Rewards and recognition in Pitch N Hire HRMS

What rewards & recognition includes

How does peer-to-peer employee recognition work in Pitch N Hire?

Anyone can recognise anyone. The sender picks the colleague, chooses a company value, writes what the person actually did, and posts. Free recognition carries no points and needs no approval, which keeps everyday thanks quick; recognition that carries points draws from the sender's allowance and follows the rules you set for it. Sending to a direct report, to a manager and across departments are separate permissions, so you can allow upward recognition without opening budget-backed awards to everyone. Self-recognition is blocked. The post lands in the recipient's profile, in the feed you have chosen for it, and in the record their manager sees at review time. Multiple senders can add to the same recognition rather than posting duplicates, which is how a team effort reads as one entry. Nothing here is anonymous: the sender's name travels with the message, because unattributed praise carries less weight.

• Free recognition and points-backed recognition are separate paths
• Peer, upward and cross-department sending are separate permissions
• Self-recognition blocked; co-signing an existing post allowed

How is recognition tied to company values?

You load your values into Pitch N Hire and every recognition must carry one. That single required field is what turns a wall of thanks into something readable later: recognition can be counted by value, by team and by period, so it becomes visible which behaviours are actually being called out and which value has been on the wall without ever being used. Values can carry a short description and a prompt that appears while the sender writes, which lifts the specificity of what gets written. You can retire a value without deleting the history filed under it, and rename one without breaking older posts. Where a value applies only to certain entities or job families, it can be scoped so senders see a relevant list rather than a long generic one. The value is also carried into award nominations, so the informal and formal sides of the programme use the same vocabulary.

• Value is a required field on every recognition
• Prompts and descriptions shown while writing
• Values scoped by entity or job family
• Retire or rename without losing filed history

How do managers nominate someone for an award?

Formal awards run on a nomination form rather than on a feed post. The nominator selects the award, names the person or the team, answers the questions you have configured on that award, and submits it into an approval route. Routes can require the nominee's manager, a skip-level, an HR reviewer, or a committee that votes inside the record; each decision is stamped with who made it and when. Awards can be scheduled as a cycle with an opening and closing date, and late nominations are refused rather than quietly accepted. A nominee who was not selected stays on the record for the next cycle instead of being lost. The outcome writes back to the employee profile and is visible in performance reviews as context, without becoming a rating input on its own. Rejected nominations are visible only to the nominator and the approvers.

• Configurable nomination questions per award
• Manager, skip-level, HR or committee approval routes
• Cycles with opening and closing dates
• Outcomes visible in reviews as context, not as a rating

How are recognition points and budgets administered?

Points are issued from budgets, and budgets are yours to shape. Allocate by team, cost centre, manager or period, in whatever combination your finance conversation needs, and set what happens to anything unspent at period close: expire it, roll it forward, or return it to a central pool. Each sender has an allowance drawn from the budget above them, and the running balance is visible while they write, so nobody discovers the limit after the fact. Points-backed recognition above a threshold you set requires approval before it reaches the recipient. Administrators can top up a budget mid-period, and the top-up is recorded against the person who authorised it. Every issue, approval, expiry and redemption is written to a ledger that reconciles the points created against the points spent, which is the record finance asks for. Budget administration is a permission separate from HR administration.

• Budgets by team, cost centre, manager or period
• Unspent points expire, roll forward or return to a pool
• Approval threshold for large points awards
• Ledger reconciling points issued against points redeemed

What can employees redeem recognition points for?

Whatever you put in the catalogue. Items are configured by your administrators, and each carries a points cost, an eligibility rule and a fulfilment method. Eligibility can be scoped by entity, location or employment type, which is how a catalogue stays sensible across countries where the same item is not available everywhere. Fulfilment can be handled inside the system for anything HR issues directly, or routed to whoever handles it outside; either way the redemption is tracked from request to delivery so nothing sits half-finished. Employees see their balance, their redemption history and anything in progress on their own portal page. A redemption can be cancelled before fulfilment and the points return to the balance. Where a reward has a payroll consequence in your jurisdiction, the redemption record is exportable for your payroll team to treat correctly, since how a non-cash reward is handled varies and belongs with your own advisers.

• Catalogue items you configure, each with a points cost
• Eligibility scoped by entity, location or employment type
• Redemptions tracked from request to fulfilment
• Exportable record for payroll treatment in your jurisdiction

Where does recognition become visible across the company?

There is a company feed and there are team feeds, and you decide which recognitions reach which. A sender can mark a post private, in which case only the recipient and their manager see it, which matters for the kinds of contribution people would rather not have announced. Feeds are readable from the employee self-service portal and on a phone, and colleagues can react or add a line to an existing post rather than creating a near-duplicate. Service milestones post automatically from the joining date already on the employee record, so anniversaries do not depend on somebody remembering. New joiners can be shown a filtered feed for their own team first, which is more useful than a company-wide stream on day one. Moderation is available where you want it: a named reviewer can hold posts from a chosen group before they appear.

• Company feed and team feeds, configured separately
• Private recognition visible only to recipient and manager
• Automatic service milestones from the joining date
• Optional moderation before a post appears

How does reporting show who is not being recognised?

The useful report is the inverse one. Pitch N Hire lists employees with no recognition received in a period you choose, broken out by team, manager, location and shift, which surfaces the quiet corners of an organisation that a busy feed hides. A second view does the same for senders, showing managers who have issued nothing while their peers have exhausted an allowance. Recognition is also counted by value, so a value nobody uses is visible, and by direction, separating manager-to-report from peer-to-peer and upward. None of this is scored against an external figure. What a healthy pattern looks like depends on team size, shift structure and how long a location has been running, so the comparison worth making is with your own earlier periods and with comparable teams inside your own company. Reports export on a schedule for a programme review.

• Employees with no recognition received, by team and manager
• Senders who have issued nothing in the period
• Counts by value and by direction of recognition
• Compared against your own earlier periods, not an external figure

How does recognition connect to engagement and performance data?

Recognition history sits on the employee record, so it is available where people are already looking. A reviewer opening a cycle sees what the person was recognised for and by whom during the period, alongside goals, which gives a manager something concrete to write from instead of recalling the last few weeks. Programme participation can be read next to engagement survey results by team and period, and it is worth being precise about what that comparison is: two measurements of the same population, useful for asking better questions, not evidence that one caused the other. Pitch N Hire does not claim a recognition programme produces a particular business result. What it does is make the activity visible and attributable, so the programme can be reviewed on what actually happened rather than on impressions, and so budget conversations start from a ledger.

• Recognition history available inside the review cycle
• Participation readable alongside engagement results by team
• No causal claims: two measurements, not a proof
• Ledger-backed activity for programme and budget review