Human Resource Management for Retailing Industry-MyAssignmenthelp

Question: Discuss about theHuman Resource Management for Retailing Industry. Answer: Introduction This study is aimed to illustrate the concept of human resource management challenges in the retailing industry worldwide. Furthermore, this study is based on the evidences on various retailers which are practicing human resource management and facing these challenged in the international market of retailing sector (Louw, 2013). In addition to this, the recruitment process in any organization is operated through different methods, manners, on certain values, traditions and beliefs that influence the hiring process of human resource management. Likewise, this research paper explores the recommendation for the challenges faced by the retailing industries regarding the recruitment process. Recruitment Process Challenges Faced in the Retailing Industry Globally, retailing industry is comprised of many small, medium and large retailing sector companies. It almost covers all the goods and products that is manufactured for the utility of the customers and needs to be addressed directly for sale (Fui and Yazdanifard, 2015). The retailing industry is one of the industries that have given employment to more than half of the whole employed people around the world. There are various retail chains and multinational retailing sectors that given enormous opportunities to the employees in terms of financial security, social security and other benefits. It has been also analyzed that retailing industry is the most flexible job opportunity for any employee whether the worker is fresher or has some experience. Apart from this, this industry has the biggest employee turnover rate due to low risk involved and less paid jobs ensured by the organization (Fui and Yazdanifard, 2015). Thus, in this section recruitment and selection process challenges wi ll be discussed to give an insight on human resource management problems faced by retailing industry. The problem of the recruitment selection in the retailing industry is related to the performance appraisal (Nalla and Varalaxmi, 2014). This sector has a very less opportunity on allocation of performance appraisal, basically it is not based on any target and directly involves customer dealing that makes it hard for the human resource management to identify the accurate method for performance measurement. Not only, the management faces trouble in determining the method which will motivate the employee through performance appraisals, but also due to law wage rate and margin involved in the job it is very difficult for the management to excite workforce for the better performance (Nalla and Varalaxmi, 2014). The training and development facilities in the particular industry are very low and in fact does not counted to be important. This type of attitude gives poor service to the customers and major issues at the time of crises or management in various events within the organization. It has also been found that low compensation because of low margin is another critical problem for the organization. Rewards, incentives and recognition also makes it difficult in the retailing sector industry because majority of the work is single layered and does not provide sufficient prospects for the organization to involve employees in the work more and more (Qureshi, 2013). Lack of skilled manpower is one of the key challenges in the retailing sector that impacts the sale of the retailing firms largely (Qureshi, 2013). No business techniques and active participation losses the interest of prospective buyer. There is no value addition is counted, thus human resource management excuses the use of basic training for the sales force of retailing sectors as it incurs more expenses to the retailers. The shift management is very hectic and requires full attention all the time, therefore the work involves stress in the work culture of the retailing organization an which cannot be controlled by the human resource management (Zinyemba, 2014). Lack of formal education in retail management also sometimes creates problems in issue handling and in management. Workforce attrition is very high in the retailing sector which creates problem for the management to control the recruitment process based on this issue. There are various types and large number of retailers is available in the market as well as offering the suitable job for the people in better financial option, hence threat of poaching is very high in the retail industry. Retailing sectors only offers low paid jobs for the sales force; hence no motivation is there to attract people for the job (Zinyemba, 2014). Retailing jobs are not counted as Career focused aspects and cannot benefit as future or long term investment. In addition to this, the retailing jobs are physically demanding as it involves more than 10 hour shifts or so even in holidays, weekends and public holidays workers have to come for their job daily (Greenidge et al., 2012). This problem is faced by the human resource management for convincing the workforce for greater commitment in low amount of consideration. In the retailing sector, employee involvement is very in the work/job due to shift practices which works for a definite period of time and no further engagement by the employee is provided. Thin margin to the organizations in the retailer sector leads to low paid job and human resource management has to consider this fact again and again for the fair management (Greenidge et al., 2012). No experienced manpower is being recruited in this industry; it challenges the recruitment process every time. Changing employee demographic with acute shortage skilled sales force is another challenge for the organization along with this, scar city of fresher workforce has also been faced by the human resource management where geographical problems are being faced. Different work culture and stressful environment with the much work force diversity impacts the recruitment process and HR management in the organization. Other sector growth such as service sector, insurance sector, education service, leisure and hospitality services, transportation and similar services that pays more attractive wages and benefits to the employees, therefore, it becomes hard for the human resource management to retain its employees after some time or even at the time of recruitment giving them a win-win situation deal (Pandey, 2013). Formal retailing skill are absent in the employees because no formal or minimum qualification is required in the retailing jobs. These all above mentioned challenges also arise the basic problem of maximum turnover rate of employees in the retailing industry. The employees are prone to absenteeism and turnover due to less risk is involved and various opportunities in the retailing or other sector market are available (McGuire and Cross, 2003). This also facilitates the problem of labor supply and demand in the market which challenges the human resource management for the better implementation of strategies to improve the employee loyalty towards the retailing organization. Recommendation to Overcome Above Challenges There are certain recommendations which can be implemented to minimize the problems faced by the human resource management in the recruiting process (McGuire and Cross, 2003). These strategies will improve the employee loyalty and involvement of employees in the retailing activities. The motivation of work will also be enhanced by the integration of these strategies to the workforce at the time of recruitment and selection process. From the initial stage, human resource management should be prepared for the effective articulation of the information to the employee and negotiation which will create and end up in a win-win situation. Sometime, manipulative talk and relieving with empathy communication ensures the employees direction and engagement in the organization operations (Tay, 2011). These strategies involve employers branding, types of advertising, cost reduction strategy, quality enhancement strategy and a customer focus strategy. Employers branding is based on the organizatio ns name and fame, where working become prestige for any worker. Big names of the compnies often attract the employees as it is more suitable and acceptable in the society (Tay, 2011). Not only this, the employees find it a good reference in the society or for next employer if the bid name of the company is associated with the job profile. Therefore, the human resource management can entice the workforce by cashing the name or brand of the company or employer in the market. Furthermore, some advertisement strategies can also be used to remind and inform the prospective workforce again and again (Renko, 2017). The advertisement could be given through the social media, newspaper, magazines, employment issues, consultancies, mouth to mouth advertisement and many more methods can be induced for this. Next is cost reduction strategy which focused on the other functions to reduce the cost and give more preference to the financial security of the employees. This strategy is to give more financial benefits to the employees for the greater satisfaction in the employee leads to greater involvement (Ekwoaba et al., 2015). After that, quality enhancement strategy is recommended by providing basic training to the employees and entice them referring them the future use of skills and ability because of that training. New skills such as basic computer operations, customer handling techniques and customer relationship management could be used to the purpose. Last is cus tomer focus strategy that states that recruitment process of HR management should be based on requirement and need based on the customer focus. The employee needs to only satisfy customer in order to grab the job which will also give target to the employee and increase their engagement in the job (Ekwoaba et al., 2015). Thus, these strategies can be considered useful in order to deal with the challenges faced by the retailing organizations human resource management in recruiting and selection procedures. Conclusion In the above discussion, it can be implicated that retailing sector faces various challenges in the recruiting process such as employees loyalty, engagement, involvement and absenteeism. Along with this, issues related to less payment due to thin margin with stern and distinct shift system in the retailing sector creates more problems for the management to attract the potential workforce for the job. In addition to this, work culture, integration of diversified workforce and stressful environment of retailing sector jobs are serious trouble in the recruitment process. However, application of specific strategy in a situation can resolve the issue of recruitment in retailing sectors. These strategies include cost reduction, quality enhancement and employers brand strategy to overcome challenges faced by retailing sectors. Reference Ekwoaba, J. O., et al. 2015. The impact of recruitment and selection criteria on Organizational performance. 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