the confidence to speak to their managers about their views or any ideas they might have.
The last element of the Harrods Human Resources programme is Living the brand values and making sure that all the employees be it senior staff or ground employees who work the shop floor understand and model the brand values.

The Human Resources department at Harrods developed this programme in order to improve the job satisfaction of their employees and also to reduce the employee turnover. It has resulted in Harrods having a better relationship with its employees and one in which they feel comfortable approaching management to discuss issues regarding their job etc. This change has made Harrods successful as they put their employees first and always listen to them. Harrods have also adopted different engagement methods to give employees and managers the opportunity to share ideas and views. The methods include:

• An internal Employee magazine which is a way of keeping staff motivated as it contains competitions and keeps staff updated to any changes or interesting interviews etc. • An Intranet which allows employees to pick what information they wish to be informed about rather than having to read or learn about things which they have no interest in. • ‘Other forms of employee voice’ which contains a ‘Bright ideas’ scheme which was made in order to allow employees to contribute ideas towards company improvement. • Morning Briefing allows employees who work the shop floor the chance to learn about latest sales figures and what the focus of the day is and any events which are going to be taking place. • A Quaterly employee forum where workers are allowed to talk about any issues and help to resolve them.

P1.3 Evaluate the roles and responsibilities of line managers at the Harrods human resource department the confidence to speak to their managers about