Creating and Maintaining Employee Engagement at Landscape Wales

This report provides a comprehensive analysis of employee relations strategies and total reward systems within Landscape Wales, a public sector organization. It begins with an executive summary outlining the report's focus on maintaining employer-employee relationships, total reward systems, and employee relations strategies, including issues faced and recommendations. The report critically reviews the total reward model, assessing its appropriateness for the organization, and discusses the potential benefits of a robust employee relations strategy. It delves into Landscape Wales' current reward system, highlighting issues such as an outdated structure, poor communication, and organizational culture challenges. The report also includes a SWOT analysis to identify the organization's strengths, weaknesses, opportunities, and threats. Finally, the report offers recommendations on improving employee relations, communication, and total reward strategies to enhance employee engagement, motivation, and retention. This report is designed to offer insights into the strategic importance of fostering positive employer-employee relationships.

CREATING AND
MAINTAINING
ENGAGEMENT

Executive summary
Employee relation comprises of efforts of organisation which is directed towards
maintaining relationship between employer and employee. Under this report organisation
undertaken is Landscape Wales. Further, the report comprise of total reward system and benefit
of employee relation strategies along with issue that are being faced by organisation are also
discussed. It will also comprise recommendations that are provided on the main elements of
these strategies in relation with the issues.

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 which involves. A good employer relationship programme ensure that all employees
are treated fairly and it also strength relationship between manager and employee and also
eliminate problems between them. Organisation undertaken in this report is Landscape Wales
which is an public sector organisation whose mission 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 reviews and analysis of Total Reward, which will determine whether this is an
appropriate model to adopt strategically in this environment.
Total reward is an term which is being used in order to describe reward strategy which
brings together all the investment funds that a business makes in its staff members. 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 toward number of points.
Motivating and developing employees as they 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. Different types of reward can be used in order to influence employees such as
intrinsic reward comprising of intangible awards such as recognition and extrinsic rewards which
comprises of tangible rewards such as winning trophy or wards Along with it monetary rewards
can also be used such as bonus. Where as it also helps in linking reward to Quality and business
objective as this 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). By enlightening the objective to staff
members and linking the their service quality with rewards they Landscape Wales will able to
influence their employees.
It also help to change working practice and business culture businesses will be able to
create a positive work environment through effective total reward system in the organisation that
is focussed on achieving the business goals. With providing different rewards the organisation
will be able to create positive environment and will hep the staff members to work in teams.
Retaining employees through effective reward system the businesses be able to influence
and retain employees for a longer period of time.
Source : TOTAL REWARD MODEL.2018
This model is concerned with three different types of strategies namely, business, human
resource and organisation culture. In this business strategies are concerned with situational
analyses of the business model, marketing, planning, etc. Human resource strategies are related
I
llustration 1: TOTAL REWARD MODEL.2018

to the recruitment, training, compensation, development, etc. so that an individual will work with
full potential such that organisational objectives can be attained. Organisational culture is
concerned with such culture where employees will be motivated to with the financial incentives
such as bonuses, incentives and non financial incentives such as recognition, enrichment, etc.
Apart from this, the organisational culture must be conflict free, follow legal legislations which
render employees with job security and safety (Total reward model 2018).
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, compensation and paying them extra for extra working hours. While
non monetary rewards comprises of recognition, growth and achievement and etc. 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 (What Are the Elements of a Total Rewards System? 2019)
The reward systems serves certain advantage to the employees and the organisation that
are given below (Advantage of total reward system. 2019):
Advantage to employees
Helps in achieving higher performance by providing 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 will help the Landscape Wales to develop the skills
of their employees. (Han and et. al., 2016). It also facilitates Greater engagement which
comprises comprises of more involvement of employees in the work place as they are provided
with the direct link between their performance and rewards. Which helps them to increase their
overall engagement in the different business processes.
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. Through establishment of effective reward system the 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).
As per the case study 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. Which
needs to updated which will involve adding befits such as bonus and non tangible
rewards such as recognition.
 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. This can be solved by establishment of effective communication system
which will ensure that there is free flow of information among the employees which can
be done by establishing systems such as electronic mails and through meetings. Which
will help the teams and other staff member to coordinate and work in a positive manner.
 Organisation culture comprises of increasing level of them and us among the
workforce. The management is concerned that employees do not have say in the
organisation and are unclear about the future direction of the organisation. By effective
relation strategies organisation will be able to create an environment which will foster
team work and will help in creating a positive environment in business.
 Proving bonus annually and non inclusion of other benefit in total reward system.-
The organisation is providing bonus annually it can provide the same twice a year and
can involve other benefit such as sacrifice scheme in reward structure in order to build

strong relation with employees. It can also involve tangible benefits such as increments
and promotions.
 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 and involves intrinsic rewards such as trophy or
recognition will boost employee performance.
Swot analysis is being used by organisations in order to use their strength to capture different
market opportunities while avoiding threats. Which can be further explained below-
Strength
 Skilled work force.
 Government funding.
 20 area offices that are dispersed in the
country.
Weakness
 Gap in communication system.
 Lack of training and development
programme.
Opportunity
 Expanding businesses in other areas.
 Establishment of effective
communication system.
Threat
 Government from 2020 will only
account for 80 percent of the current
findings.
2.Discussion of the potential benefits of an ER strategy.
Employee relation refers to a company's efforts which it makes in order to mange the
relationship between the employers and employees. An organisation that focus on having an
effective employee relation programme provide fair and consistent treatment to every employee
in order to ensure. That all their employees are committed to their jobs and are loyal to their
customers. The programme am to prevent problems that are involves in different situations at
work. Different advantages of employee relation strategies are discussed in points.
Communication which involves the exchange of information from one place to another
acts as a lucrative opportunity through which effective relationship can be built with employees.
As per the case study, it can be seen that information about different schemes such as bonus are
hidden from the employees of the Landscape Wales, thus the work culture and lack of

communication had a negative impact upon their work (Advantages of Good Employee Relations
2019). If the information is communicated freely in the organisation they will be able to wok
more efficiently and it will also help in alignment of organisational goals with individual goals as
proper direction will be provided to the employees about their job responsibilities (Pidgeon and
et. al., 2014).
Task and team working which involves encouraging individuals to share their work with
one another. By working together they will be able to resolve their difference and will be able to
create a level of comfort. It will also help them to increase their productivity level and can handle
the issue of funds. It also helps in Minimising conflict by establishment of a cooperative and
stable relationship with the employees organisation will be able to eliminate the conflict that may
arise due to unclarity in the relationship between them. By employment relation strategies such
as by providing opportunities to employees to present their issue it will help the business to
resolve the problems of the employees and will help the organisation to increase the productivity
as by addressing the issue of employee they will able to motivate them on higher extent.
Organisations enjoy high level of productivity who posses positive relationship with their
colleagues and managers tent to work smartly and more efficiently. They will tent to put their
best efforts and will get involved in organisations different projects. Which will lead to high
productivity. Another reason for increased productivity is the increase in the morale and
motivation level of employees through establishment of effective employee relation.
If the relation among the employees and other members of the organisation is good it
help in Reducing hassle turnover. Higher level of employee turnover can be an hassle for the
organisation. When an employee leaves it take a significant amount of time and resource with
them. Through effective employee relation strategies the turnover ratio can be reduce. It will
benefit organisation as they will save both money and time which is involved in replacement
search and employee will not have to search for different career paths as they are being valued
in the organisation.
By establishment of good relation among the employees and other members of the staff
Landscape Wales will help the employees to work together and also will be able to solve issues
among each other through working in the same space. It will help in grater a greater level of
employee engagement in the overall organisational activities.

3.Recommendation on the main elements of strategies for total reward and employee relations.
The current environment of the organisation comprises of some problems such as lack of
training available to the front line management. Poor communication systems which makes the
employees as well as front line manger unclear about the organisational overall priorities and
their own career progression. These are being highlighted in the current staff survey which have
shown a strong dissatisfaction on issues such as employees do not have a voice and the current
reward system being outdated.
In order to address these issues Landscape Wales will use total reward and employee
relation strategies such as environment which boost team working and establishment of effective
communication channel in internal mechanism by emails and meetings and which will help the
organisation to boost their employees relationship and will help them them to use their expertise
level in an aligned way which will increase the overall efficiency and boost the productivity. It
will also help them to eliminate the issues such as conflicts and will help to motivate and
influence staff to work more efficiently in the business.
Where as in Total reward system the organisation needs to focus on the elements that
have been creating an issues such as their outdated reward system and non inclusion of various
benefits in the same. The organisation will involve benefits such as bonus and will use effective
communication system in order to facilitates better employee engagement as they are provide
with a clear image that links their performance with rewards. In order to influence them on a
higher level they will use non financial rewards which involves offering intrinsic rewards such as
providing trophy by establishing events in the organisation or recognition the work of the
employees and giving them recognition in the work place will help the employees to work harder
in order to gain the non tangible rewards comprising in the organisation. It can also offer
extrinsic rewards such as promotion and increment in salary in order to motivate employees.
As in the current economy government is planning to account for only 80% of the current
funds in the future it needs to address these fund requirement by increasing their performance
level and increasing the gains. In order to increase their performance level they have to increase
employee engagement in the business that can be facilitated by effective employee relation
strategies and total reward strategies.

CONCLUSION
From the above report it can be concluded that the Landscape Wales is an public sector
organisation which comprises of 530 individuals of workforce working in it's 20 Area offices. It
is an people intensive organisation. Under this report the total reward system elements have been
explained in accordance with the environment and recommendation have been made. Later part
of the report have enlightened the benefit of Employee relation strategies in context of the
Landscape and it's employees which comprises of minimising the conflicts among staff
members, establishment of effective communication and better employee engagement. By
adoption of these reward and retention strategies organisation will be able to resolve issues such
as conflicts among members, outdated reward system and issues related to funds.

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