Reward Management (RM) is a management concept that talks about how to give a reply for employee’s services. The aim is so that the employees are giving their full services to the company. That is the basic logic. The scope of reward (compensation) on the RM is basically can be categorized into two parts, namely materials and value. Materials are including salaries, bonuses, incentives, or other facilities. While values are including: development, vision and values equality, appreciation, creating a better working environment, and so on.
All this time, whether in text books or seminars, RM is like a doctrine which is derived for the organization or the leader / manager of the company. There is rarely a space that invites employees to read the RM concepts, especially about employee’s obligation to support the implementation of RM. In fact, the company’s activities can’t be separated from the relationships between employees, managers and owners.
No matter how great the company (the manager or owner) realizing the importance of RM, how can the RM run well when the employees are not deserved to accept good rewards? This is where the importance of the employees for the implementation of RM in the company.
From our side, we need to see RM as a challenge and inspiration to improve ourselves, not merely as the demands and aspirations, which means we have to build the best eligibility in order to apply the best RM. The goal is to bring up good communication between company’s resources.
What if the company doesn’t want to apply the RM, even though we’ve built worthiness? Believe it or not, the company is the one that will be loss, though maybe not feel loss at all. Or, we are the ones who will get the benefits.