Table of Contents
Evaluation of Greggs’s rewards management
Training and development
Evaluation of Greggs’s training and development programs.
Greggs Plc is one of the leading bakery retailers in the UK. It provides fresh and quality foods meeting customer needs and expectations. It severs millions of customers every week with more than 22 thousand devoted and dedicated staff in the above 2500 shops. Greggs attracts potential employees and motivates existing ones with different strategies and techniques. Greggs mission is to be the leading bakery retailer in the UK providing quality foods and excellent customer services. Greggs’ value is to be open and honest with its workforces and to treat them as family members. As a result, Greggs takes a number of initiatives to manage its human resource effectively and efficiently (Greggs Annual Report, 2015).
Strategic Human Resource Management (SHRM) has been an important factor for modern organizations like Greggs plc to survive in the competitive market and gain sustainable competitive advantages. It also plays a significant role in creating value propositions for the company’s workforces, for consumers, and even for investors (Mullins, 2014). In fact, human resource management (HRM) is activities taken by the companies which support the businesses to use their workforces effectively and efficiently and to achieve organizational aims and objectives (Ivancevich, 2011). On the other hand, strategic human resource management (SHRM) refers to the alignment of businesses’ strategic goals and objectives related to workforce functions, which support improving organizational culture and behaviors and increase the business performance (Boxall And Purcell,2014). Therefore, employee engagement is a vital issue for organizations like Greggs plc to gain organizational success.
This paper critically analyses the issue of employee engagement from the perspective of Greggs plc. Then, the paper critically analyzes and evaluates two particular human resources (HR) factors: a) reward management; and b) training and development in the case study of Greggs plc.
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Employee engagement is defined as the staffs’ positive or negative emotional attachment towards business functions, colleagues, and jobs. However, there is a major difference between satisfaction and engagement. Job satisfaction comes in workplaces when the staffs feel that they are adequately valued and compensated, while job engagement is created when staff is motivated in their workplaces. Employee satisfaction refers to contentment with status (Albrecht, 2010 ). According to Khan (2010) notes, engaged staffs are fully emotionally, cognitively, and physically related to the workplace. Mullins (2014) describes employee engagement as employees’ sense of focused energy and purposes, adaptability, personal initiative, persistent direction, and efforts.
According to Mullins (2014) notes, employee engagement is considered a vital issue to gain improved performance and productivity for the business. Engaged employees can play a significant role in the achievement of business survival and organizational goals and objectives. When employees are engaged, businesses are benefited in different ways. Firstly, engaged employees feel a sense of belonging and purpose which provides greater and better opportunities to the businesses. Secondly, actively engaged employees motivate and encourage their colleagues and co-workers to be devoted and friendly towards the company business atmosphere. Thirdly, there is a strong relationship between staff retention and engagement. In a word, engaged employees are satisfied and loyal to the company.
According to David’s (2012) descriptions, it is important to make a difference between motivation and discretionary effort and displaying initiatives, that are related to a supportive environment for performing meaningful work as well as self-belief. (the capability and ability visualize for overcoming problems) and employee engagement in workplaces. This can be gained by the organization’s supports and employee training and development. Effective management is also a factor to reduce impartial behavior and establish fairness and professionalism. It is possible for the organizations to motivate employees in the workplace with its effective management and reward provided to the devoted and dedicated workforces. However, the feeling of engagement needs a particular sense of supports, as well as being supported by business organizations………