, management, marketing, business ownership, psychology – and some economics and law as well). This enables her to see things from a variety of angles and to cleave to the essence of a problem quickly, offering her clients creative and practical solutions.

    Use Promo Code XMSNY19 and get flat 20% discount on all purchases.

    To Register (or) for more details please click on this below link:


    Toll Free: +1-888-300-8494

    Tel: +1-720-996-1616

    Fax: +1-888-909-1882

    Keywords: Accepted papers list. Acceptance Rate. EI Compendex. Engineering Index. ISTP index. ISI index. Impact Factor.
    Disclaimer: ourGlocal is an open academical resource system, which anyone can edit or update. Usually, journal information updated by us, journal managers or others. So the information is old or wrong now. Specially, impact factor is changing every year. Even it was correct when updated, it may have been changed now. So please go to Thomson Reuters to confirm latest value about Journal impact factor.