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Proposal Plan EssayThe purpose for the organization Walgreens is to keep on put in a dynamic, self-motivated and energetic business environment. Walgreens is a successful business looking to progress overall presentation and place the company for effectiveness expansion. In order for this to follow through, a kernel rewards schedule require to be created. The incentives and compensation plan must connect with the goals of the organization. A cheering rewards program will build motivation in the work place.As the text states, The nonions that rewards are means to motivate employees assuming that the rewards are distri furthered fairly. Rewards seem to be partly of many different perspectives in motivation (Helsley, 2013). The most key part is the employees in this organization, and sadly the motivation is not up to par. Employees who lack motivation, insinuates that employees are not receiving proper rewards. Instead of management focusing on only one specific part of a department, they should rather work together towards a solid resource for the business.Presently, there is room for opportunity, to actually analyze the Human Resource Management form and see which problems which are leading employees to show lack of motivation. finished various researches, employees and outside sources, especially Human Capital Consulting organizations, believe that financial compensation is lower than market value. Employees do also not comprehend how stomach interlinks with job performance. 20011 to 20012 surveys show that employees think that pay connects to seniority (Pulakos, 2004).Adding to standard compensation, individual rewards are not well connected to performance. For example, departments like Research Development and gross revenue focus the transaction force and rarely see any return. The lack of proper positioning for financial compensation and work performance is causing discombobulation and contacting the motivational problems. Walgreens nee ds to acknowledge that employees views need to be strikeed. This is the reason wherefore the distance in understanding between the employees and the business needs to be fixed. Alterations to financial compensation can be expensive.The consultant from Human Capital Consulting the reward and compensation system needs to be fully reformed. The total cost of the reward system alterations are about $165,000. Since the business has been dealing with sales declining an investment of that sort would put the organization at a high school risk (Walgreens Co. , 2013). Even though the company has to cope with that expense the organization has the chance to better compete in the market and reduce the risk of losing employees to early(a) businesses due to financial compensation formats.This problem can be resolved if the management team at Walgreens takes into consideration the cause of external competition. Key objectives to consider are to steel certain that the pay is enough to attract a nd sustain employees. If employees do not see that their pay is competitive compared to what other organizations are big(a) for the same type of work, then that might cause for the employee to leave. Even though employee motivation and financial compensation are viewed as big problems for Walgreens, the business baron to form attraction and withstand move enhancement has been dwindling.The problems can be caused by the lack of Human Resource Management in the business strategical human capital management, with a failure by leadership to form a successful culture that aids the business objectives. As the business sets itself direct and alters its strategy, it will be vital to effectively train employees and make certain that they are set for the challenges that come their way. Sadly, motivation issues are harming the business and may affect the strategic changes.Examples of the weak culture and employee breeding are seen in the Research Development and sales parts of the orga nization. Each section contributes to the success of the business but receives rarely any recognition, whether it is pay or just an overall recognition. Walgreens has the chance to brace the culture and form a complete employee development system that supports the enterprises vision and goals for the future. To add to this the business has the ability to explore other areas aside from the financial compensation to augment employee motivation and job satisfaction.Executing a career development system will not be enough for long-term enhancements. Management at Walgreens will need to center on building situations that practice career development (Walgreens Co. , 2013). Employees at Walgreens have different interests. These interests can include financial compensation, career enhancement or development, strong and effective communication and of course support from the management team. Employees have the right to be rewarded fairly and be acknowledged for their efforts and hard work to the organization.To add to this, employees have the right to be included in the organizations culture instead of being part of teams that are divided up. This usually leads to a lack of direction. Employees crave cooperation, a challenging working environment and dedication. Thats why effective end state goals would be to make certain that employee motivation is being measured effectively. Also, form career development plans and spot out important achievements within the business. Not only employee motivation should be worked on, but also set up a comprehensive rewards system.The reward system will represent employees the chance to take charge of their reward as well as form a spot to market benefits that pertain to Walgreen employees. An internal web application program should be created by HR (Walgreens Co. , 2012). The system will center on benefits administration, cross-function team goal management, and incentive rewards tracking systems. Employees will have the option of rev iewing their benefits and make alterations on their time. Also, managers will be able to appraise the improvement and donations made by cross-functional teams.Sales statistics will also be part of the reward system to keep track of sales performance. Overall, Walgreens needs to restructure its employee compensation program. This means that the organization needs to first acknowledge that employee motivation is low. From there, increase it, by honour employees for a job well done. Acknowledging them in front of their employees and even bonuses will be nice. Flexible schedule is so important. Basically, re-evaluating everything to make certain that employees are whimsy valued.