Landscape Wales: Critical Analysis of Total Reward and ER Strategies

This report analyzes the total reward model and employee relations strategies for Landscape Wales, a public sector organization with 530 employees. The report critically reviews the total reward system, assessing its appropriateness in the current environment and highlighting its components. It examines the benefits of an effective employee relations strategy, focusing on employee motivation, retention, and engagement. The analysis includes an overview of Landscape Wales's current reward system, identifying issues such as outdated structures, inadequate communication, and a lack of flexibility for a diverse workforce. The report recommends key elements for improving total reward and employee relations strategies, including enhancing communication, accommodating a diverse workforce, offering bonuses more frequently, integrating benefits into the overall reward structure, and emphasizing non-financial rewards such as learning and development programs and recognition. The recommendations aim to address current issues, improve employee satisfaction, and align the organization's goals with its human resource practices.

CREATING AND
MAINTAINING
ENGAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
1.Critical review and analysis of Total Reward, which will determine whether this
is an appropriate model to adopt strategically in this environment...........................................3
2.Discussion of the potential benefits of an ER strategy.
.....................................................................................................................................................6
3.Recommendation on the main elements of strategies for total reward and employee
relations.......................................................................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES .............................................................................................................................10

INTRODUCTION
Employee relation refers to an organisation efforts in order to manage relationship
between employers and employees. It can be enhanced by focussing more on customer
engagement. Organisation undertaken in this report is Landscape Wales which is an public
sector organisation whose aim is to promote, care for and improve the countryside of Wales. It
comprises of total of 530 employees in 20 area office spread across the country. This report will
analyse the total reward model and it will also analyse whether it fits with the current
environment. It will also highlight the potential benefit of an employee relation strategy. Later
part of the report deals with recommanding elements of the total reward and employee relations
which will used by organisation in order to resolve the current issue existing in the environment.
1.Critical review and analysis of Total Reward, which will determine whether this
is an appropriate model to adopt strategically in this environment.
Total rewards comprises of tools that the employer is using in order to attract, motivate
and retain employees in the organisation. It involves everything that the employee perceives to
be of value which is result of employment relationship. It is Basically an organisation's strategy
which focus on motivating and retaining employees (Adams and Wiles, 2017). The rewarding
structure of an organisation is aimed towards the following points:
 Motivating and developing employees: As the employees are the key people who
responsible for handling the different activities of the organisation. In order to motivate
them to work hard for fulfilment of organizational objectives manger needs to influence
them by offering an attractive reward system.
 Link reward to Quality and business objective: By providing link reward with quality
and business objective organisation will be set a clear image of their objective in the
minds of the staff member and it will help motivate them to produce higher quality
performance as they have been directly linked with the rewards (Chen, Ingram and Davis,
2014).
 Help to change working practice and business culture: With establishment of effective
rewards systems businesses will be able to create a positive work environment in the
organisation that is focussed on achieving the business goals.

Source : The Total Reward Structure. 2019
Total reward system model comprises efforts of an employer that he is using in order to
recruit, motivate and retain it's employees. It comprises of different elements such as providing
different type of rewards in order to attract different employees as they differ from one another
some of them might give more importance to monetary rewards and some might prefer non
monetary rewards over monetary (Glass, Wongtrirat and Buus, 2015). Monetary rewards
comprises of motivating employees through providing bonus and paying them extra for extra
working hours. While non monetary rewards comprises of recognition, growth and achievement.
In order to motivate employee both of these financial and non- financial rewards are being taken
into consideration so their combination can result into a higher level of employee retention and
motivation (Elements of a Total Rewards System 2019)
The reward systems serves certain advantage to the employees and the organisation that
can expressed below:
Advantage to employees:
Illustration 1: The Total Reward Structure. 2019

 Helps in achieving higher performance- It provides direct incentive for employee
performance. It clear the job roles and the standard that employees needs to meet in their
performance in order to achieve the advantages such as bonuses. These programme also
involves training and performance management which help an employee to increase their
set of skills (Han and et. al., 2016).
 Greater engagement- It comprises of more involvement of employees in the work place
as they are provided with the direct link between their performance and rewards> this
will help I creating a more efficient work culture in the business.
Advantage to organisation:
 It is one time project- Instead of preparing for the entire year the human resource team
can prepare the roll-out total reward system at only instance. Which will help the human
resource to focus on the other priorities.
 Employee retention- Through establishment of effective reward system organisation
will be able to retain employees as they will get an clear image of their career path which
will enable them to work harder in order to achieve growth in the work place (Jepson,
2016).
In the current situation the organisation is employing 530 people. Their basic pay is
established after analysing the market and the competitors strategies so, it is not a problem for
the business. Where as there are various non pay benefits that are being provided by the
organisation which includes flexible working hours, individual learning accounts on request,
family friendly working policies and some salary sacrifice schemes. The organisation have
updated it reward system with time which involves responding to new legislations (Jutraz and
Zupancic, 2015).
There are different issues that are arising in the current system such as
 Outdated system- The current reward system of the organisation is outdated which
comprises of attaching each post with grade which has three incremental points. And it
does not reflect the issue that needs to be linked with increasing diverse workforce.
Organisation rewards system comprises of a small bonus which is paid annually.
 Improper communication- There reward system are not being communicated properly
with the employee which is hampering the development of staff (Karanges and et. al.,

2015). There is only no internal mechanism to share the information beyond business
newsletters.
In order to solve these issue the organisation will modify it's current reward system-
 Establishment of effective communication system- Communicate the current reward
system to employees as they have a less amount of knowledge about the same it will help
the employees to gain knowledge which will help to work more efficiently and they will
be able to link there performance with the rewards. Internal communication system will
help the Landscape Wales to coordinate the efforts of both employee and manger towards
achievement of organisational goals.
 Be more Accommodating- In order to be more flexible with the diverse workforce
organisation needs to be more accommodative. In involves trying to account for the
various culture and personal requirement of the staff members. For example providing
scheduling flexibility to employees for praying or providing religious holidays.
 Providing the bonus twice annually- As the organisation is providing small amount of
bonus that is being provided on an annually basis. The company can provide the same
twice a year in order to retain and motivate employees on a higher level.
 Positing the other benefit in overall reward structure- The other benefit that are being
provided by the Landscape Wales are being not structure along with reward structure.
Benefit such as salary sacrifice scheme for example loans to purchase bicycle and bonus
should be included and communicated to employees (Mone and London, 2018).
 More emphasis on non financial rewards- It include motivating employees by enabling
learning and development programme as the Landscape Wales front line management
and staff members lack training that is required to increase their level of skill sets.
Organisation can also provide recognition to employees for their contribution in the
business which will help to motivate them on a higher level.