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A report into the Matalan Store Pay framework shows that there areissues and ample grounds for legal proceedings. The way the paystructure is as of now can be the cause for a potential equal pay claims or a sex discrimination pay. The management considers the progress more through the level of jobs instead of the level of responsibility. There is no clear strategy for internal recruitment at the moment. There are reasons for dissatisfied managers due to lack of transparency in the pay structure. The new recruits are being paid at the level of market salaries whereas the internal managers are still at the old pay roll system.

The HR Managers involvement and management is not up to the mark and so a lot of decisions are being taken in isolation. This is resulting in greater instability and inconsistency.All over the staff is not very motivated to perform better and the morale is low. The area managers are taking the liberty to spend from recruitment budgets, as they like instead of focusing on performance appraisals and assigning Key performance indicators. There is no clear-cut strategy for staff and employees to know they career progression and reward management system for work input. There is no room for any additional training or communication between staff and management, this will eventually lead to a downfall in performance and inability to meet company objectives.

The flip side to this information comes from some of the employee testimonials pasted on the Matalan web site, all employees seem very satisfied with the response they garnered from the management when each one applied for a job. The work environment seems conducive, the management has made efforts to ensure that the employees are comfortable with facilities like diners, there are rotating job shifts when one person has to put in extra hours once a week, but this is an understood requirement. The employees are also paid company bonus as well as production bonus, which should keep them satisfied.

The people are cross-trained so that teams can offer help when there is additional pressure at the stores. The work atmosphere is relaxed and comfortable to work in; it’s ok to have a laugh if the work is being done. There is always additional support from team leaders and line managers who are there to lend a helping hand or offer a solution to a problem. The employees seem content with the way the business is progressing; they all think that the organisation is headed towards an expansion and more profitability. All this brings them together to pull through and perform better so each one can benefit in the final round. One important issue which needs consideration is that these were testimonials and case studies published on the Matalan web site and so even if there are contradictory issues regarding pay structures and reward management, they would not be brought up. Most of the staff,which has contributed to this effort, are mostly employees and not so much the temporary staff which is easy to find but difficult to retain .Please refer the appendices for more information on what the employee sat Matalan have to say about the pay stricture, work environment and bonus schemes.

Analysis and Implications

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