Employee Recognition: A Tool to enhance Engagement and Performance

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1 Employee Recognition: A Tool to enhance Engagement and Performance OVERVIEW: Employee Recognition is a tool that reinforces and rewards the most important outcomes people create for your business. When an organisation recognises people effectively, it reinforces the actions and behaviours it most wants to see people repeat. Prioritising employee recognition ensures a positive, productive, innovative organisational climate and encourages more of the actions and thinking that make organisations successful. People who feel appreciated are more positive about themselves and their employer. People with high self-esteem and the drive to contribute are potentially your best employees. Though this is known among employers, it is not commonly used or incorporated into the business and Human Resource strategy. 1

2 This two (2) day workshop will provide an understanding and appreciation of the key principles, tools and techniques associated with reward models and employee recognition. Attendees will review a case study and will participate in a group exercise that will allow them to develop tools, methodologies and templates for setting up a recognition programme. Attendees will also be provided with articles on rewards and Employee Recognition, written by world renowned academics and practitioners. The workshop also introduces tools/concepts that can be utilised in the process of selection of employees and/or making the best decision. These tools, techniques and methodologies are in accordance with Industry Best Practices. TARGET AUDIENCE: The target audience includes, but is not limited to: Managers and Supervisors Human Resource Managers Project & Team Leaders LEARNING OBJECTIVES: At the end of this programme, participants should be able to: Discuss the rationale for recognising employees and will understand a manager s role in this activity. Use international best practices to effectively build a recognition programme Identify the components of recognition programmes. Develop a recognition programme. 2

3 TOPICS INCLUDE: Employee Motivation The rationale to recognize employees Theories of Motivation Incentives vs Motivation Why Do Companies recognize employees? Benefits of a Total Reward system Total Reward system Keys to Success Comparison of Reward Programmes (Case Study) Best Practices / Tenets What does a good recognition programme look like? The role of culture and the link with HR strategy Important elements of a typical programme Recognition Programme Companies with the best recognition programmes. Timing Cycles & Types of Recognition Types of awards Developing a Recognition Policy Formal and Informal Public and Private Tokens for daily recognition Other higher priced / valuable awards Review of a sample policy Creating your own policy using the key elements 3

4 FACULTY BIO-SKETCH: HULSIE BHAGGAN Ms. Hulsie Bhaggan brings a wealth of experience, since she has had a multi-faceted career in banking, management consulting, politics, and trade unionism and in social and civic development. A Management Consultant by profession, Ms. Bhaggan holds a B.Sc. in Management studies and a Masters in Business Administration (MBA). She spent six years in retail banking and in the corporate banking environment where she has had extensive experience in branch banking, commercial credit, training and development and human resource management. After her banking assignment, she joined a Caribbean team dedicated to development of the Caribbean and Latin America Trade Union movement. For eight years, she served as a consultant/resource person to the Caribbean Institute for Social Formation based in Venezuela and which specialized in human resource development programmes for trade unionists. This Institute was supported by the German-based Konrad Adenauer Foundation. Later, she was elected to the Trinidad and Tobago Parliament. After her four-year stint in formal politics, she returned to her substantive position as a management consultant. Ms. Bhaggan is an Administrator at T&T New Life Drug Rehabilitation Centre and consultant/resource person to Living Water Community (one of T&T s largest NGO s). In addition, she conducts programmes in human resource development which include leadership development, supervisory management, conflict resolution, negotiations, teambuilding, public speaking, time management, stress management, performance counseling and communication. In her social work, she has spent the past eight years in mediation and addiction counseling. 4

5 As an External Consultant/Facilitator with the Arthur Lok Jack Graduate School of Business (UWI), Ms. Bhaggan has conducted programmes for both public and private sector companies throughout the Caribbean. DETAILS: Date: March 25th 26th, 2015 Time: 8:30 a.m. 4:30 p.m. Cost: $3, per participant, inclusive of all training materials, lunch, refreshments and certificate Venue: Arthur Lok Jack Graduate School of Business, South Campus Marabella Contact: Contact: Shivana Hosein ext. 414 or Trica Adams ext. 307 Phone: Direct Line: Fax #: Website: Certification: Certificates will only be issued to participants who have attained a minimum attendance rate of 75% for the duration of the course. Course Cancellation/Reschedule Policy 5

6 Arthur Lok Jack Graduate School of Business (Lok Jack GSB) reserves the right to cancel training at any time. If Lok Jack GSB cancels the training due to unforeseen circumstances beyond the control of Lok Jack GSB, you are entitled to a full refund of the course fee, or your course fee can be credited toward a future training, based upon availability (Providing payments have been made before original advertised date). Lok Jack GSB reserves the right to reschedule training at any time. If Lok Jack GSB reschedules training due to unforeseen circumstances beyond the control of Lok Jack GSB, the training will take place at the next available time. Participants will be informed via phone and/or s. 6

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