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The organisation and management need to listen to the employees and their beliefs since the yare the ones who run the daily operations and would be at a greater advantage point to know the advantages and places for improvement. To do so the overall organisation philosophy towards the work force needs to remain simple and compact, this will stream line the process and engage in a more complete relationship between the organisation and employees.

Recommendations

The Company has acted on the implications of introducing a clear-cut pay framework at all Matalan stores. The Chairman in his review divulged that an employee benefit trust was introduced to offer more incentives and a way to retain Matalan key management by offering company shares. An additional retention bonus is being offered to the key senior management and staff during the same period. This will be offered in the form of share options, this scheme was introduced and executed in the years 2003-2004.

Organisations are now working in highly competitive environment among other resources the most important are the employees. They are the biggest assets for any company/enterprise. The biggest threat that companies now face is the attrition rate at which employees are leaving and moving jobs, a big reason identified for this problem is better pay. As much as this would stand true in most situations, the senior management needs to become more involved in the tackling lf this critical issue. Exit interviews with employees will reveal that though Pay is instrumental in their moves and performance management, there are other factors at play too.

These are the non financial rewards and perks in the form of avenues of training and skill development,appreciation tokens from senior management, communication from line managers about god performance, timely talks to boost morale and commitment. All these are factors which make the employees feel that they are part of the organisation, this is when they can start focusing on the bigger company objectives rather than focusing on their individual roles and tasks. Matalan has shown their commitment towards employee retainer ship programs but they need to work further to ensure that staff in stores is also part of this bigger objective. The store staff is the one, which is responsible for the day-to-day management of the sales and revenues. The following are some ways to increase the involvement of the staff and boost their morale through non-financial rewards.

Introduce an employee suggestion box, the best suggestion would be implemented across the store and if successful, the execution would then be carried out across all stores.

Introduce a store news letter which provides a platform for showing recognition to staff and employees for achieving their targets

Training and development programs which give an insight into a career progression plan within the store design

A special discount scheme for the best employee/staff for achieving their assigned targets and performance indicators

Room for promotion if one is constantly showing a success rate at all that they ha本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。