Building a Recognition program

Establish the need for change or introducing the new program:
You need to be clear on the end objective before you even start thinking about scoping, budgets, process and making that deadly pitch (which is going to be essential in the end to get it across to people)

Positioning the program:
Are you going to position this as a informal program or is your program looking at bringing in formality around the same, in whichever case you should draw very detailed plans on the roll out and the actual rewards event.

Scoping:
Think about categories, which are the target population, budgets in terms of % coverage (informal awards % coverage is usually quite big, while the formal / management award coverage would have to be around 10% to 12%). You should also think through the budget in terms of money you need and this should include some allocation towards communication and celebration event expenses.

Criteria:
This is the most important bit and you will spend a fair bit drawing detailed criteria. Make sure it has linkages to the contribution areas and competencies you want to reward people at your organization.

One issue you might want to think through is whether you should look at tight linkages as people might say but that’s what our performance management process and compensation philosophy addresses. Don’t fall into this trap, all ongoing reward and recognition programs are part of total rewards (which compensation is part of) and you don’t want to reward anything that is not aligned to organization goals and competencies the organization wants its people to develop and be recognized for. Moreover recognition programs are going to create more traction around behaviors and initiatives that organization is looking to push.

Setting up the process:
This includes the nomination process, approvers / sponsors of the awards and how the whole process will open and close. Think though on a tracking process so that you keep an eye on usage of budgets, coverage in terms of people etc.

Communication:
Very essential if it’s going to be a change over the existing program you had. Usually my experience tells me that this is more difficult then bringing a program for the first time. Spend time to get buy in and on the actual launch, as you don’t want to have any surprises.

Last but not least Recognition programs work best when they are viewed as fair and objective and stand the test of peer understanding as well.

All it takes.........

Most organizations today recognize the value that HR brings to the table and gone are the days when you had to fight to be heard or valued. But what does it take to keep that table.......

HR summer internship season is towards its fag end and most interns would now be going back to their college to finish their course work before they sit for placements and those lucky few who have PPO’s must be eager to get started.

Wait! Have you wondered what you learnt in your internship and what are the skills you need to wade though your first year of real job and what will take you further ahead! Now, I am not an expert but, I probably learnt the hard way and here you go with some thoughts!

Develop your independent perspective on various issues:
This is going to be extremely valuable as the firm hiring you may not be looking at someone who is just text book or class room thought. Independent perspective on issues is going to be sought by your manager and people you are working with and not having one might not earn you respect.

Actively seek cross functional interactions:HR does not operate like an island, what is happening across other functions and with the front line will definitely have a bearing on the HR strategy. A lot of learning of the business comes in from your interactions with other functions and you should seek opportunities to build network out side HR. (Stop having coffee / lunch only with your HR gang now!)

Learn to include peer review:
Your peers are going to be your worst and best competition. You don’t want them to trash your idea or presentation in the formal launch or report out you are doing in front of your manager or your leader. Learn to include them when you are building your recommendations and even when doing your analysis. Its not college buddy, so go ahead and learn to work in a team!

Don’t start finding faults:
The HR processes and polices that you are finding faults are someone else’s work and most times they might be still around and no one likes it when their work gets trashed. It does not make sense to find fault and criticize everything (while it might be true that this co does not have the best of polices and processes) until you build some credibility.

Don’t stop taking to your ex-colleagues:
Today every organization is looking for best practices and continuously looking at what others are doing in the market. Your best source of information is going to be your ex-colleagues and your friends from college. Don’t ditch them keep in touch with them!

Doing the dirty work!:
Well don’t worry as its going to help you be sensitive tomorrow to your team (when you get one eventually) and also it never helps to know how things work at a very operational level. And remember all operational work is not dirty, it teaches you the nuts and bolts of the processes.

Go head have fun! HR is a great place to be in at this point of time and I guess if you love it as much as I do for a long long time!