Hayleys Advantis Case Study

The rewarding system of Hayleys Advantis follows a conventional style of recognizing the employees who have achieved the pre-set goals and objectives set by the company. Each employee is entitled to a set of rewards should he or she succeeds in reaching the targets that were handed out to them at the beginning of the period of assessment.
The rewarding scheme follows traditional methods of pay increases, promotions, incentives, benefits, shares, additional leave, leisurely services, transport allowances, and improved facilities. This sort of a scheme is standard for all the related companies in the island, and there is little to no variation in terms of this strategy.
Hayleys Advantis has a long standing recognition of enabling the employees
High preference is given to the top personnel of each company, and the chance of them being rewarded quickly is very high. The junior personnel of the companies have to strive harder in order to gain some recognition for the achievements they have brought to the company.
This sort of a rewarding strategy does not bode well for such a high profile company. Hayleys Advantis should keep in mind that there are a lot of eyes rolling on their company and any failure to keep up with the professional and respectable standards of the industry could lead to loss of brand reputation. Proper focus on the achievements of the employees and rewarding them as per the guidelines should be the priority for the company, and this should not be biased towards the senior employees of the companies.
Therefore, Hayleys Advantis should keep in mind to be more vigilant and alert to the performances of the junior members of the staff, and look to offer a platform where their achievements are well recognized. This could lead to better employee morale, and the overall turnover of them would decrease. Moving forward, these are the sort of areas that Hayleys Advantis needs to look at in order to keep up with the corporate world in Sri
This way, there is an overall approach to the requirements of the employee, and fulfilling them would enable them to fulfill requirements not only from their personal point of view, but also from an overall point of view of the company.
Before the performance requirements are publicized to the employee, they are shared with the top management of the respective company and then the base at Hayleys Advantis. What Hayleys Advantis does is it assesses the entire sheet of requirements, compares it with the employee’s colleagues and past records, adds any alteration based on their purview, and sends it to the employee.
So at the start of the year, the employee has a clear picture of the requirements that are expected of him, and could go about the duties right from the start. What this sort of a system does is it offers a transparent approach to making employees reach the targets, fulfilling their own requirements and contributing for the