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Timely informal meeting of the store management and staff during non official hours to display the commitment of the organisation towards staff management

A more transparent pay scale, which offers timely rewards to employees/staff who are performing well. Incentive scheme for the old and new based on performance.

On the financial side of the pay system for store population, there Lisa need for reforms too. The management needs to give consideration to the fact that the employee base is constantly changing giving the assistants who are constantly in and out of the role.

A different pay scale for the temporary and permanent staff

The permanent staff needs to see the commitment of the management towards their welfare and benefits

The temporary staff needs to see incentives and perks too so that they can aim to convert into permanent staff

The career progression path needs to have simplicity and transparency, an equal platform for all staff if they want to achieve more in their respective area of work

Benefits and perks for all those who meet the key performance indicators

A certain amount of autonomy is always good for the store managers or the area managers and yet there needs to be a set guideline towards recruitment and pay structures from the head office. This will help create a uniform and consistent plan regarding recruitment and pay structures.

A monthly Appraisal system for both permanent, temporary and part time employees and staff

Implementation Plan

All the information we have collated and discussed above seems to charter out an implementation plan for the work force at Matalan. To briefly summarise what will need to be accomplished at the stores would be easier done with cost analysis and time schedules. Though the recommendations have been towards both financial and non-financial rewards and pay structures, there is only so much, which the organisation can execute given the expenditure, resources and time needed. For these reasons the objectives have been grouped to enable easier execution.

There is a need for a well-being program which might offer free health advice and regular check ups. The organisation could also offer insurance, give out regular seminars about work health related problems. A current favourite with a lot of organisations is subsidised membership to a gym unless they have the capacity to provide one on their own premises.

Like other retail organisations it would also help to provide some sort of cover for death and disability for employees who have been with the company over a significant period of time. Retirement and Pensions options are proven methods to combine long term employment plans, since more and more people are now concerned about the future and monetary savings. Car parking facilities near the work premises might seem trivial bu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。