Human Resource Management Report: Reward and Recognition Programs

This report analyzes reward, incentive, and recognition programs within the human resource management (HRM) context, specifically focusing on the retail industry. It examines the responsibilities of various roles, including corporate sales managers, HR professionals, financial managers, advertising/marketing managers, and senior management, along with their respective salary ranges in Alberta. The report delves into the reward and incentive programs of fashion retail companies such as Zara and H&M, and Walmart, highlighting their importance in employee motivation, retention, and improved customer satisfaction. It assesses the strengths and weaknesses of HR practices in the retail sector, offering recommendations for implementing effective programs. The report also analyzes the sophistication of these practices relative to textbook recommendations and provides an overall assessment of the industry's performance in this area of HRM. The report concludes by emphasizing the crucial role of these programs and HR in fostering a strong market position, customer retention, and employee engagement.

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Table of Contents
Introduction................................................................................................................................2
Responsibilities of corporate sale manager............................................................................2
Responsibilities of Human resources professionals...............................................................2
Responsibilities of Financial managers..................................................................................3
Responsibilities of Advertising, marketing and public relations managers...........................3
Responsibilities of senior management..................................................................................3
Rewards/ incentive and recognition programs...........................................................................4
Importance of the programs.......................................................................................................5
Recommendations to follow these programs in organizations..................................................5
HR strengths and weaknesses in these industries......................................................................6
Strengths of HR practices in retail.........................................................................................6
Weaknesses of HR practices in retail.....................................................................................6
Conclusion..................................................................................................................................7
References..................................................................................................................................8

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Introduction
Rewards and incentives have always helped the employees to get motivated and iy
also helps the business in expanding their limits and perform more. This helps in better
customer satisfaction and less employee turnover. This essay insights about the different jobs
and the reward programs in various fashion retail.
Responsibilities of corporate sale manager
The responsibility of operations that is based on company’s sales, development and
implementation of annual sales is on this manager. S/he is also responsible for monitoring the
performance of the team in the organization and also looks if the objectives of the
organization are properly scheduled and executed (Kadic-Maglajlic et al., 2017).
Salary offered in Alberta:
Avg. pay (starting): $46.90
Avg. pay (top): $62.79
Avg. pay (overall): $51.49
Responsibilities of Human resources professionals
They are responsible for all the activities that is related to the workforce which
includes screening, recruiting, interviewing and also to handle the conflicts between the
employees, benefits associated and many more (Mayo, 2016).
Salary offered in Alberta:
Avg. pay (starting): $26.35
Avg. pay (top): $ 32.29
Avg. pay (overall): $29.91

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Responsibilities of Financial managers
Their responsibility is to maintain the financial health of the organization which
includes activities such as direct investments, financial reports and developing strategies for
long-term goals (Banerjee, 2015).
Salary offered in Alberta:
Avg. pay (starting): $32.01
Avg. pay (top): $61.26
Avg. pay (overall): $ 45.78
Responsibilities of Advertising, marketing and public relations managers
The planning, directing and the evaluation of the activities that are required for
promoting the sales of the products and services. The main responsibility of there is to make
the brand aware to the customers (Austin & Pinkleton, 2015).
Salary offered in Alberta:
Avg. pay (starting): $ 30.94
Avg. pay (top): $ 40.25
Avg. pay (overall): $36.39 (2020)
Responsibilities of senior management
They are responsible for taking all the firm decisions in the organization. The
directing of group of individuals and making strategic plans for the organization is the
ultimate responsibility of this manager (Iden & Eikebrokk, 2015).
Salary offered in Alberta:
Avg. pay (starting): $ 60.59

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Avg. pay (top): $ 87.54
Avg. pay (overall): $ 69.70
Rewards/ incentive and recognition programs
It is often seen that incentives are a part of encouraging employees in the organization
and help the employees to put their best foot forward at the time of their peak seasons. It
helps the employees to work with most efficiency and help the organization to achieve the
goals and objectives set (Shields et al., 2015).
This program becomes extremely essential in an industry like retail as it helps the
employees to get self-motivated that would result in increasing loyalty and this will have a
reduced rate of turnover of employees (Lourenço, 2016).
A flexibility of shift time is provided to the staffs or employees of the Zara store. It
also provides its employees with paid sick leaves and vacations also they get a discount for
the company store. The atmosphere provided by Zara to their employees is very nice to work
in.
H&M believes that their key to success is the everyday commitment and the long-
term involvement of the employees with the organization. Hence, they have found a unique
way of rewarding their employees. The employee of H&M will get a benefit from the
donation made initially by Stefan Persson and the employees can get their funds when they
reach at the age 62. However, if the employee wish to leave the organization at the age of
62years the funds will be managed by the HIP foundation of H&M. the allocation of these
units are based on the amount of days the employee has been with the organization.
When it comes to Walmart it is observed that there is no traditional way of rewarding
their employees but in the recent times the organization has launched a loyalty program

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which would help the consumers get a cash back after using this card. The career growth for
employees in Walmart is huge. A new incentive program is also started by Walmart under
which the associates of the organization can get a benefit and earn about twenty five percent
of the cash bonus quarterly which will be completely based on the attendance they have in the
store.
Importance of the programs
In retail it is very important that these programs namely the reward and recognition
program is initiated and implemented in the organization as it will help in a better retention of
the employees and also the wellness of the employees is considered in all these programs.
These programs are important as it helps the employees to know and understand the
importance they have in the organization. This is a kind of appreciation that the organization
has on the employees working in their store. This helps the store to have increased profits and
better employee as well as customer satisfaction (Meyer-Waarden, 2015).
Besides, it also helps in maintain a peer to peer relationship in the organization which
helps in better performance of the employees and the store as well. These programs helps the
employees to keep in mind that they need to focus on the values of the company and mission
statement of the organization. Thus, it helps in having a consistent focus of these values by
the employees.
Recommendations to follow these programs in organizations
After the implementation of these programs it could be observed that there are certain
areas that have improved using these programs. It has resulted in increased productivity and
job satisfaction among the employees of the organization and there is a cooperation between
the organization’s strategic plan and the employees of the organization.

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These programs are highly recommended as these help in increasing the positive
perception of pay among the employees of the organization and they are geared up for doing
multiple tasking at the same time during their working hours. This will help in the
organization to have an increased sales than usual and this could only be done if the
employee are motivated and encouraged by monetary terms (Alvesson & Sveningsson,
2015).
HR strengths and weaknesses in these industries
Strengths of HR practices in retail
Retention of talent and employees is more in retail sector and the competency
mapping in assessing the individual’s skills and talents becomes easy for HR in this sector.
When proper training is provided to the employees it helps in building the capabilities for the
employees as required by the organization. There are policies and programs of the HR which
believes and help in the constant identification of the workforce that is diverse in nature.
There is a growth in the potential of the employees and the employers as well (Manjunath
Koliwad, 2018). They help in allocation of mentors to the employees that would help in the
improvement of the internal environment of the organization.
Weaknesses of HR practices in retail
The main responsibility of the HR practitioners is to get involved in the strategic
planning and the management of the employees that would help in creating a workforce
which is productive as well as self-motivated. There are various challenges that these
practitioners face in this sector of industry that is retail. It becomes very important for the HR
to recruit the correct people for the correct job as it will have a sense of job satisfaction
among the employees which would result in lower turnover rated of the employees from the
organization (Kumar, 2016).

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Conclusion
Therefore, it can be concluded that these programs and the role of HR is an important
factors played in any business. These are the formal scheme that the organization develop to
have a better stand in the market and better retention of customers and employees.

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References
Alvesson, M., & Sveningsson, S. (2015). Changing organizational culture: Cultural change
work in progress. Routledge.
Austin, E. W., & Pinkleton, B. E. (2015). Strategic public relations management: Planning
and managing effective communication campaigns. Routledge.
Banerjee, B. (2015). Fundamentals of financial management. PHI Learning Pvt. Ltd..
Iden, J., & Eikebrokk, T. R. (2015). The impact of senior management involvement,
organisational commitment and group efficacy on ITIL implementation
benefits. Information systems and e-business management, 13(3), 527-552.
Kadic-Maglajlic, S., Micevski, M., Arslanagic-Kalajdzic, M., & Lee, N. (2017). Customer
and selling orientations of retail salespeople and the sales manager's ability-to-
perceive-emotions: A multi-level approach. Journal of Business Research, 80, 53-62.
Kumar, R. (2016). HR challenges in retail sector. South Asian Journal of Marketing &
Management Research, 6(10), 19-24.
Lourenço, S. M. (2016). Monetary incentives, feedback, and recognition—Complements or
substitutes? Evidence from a field experiment in a retail services company. The
Accounting Review, 91(1), 279-297.
Manjunath Koliwad, D. S. A. (2018). Review of human resource management in retail
industry.
Mayo, A. (2016). Human resources or human capital?: Managing people as assets.
Routledge.

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Meyer-Waarden, L. (2015). Effects of loyalty program rewards on store loyalty. Journal of
Retailing and Consumer Services, 24, 22-32.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ... &
Robinson, J. (2015). Managing employee performance & reward: Concepts, practices,
strategies. Cambridge University Press.
(2020). Retrieved 23 March 2020, from https://alis.alberta.ca/occinfo/occupations-in-alberta/