Retail Human Resource Management (HRM) - How to manage your employees in the retail industry скачать в хорошем качестве

Retail Human Resource Management (HRM) - How to manage your employees in the retail industry

View all our courses and get certified on https://academy.marketing91.com HRM in Retail Human Resource Management (HRM) in Retail Industry Human resource professionals’ primary focus in the retail industry is people; in order to serve the company’s customers better. For the HR professional, this means having the right talent, attract talent, ensuring talent is trained, engaged and retained through appropriate policies. If the employees whose duty is to convince the shopper and make them buy, are not trained and motivated, results will not be as desired. Human Resource Objectives in Retailing Functional Objectives Functional objectives help a retailer to enhance the role of its employees within the organization through provision of information, advice, facilities and training. The store employees stand on their feet from eight to nine hours in a day, thus making the job physically demanding and expressively draining. Organizational Objectives It involves HR planning, maintaining good relation with employees, selection, training & development, appraisal and assessment. The HRM department co-ordinates the activities of rest of the organization to achieve organizational mission. Social Objectives The retailing segment entails direct interaction with its customers. Hence, it is important for a retailer to satisfy the existing needs and wants of the society. The organisation, which ignores this aspect, may soon find itself out of competition. Personal Objectives Personal objectives of the employees must be fulfilled if a retailer is serious about long-term survival of its organization. If organizational efforts are only directed towards profit maximization, sooner or later, it will become difficult for the retailing firm to retain or maintain its employees. Human Resource Functions in Retailing 1. Job Analysis and Job Design 2. Recruitment 3. Selection 4. Placement 5. Training and Development 6. Performance Management 7. Compensation and Benefits 8. Labor Relations Job Analysis and Job Design Job analysis is the process of describing the operations, duties and responsibilities of the job. In order to recruit retail employees on a scientific and rational basis, it becomes necessary to determine in advance the requirements of the job. Recruitment The success of the retail organization largely depends upon the team of efficient store employees who are chosen out of a number of applicants for the job. Recruitment is the process of searching for prospective employees and stimulating them to apply for the jobs in the organization. Selection Once the recruitment process is rolled; its is followed by the stage of selection Selection is the process by which qualified and suitable store employees are selected based on their skills, abilities and capability. Placement Placement means offering of the job to the finally selected candidates. Once selected the candidates are placed on the jobs according to their capabilities and organizations requirements. Training and Development After selecting the most suitable and eligible candidates in the organization, the next step of HR departments are to arrange for their training. All types of jobs require some type of training for their efficient performance and therefore, all employees, new or old should be trained from time to time. Performance Management Performance management entails evaluating the performance of each employee based on quantitative factors such as ‘targets achieved’. Evaluating performance of employees periodically allows retailers gain access to the reliable, timely information that drives better decisions. Compensation and Benefits Compensation and benefits are not only the concern of the organization, but are equally important for the workers and employees to maintain their social image. Its main objective is to establish a fair and equitable remuneration to all and provide incentives for greater employee’s productivity. Labor Relations The HR manager is responsible for the control of labor (workers and employees). Employees differ in nature and therefore, it is natural that due to any communication gap, labor relations may spoil within the organization. This video is on HRM in Retail and it has the following sub-topics. Time Stamps 0:00 What is Retail Human Resource Management? 1:00 Human Resource Objectives in Retailing 2:17 Human Resource Functions in Retailing 5:17 HRM in Retail – Examples