Roots Ltd. Employee Wellness Program: A Comprehensive Report

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Training, Motivation and Workplace
Wellness Assignment
Name of organization: Roots Ltd.
Name of group members:
Instructors name:
Course Name:
Due Date:

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Introduction
Roots Ltd. is one of the most renowned brands of clothing in Canada. This task explains the
importance of wellness programs and training for the employees in any organization. It helps to
enhance employee bonding and helps to encourage them to perform well.
Background
Organization overview and history
Roots Ltd. was founded in 1973 by Michael Budman and Don Green. Their design centre is
situated in Toronto, Canada. It has around 1600 employees in Canada. They launched their
athletic brand in 1985. Root has been operating from 210 stores in Canada, the United States and
Some part in Asia.
Organizational culture
Company culture is entirely open at Roots. They celebrated their heritage and authentic and help
the employees to focus on quality and integrity in their work. They encourage their employees to
learn them more so that they can stretch their boundaries.
Business strategy
The wellness program is those programs which help employees to learn more and become more
social (Sharif, 2015).
 Proposed strategies for wellness are the following:
o Reward Ceremony
o Monthly get together
o Activities
 Effect of strategies on employee engagement
o These activities are constructive for the employees to become more social with
each other. It helps to create strong bonding within them. It helps to improve
employee engagement in the organization.

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Need Analysis
Need for a wellness program
For wellness, program management has to analysis the perfect time and date for the activity day
in the organization. After finalizing the year, the budget should be discussed and planned for the
event.
Identified needs and gaps
The company needs to conduct a self-analysis test for the employees at every month end so they
can judge their performances. Company management will also get help to analyze the results.
The company has to increase its budget for those activities.
Stages Organization Task Person
Identified Gaps  Budget
 Assessment
task to
employees
 Performance
evaluation test
 Presentation
 Designing
 Planning
 Participation
 Self- analysis
 Improvement
working style
Program Content
The wellness program is significant for the organization to make it perform better. It helps to
improve employee engagement at work (Osborne, 2017).
Specific topics of the wellness programs
 Reward Ceremony – Reward ceremonies are essential to encourage employees to work
with efficiency. Rewards and recognitions help to make them improve their work.

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 Get together – Get together is essential for creating a strong bond between employees. It
helps them to improve their social skills and help them to become more helpful and
cordial with each other.
 Activities – Fun and learning activities could become a big part of the wellness program.
Employees can stretch their learning ability, and it helps to create a better working
environment.
Justification of the initiative taken by the organization
The company has employees around 1600 in Canada only. Running 210 or more stores is not an
easy task without employee coordination. This wellness program will become very helpful to
achieve employee satisfaction which could be very helpful for the organization.
Training Design and Delivery
Create two training objectives for this program
 Develop Brand image: This is the most critical objective in the fashion industry. Brand
image specifies the loyalty of the organization. The Clothing industry maintains the brand
image over the world by which it attracts new customer and makes a good relationship
with the existing customer. It represents the visualization of customer and draws a
perception of the customer mind. This image will be developed according to time and
experience. So, the organization takes a step towards skills development. Its main aim is
to development of employees by which the interaction and communication get better with
loyalty.
 Introduction of Technologies: Clothing industry requires advancement in technologies.
But most important aspects are to handling, maintenance. The organization provides
training regarding how to use techniques which improves their skills and performance.
Training Methods
 On-the-job: These kinds of post are relatively preferable due to less expensive. This
method is applied over fresher or inexperienced employees who do not have any
experience regarding the situation. In these employees take lessons on the same machines

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and technologies. Roots Canadian is the brand company which sells men’s, women’s,
babies clothing and leather bag. In this organization, there is various department like
human resource, manufacturing, checking, packing, marketing, sales etc. Each
department requires a different kind of training method. If employees get on the job
training, they will understand it correctly.
 Off-Job -Training Method: This method is applied Roots when employees are newly
fresher or inexperienced. These methods used at a different place or other than the
working area. Documents are provided, and there are freedoms of expression. Employees
can easily express their views and recommended some other idea by which they get
knowledge of their job (Akter, 2016).
 Technology-based Training Method: This kind of training method is over internet
service. This era is technology-based, and the organization provides training over
technology. It takes less time, and the presence of both host and guest does not require at
the same time. But this also has a disadvantage because employees are not able to discuss
their issue at the same time.
Learning Principle
 Instructional Design: This principle is based on instruction methods in which methods
are designed over instruction according to the training strategies and implementation of
the organization. Roots Company develop their training methods over various preparation
by which employees will understand what is the actual requirement of the company from
employees. By this principle, training methods improve the communication skills
employees.
 Marketing Development: In the clothing industry, the marketing principle is an essential
aspect of every employee. In this industry, every employee performs the task by the
marketing of the product.
Evaluation
Recommended evaluation tools

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 Total Production: The production department evaluates the clothing industry as per the
overall production. Manufacturing is a group task in which it also includes various
sections. Every section has its responsibility and tries always to maximize the rate of
production. It is the best method to evaluate performance. But production not is efficient,
and it includes quality production as well.
 Total Sales: Another recommendation for the evaluation of the clothing industry is total
sales as per the point of the clothing industry. Total sales of product evaluate the
performance of marketing in the clothing industry.
Suggested three ways for sustaining the program
1) Conduct gets together: This method involves the more engagement of employees. This
kind of get together enhances the interaction and communication between employees.
2) Professional Meetings: This is the professional interaction space where employees can
share their views and suggestion in the same conference. It helps to increase more
involvement within employees.
3) Intercultural development Method: In this method employees represent their culture by
performing cultural activities (Sharif, 2019).
Conclusion
In this report, Roots Company was used for representing the perspective of training and wellness
for the employees. It consists of training methods and the principle used for the employee's
development and the gaps between wellness programs. It includes an overview of the company
and what are the aspects of how the performance rate will be evaluated. The learner will
understand all the elements of training and development in the organization.

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References
Akter, N.,(2016). Employee Training and Employee Development Is the Predictors of Employee
Performance; A Study on Garments Manufacturing Sector In Bangladesh. IOSR Journal
of Business and Management.Available at:
http://www.iosrjournals.org/iosr-jbm/papers/Vol18-issue11/Version-1/H1811014857.pdf
[Accessed on 4th April 2019]
Mclaughlin, P., Ashaab, A, I, and Rashid, H., (2017). Factors Influence Employee Engagement
Leveraging by Organisational culture (Pilot study in the Libyan banking sector). IOSR
Journal Of Humanities And Social Science. Available at:
https://pdfs.semanticscholar.org/7b5a/db72cb6372e16a11cb0fd8fae223f510a455.pdf
[Accessed on 4th April 2019]
Osborne, S. & Hammoud, S. M., (2017). Effective employee engagement in the workforce.
International Journal of Applied management and technology. Vol. 16. 50-67. Available
at:
https://www.researchgate.net/publication/307477735_FACTORS_INFLUENCING_EMP
LOYEE_ENGAGEMENT_A_STUDY_OF_DIVERSE_WORKFORCE [Accessed on
4th April 2019]
Sharif, A, and Gisbert, M., (2015.)The Impact of Culture on Instructional Design and Quality.
International Journal of Instruction. Available at:
https://files.eric.ed.gov/fulltext/EJ1085297.pdf [Accessed on 4th April 2019]