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论文作者:www.51lunwen.org论文属性:硕士毕业论文 dissertation登出时间:2015-06-17编辑:felicia点击率:20919
论文字数:10509论文编号:org201506042324129112语种:英语 English地区:英国价格:免费论文
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摘要:这篇dissertation主要是对英国衣服和家用家具零售商Matalan员工薪酬支付结构进行分析,是一篇优秀的分析报告。
A visit to a Matalan store reveals the complete family range the store has on offer, there is something for everybody. On an average the store size is an approximate 30,000 sq. ft. per store, the product range is comprehensive combination of home ware, clothing line for men, women and children. Each clothing line has a further divide in range and styles – formal, informal, sporty, seasonal, modern basics to some very classical styling, other than having their own labels on display there are also other brands on offer – Wrangler, Flamer, Lee Cooper, Wonder bra and Wolsey, this gives the customers a more balanced profile to choose from. The head office provides immense functional support tall stores across UK – be it buying, merchandising, Marketing, HRM,finance, operations or property management. To get a better understanding of what each store entails in terms of human resources, we have the following line up.
Store Manager
Deputy Manager
Sales Manager Ladies wear
Sales Manager Men swear
Sales Manager Children's wear
Sales Manager Home ware
Full and part time General Sales Assistants
At the same time, there are flexible changes in the way roles might be managed in a store, in smaller stores the home ware and children ‘swear departments are overlooked and managed by a one sales manager instead of two which is a norm in bigger sized stores. Matalan prides itself on some very progressive practices in all departments; the management believes that what they have on offer for employees is a fast track progressive career path, which is completely matched with one’s personal ambitions to succeed.
The pay framework at Matalan includes the following benefits and perks.
Highly competitive Salary
Bonus Scheme
Discounted Share Save scheme
Life assurance policy
Private Health Care
10% discount at all stores
Generous holiday entitlements
The above is an insight into what Matalan Retail has to offer its employees and staff across the stores. There are problems with the current pay structure, some of the new recruits are paid with regards to market rates and this is not in sync with what is paid to the old recruits in similar roles. The local HR offices have been exercising autonomy in recruitment and salary structures, which might, create friction between employees, peers and draw inter store comparisons. There is no clear-cut strategy for assimilating information on employees, their satisfaction levels and ways to gauge their performance at work. All this and more in the long run can create some damaging effects to the organisations performance as a whole. The following report is to create an understanding and balance between problems, issues and executable solutions so that the company can align the employee/staff goals with the organisation objectives.
Literature Review
Michael Armstrong (2001), in his book, ‘New dimensions in pay management’ talks about new systems and processes in reward management and pay structures. It also talks in length about the factors, which need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。