How often should you recognise long serving employees? What reward should you offer? What value should your awards be to compete with similar organisations? How can you make the most of the presentation?
All common questions asked by HR professionals when reviewing their long service award offering. So we have created a guide to help organisations large and small to improve the way that they recognise loyalty among employees.
This guide contains details on essential considerations, such as those mentioned above to help ensure that you are thanking employees for their ongoing contributions in a manner that will enhance productivity, boost morale and reduce turnover…
All too often long service awards remain unchanged year on year. Organisations are missing out on the motivational effect loyalty awards can have by either not offering them in a timely enough fashion, not delivering aspirational rewards, not making the most of the presentation or quite possibly all of the above. We hope that this guide will give HR teams the information they need to review the awards that they offer staff in an educated manner and help them to make the most of these valuable opportunities to show their appreciation.
PwC Singapore – Long Service Award 2021
Do you feel that you are rewarded fairly for the work that you do?
There’s no doubt that reward is the biggest driver of employee satisfaction and in turn, a poor reward is sure to push high-quality talent away from your business. This question should be used to gain an idea of your team’s general opinion of your current pay and reward structure.
You may identify that specific teams feel underpaid or underappreciated, whilst others are content with the reward packages. Alternatively, you might find complaints across your organisation. Regardless, if there are multiple complaints of unfair reward, consider investing in salary benchmarking services to enable a comparison between your reward strategy and that of your market competitors.
Are there any benefits that the business could offer which would make working here easier or more valuable?
It can be difficult for the management team or your HR team to think of new ideas to improve your business’ reward package. Using a question like this one, you can generate suggestions directly from the employees that will be impacted. Allowing for the identification of common requests which should be added to your benefits or reward strategy if possible.
It’s important to note that, as with all things in business, financial viability is essential. Employees are likely to suggest ideas which aren’t fiscally plausible for your organisation, in which case, creating a progression roadmap and generating more achievable ideas is highly recommended. These strategies will make staff feel that they have been listened to, even if what they have suggested cannot be implemented.
A. ABOUT YOURSELF
This question is a common ingredient during interviews.
It is usually among the first questions asked after you have settled down and had any informal pleasantries or chit chat with the interviewer.
Some of the nervousness around this question stems from lack of preparing for it and not thinking through what you want to say.
Think in advance about your strategy for answering. Your key objective should be to provide a clear summary about what you have done and why it makes you a good candidate for the position.
One way to answer the question is to begin by saying what your current title is, where you are working and the major responsibility that you handle.
Then work backwards to mention a few relevant positions you have held.
Briefly point out your educational qualifications and then tie it all together by saying that out of your work experience you have accomplished x and y which are essential for the current job you are interviewing for.
It helps to practice your elevator pitch beforehand. This reduces anxiety when you are in the interview.
You can write down your pitch then time yourself to see how long it takes.
Aim to have it at between 30 seconds to 2 minutes. This is a reasonable length.
Do not ramble endlessly about your entire life history. Remember to deliver your pitch at a moderate pace. Do not rush through.
In addition, you do not have to repeat your pitch word for word. Simply internalize major bullet points and speak naturally.
In fact during your practice sessions, you can write down your pitch in bullet points to help you as you practice saying it.
You can also go a step further and record yourself as you say your pitch then play it back and listen to how it sounds.
Do you sound convincing and enthusiastic? Keep tweaking it until you feel the rhythm, delivery and content sounds just right.
These questions are used and were submitted by SHRM members. If you have additional questions that you would like to contribute to the database, please send them to [email protected] with the words “Sample Interview Questions” in the subject line. We are particularly interested in expanding our offering of function-specific questions in areas such as Information Technology, Sales/Marketing, Administrative, etc.
FAQ
How do I prepare for an award interview?
- What points do you want to be sure to make? …
- Go over your application carefully. …
- Brainstorm a list of possible questions, and practice speaking the answers. …
- Brainstorm a list of potential questions in your major field of study. …
- You may be asked questions on current events.
What questions should I ask an award recipient?
What are the 20 most common interview questions and answers?
- Where do you see yourself in five years time? …
- What are your strengths/weaknesses? …
- Why should I hire you? …
- Tell me about yourself/your work experience. …
- Why do you want this job? …
- What are your salary expectations? …
- Why are you the right fit to succeed in this role?
