Tags |
|
|
Links |
|
|
Digg it UP - HRM-Retail Industry
IntroductionThe state of Gujarat in India, popularly known as the ‘Manchester Of the East’, has a rich heritage of textile crafts. The arid region of Kutchh is the richest in the state in terms of cultural heritage. However, there are several other parts of the state which specialize in some form of textile craft or the other. In this article, we have outlined some of the traditional textile crafts of this beautiful state and have attempted to analyze the scope of these crafts.BandhniThe craft of ‘Tie & Dye’, typically known as ‘Bandhni’ or ‘Bandhej’ in Gujarat is practiced in several areas of the state. The term ‘Bandhni’ is derived from the Hindi word ‘Bandhan’, this means ‘tying’. Bandhni from Jamnagar, Anjar and Bhuj are particularly renowned. The Bandhnis from these areas differ from those of other regions in terms of designs and c
When a company is looking for new employees, they tend to use different channels in order to find the most suitable personnel. The channels could be educational institution, TV/magazine advertising, agency or any other channels which is the best way to find the right personnel. For example, in a retail company, when they are looking for a entry level sales personnel, they tend to reply on educational institutions, advertisements and employee recommendations. Moreover, when a retail company is looking for middle-management positions, they are likely to use employment agencies, competitors, advertisements and current employees. The recruitment process can be very costly. It takes a great deal of time to set up an effective recruitment process. Therefore, the company has to carry this job out in a systematic way.
The next job is to select new employees from among those the company has recruited. The main objective in the selection process is to match the character of potential employees with the requirements of the jobs to be filled. The process of selection includes job analysis and descr
The global trade market demonstrated signs of stability after the police authorities intercepted the bombing threats on airplanes traveling between America and the United Kingdom. American investors, which supports Asian commerce, disregarded concerns after global trade analysts stated that the impact of the recent crisis will not last long. However, security measures are still being applied on both local and foreign flights on airlines based on the US.The said bomb scare, which was planned to destabilize the global trade, barely affected the Financial Times Stock Exchange Authority (FTSE) in Britain with the British Airways stocks mirroring the wealth of FTSE 100 index. The airline company will soon resume their flights back and forth London Heathrow despite the possibility of having some delays. Meanwhile, Easyjet -- another Britain-based carri
Human Resource Management is a vital function in organizations. It is becoming more important than ever. Line managers are getting involved in HRM, and human resource managers are becoming members of the management team. Also, everyone in the organization can make a contribution to the management of people and the success of the organization at the same time. Human resource management includes a variety of activities, such as the following:
What staffing needs to have and whether to use independent contractors or hire employees to fill these needs
Recruiting and training the best employees, ensuring they are high performers
Dealing with performance issues and ensuring its personnel and
management practices conform to various regulations.
This report will contain the following topics:
* The special Human Resource Environment of retailing
* The process of Human Resource Management in Retailing
* Human Resource planning
* Recruitment & Selection
* Training & Development
* Performance management
The Special Human Resource Environment of Retailing
Staffs are a major resource in any business. This is particularly true in retail industry, which has a very large amount of employees and which provides a range of services to its customers. The retail human resource environment has its special features: a large number of inexperienced workers, long hours, highly visible employees, many part-time workers, and variations in customer demand. Those features also create difficulties to retailers.
First of all, a large number of inexperienced workers and part-time staffs in a retail business may lead high employee turnover, poor performance, lateness and absenteeism. This is due to several seasons. One is that inexperienced workers can apply retail positions, such as check out clerks, wrappers, stock clerks and some types of sales personnel, which doesn't require high education, training and skill. The other one is that employees who work in retailing companies likely live near the retailing stores. In addition, part-time staffs are very easy to quit their jobs.
Secondly, long working hours may result that retailers need to two shifts of employees. As the trend of longer store hours (evening and weekend), retailers need to consider employ staff for evening and weekend use.
Thirdly, high visible employees mean that retailers have to monitor employees very closely. As consumers nowadays play a very important role in retail industry and employees are highly visible to the consumers, retailers must select and train employees carefully, especially care about their manners and appearance.
Finally, variations in customer demand may create difficulty to retailers to predict exactly how many employees are required. Retailers need to have the knowledge about what season, what number of employees is needed; and what day, what number of employees is needed; and which period of a day, what number of employees is needed.
The process of Human Resource Management in Retailing
The four main activities of the process of Human Resource Management are Planning, Recruitment and Selection, Training and Performance. When retailers are applying the Human Resource Management process, the labour laws, diversity and employee privacy has to be considered.
Planning
By analysing the current workforce will allow the company to evaluate the department performance and helps to realise what kind of staff are required in order to form the skills which they needed. Retailers need to employ the right number of staff in order to make the workforce more efficiency. Too many employees will increase costs, and too few will not able to carry out of its work. Therefore, retailers have to analyse both current human resources within the retailing organisations, and future plans or strategies of the organisation and the effect on human resource.
Meanwhile, because of the special human resource environment in the retail industry, the effects of the labour market factors have to be considered for their human resources planning. Due to the development of Information Technology, companies may not be able to find the employees who have the skills they required. In addition, internal staffing factors such as labour turnover, sickness or accident rates also have to be considered. However, planning has to be thought out carefully, and updated when other factors have changed. Take boots as an example, they evaluate the local market trend and qualification of local population, etc and seek to the staff that need to form the skills they lack.
This process takes time to operate. However, it is less expensive than the recruitment and selection process. Meanwhile, it will be helpful to find the employees who already have the skills that the retailers require.
Recruitment & Selection
Recruitment is the process of identifying the need for a new employee, defining the job and the appropriate person for it, attracting a number of suitable candidates, then selecting the one best suited to the job.
When a company is looking for new employees, they tend to use different channels in order to find the most suitable personnel. The channels could be educational institution, TV/magazine advertising, agency or any other channels which is the best way to find the right personnel. For example, in a retail company, when they are looking for a entry level sales personnel, they tend to reply on educational institutions, advertisements and employee recommendations. Moreover, when a retail company is looking for middle-management positions, they are likely to use employment agencies, competitors, advertisements and current employees. The recruitment process can be very costly. It takes a great deal of time to set up an effective recruitment process. Therefore, the company has to carry this job out in a systematic way.
The next job is to select new employees from among those the company has recruited. The main objective in the selection process is to match the character of potential employees with the requirements of the jobs to be filled. The process of selection includes job analysis and descr
Often when looking for a job, there are opportunities to work for both small and large companies, both have their good points and bad points. Although there are no hard and fast rules that can be applied when the choice needs to be made, these guidelines may help. Especially if you have for example always worked for a small company and are looking to move to a large one or vice versa.Small companies - the good! Wide variety of workOften better than average pay increases, especially if the company is doing wellPromotion may be swift, achievements will be noticed and appreciatedLess form filling, policies and proceduresFlatter management structure, more involvement from all levels in business decisions Small companies - the bad!Human Resource Environment of Retailing
Staffs are a major resource in any business. This is particularly true in retail industry, which has a very large amount of employees and which provides a range of services to its customers. The retail human resource environment has its special features: a large number of inexperienced workers, long hours, highly visible employees, many part-time workers, and variations in customer demand. Those features also create difficulties to retailers.
First of all, a large number of inexperienced workers and part-time staffs in a retail business may lead high employee turnover, poor performance, lateness and absenteeism. This is due to several seasons. One is that inexperienced workers can apply retail positions, such as check out clerks, wrappers, stock clerks and some types of sales personnel, which doesn't require high education, training and skill. The other one is that employees who work in retailing companies likely live near the retailing stores. In addition, part-time staffs are very easy to quit their jobs.
Secondly, long working hours may result that retailers need to two shifts of employees. As the trend of longer store hours (evening and weekend), retailers need to consider employ staff for evening and weekend use.
Thirdly, high visible employees mean that retailers have to monitor employees very closely. As consumers nowadays play a very important role in retail industry and employees are highly visible to the consumers, retailers must select and train employees carefully, especially care about their manners and appearance.
Finally, variations in customer demand may create difficulty to retailers to predict exactly how many employees are required. Retailers need to have the knowledge about what season, what number of employees is needed; and what day, what number of employees is needed; and which period of a day, what number of employees is needed.
The process of Human Resource Management in Retailing
The four main activities of the process of Human Resource Management are Planning, Recruitment and Selection, Training and Performance. When retailers are applying the Human Resource Management process, the labour laws, diversity and employee privacy has to be considered.
Planning
By analysing the current workforce will allow the company to evaluate the department performance and helps to realise what kind of staff are required in order to form the skills which they needed. Retailers need to employ the right number of staff in order to make the workforce more efficiency. Too many employees will increase costs, and too few will not able to carry out of its work. Therefore, retailers have to analyse both current human resources within the retailing organisations, and future plans or strategies of the organisation and the effect on human resource.
Meanwhile, because of the special human resource environment in the retail industry, the effects of the labour market factors have to be considered for their human resources planning. Due to the development of Information Technology, companies may not be able to find the employees who have the skills they required. In addition, internal staffing factors such as labour turnover, sickness or accident rates also have to be considered. However, planning has to be thought out carefully, and updated when other factors have changed. Take boots as an example, they evaluate the local market trend and qualification of local population, etc and seek to the staff that need to form the skills they lack.
This process takes time to operate. However, it is less expensive than the recruitment and selection process. Meanwhile, it will be helpful to find the employees who already have the skills that the retailers require.
Recruitment & Selection
Recruitment is the process of identifying the need for a new employee, defining the job and the appropriate person for it, attracting a number of suitable candidates, then selecting the one best suited to the job.
When a company is looking for new employees, they tend to use different channels in order to find the most suitable personnel. The channels could be educational institution, TV/magazine advertising, agency or any other channels which is the best way to find the right personnel. For example, in a retail company, when they are looking for a entry level sales personnel, they tend to reply on educational institutions, advertisements and employee recommendations. Moreover, when a retail company is looking for middle-management positions, they are likely to use employment agencies, competitors, advertisements and current employees. The recruitment process can be very costly. It takes a great deal of time to set up an effective recruitment process. Therefore, the company has to carry this job out in a systematic way.
The next job is to select new employees from among those the company has recruited. The main objective in the selection process is to match the character of potential employees with the requirements of the jobs to be filled. The process of selection includes job analysis and descr
Source: Business-Standard.comWhen Control Solutions, one of USA’s biggest accounting firms dealing with Sarbanes-Oxley (SOX) accounting compliance procedures, wanted to recruit accountants for its expanding practice, it looked at Enabilizer, a New Delhi-based accounting outsourcing firm. That look has led to the two signing a joint venture agreement that allows Control Solutions to outsource its SOX work to the Indian JV.And, it was not the only global firm to look to Indian accountants for help, Rain, a mid-sized South African accounting firm has also chosen to hire for two years, six experienced senior staff from its network partner in India, the Mumbai-based accounting firm Chokshi and Chokshi.Facing an annual attrition rate of nearly 50%, Rain and Control Solutions are among the growing breed of accounting firms that are beginning
Thirdly, high visible employees mean that retailers have to monitor employees very closely. As consumers nowadays play a very important role in retail industry and employees are highly visible to the consumers, retailers must select and train employees carefully, especially care about their manners and appearance.
Finally, variations in customer demand may create difficulty to retailers to predict exactly how many employees are required. Retailers need to have the knowledge about what season, what number of employees is needed; and what day, what number of employees is needed; and which period of a day, what number of employees is needed.
The process of Human Resource Management in Retailing
The four main activities of the process of Human Resource Management are Planning, Recruitment and Selection, Training and Performance. When retailers are applying the Human Resource Management process, the labour laws, diversity and employee privacy has to be considered.
Planning
By analysing the current workforce will allow the company to evaluate the department performance and helps to realise what kind of staff are required in order to form the skills which they needed. Retailers need to employ the right number of staff in order to make the workforce more efficiency. Too many employees will increase costs, and too few will not able to carry out of its work. Therefore, retailers have to analyse both current human resources within the retailing organisations, and future plans or strategies of the organisation and the effect on human resource.
Meanwhile, because of the special human resource environment in the retail industry, the effects of the labour market factors have to be considered for their human resources planning. Due to the development of Information Technology, companies may not be able to find the employees who have the skills they required. In addition, internal staffing factors such as labour turnover, sickness or accident rates also have to be considered. However, planning has to be thought out carefully, and updated when other factors have changed. Take boots as an example, they evaluate the local market trend and qualification of local population, etc and seek to the staff that need to form the skills they lack.
This process takes time to operate. However, it is less expensive than the recruitment and selection process. Meanwhile, it will be helpful to find the employees who already have the skills that the retailers require.
Recruitment & Selection
Recruitment is the process of identifying the need for a new employee, defining the job and the appropriate person for it, attracting a number of suitable candidates, then selecting the one best suited to the job.
When a company is looking for new employees, they tend to use different channels in order to find the most suitable personnel. The channels could be educational institution, TV/magazine advertising, agency or any other channels which is the best way to find the right personnel. For example, in a retail company, when they are looking for a entry level sales personnel, they tend to reply on educational institutions, advertisements and employee recommendations. Moreover, when a retail company is looking for middle-management positions, they are likely to use employment agencies, competitors, advertisements and current employees. The recruitment process can be very costly. It takes a great deal of time to set up an effective recruitment process. Therefore, the company has to carry this job out in a systematic way.
The next job is to select new employees from among those the company has recruited. The main objective in the selection process is to match the character of potential employees with the requirements of the jobs to be filled. The process of selection includes job analysis and descr
The reason most people never reach their goals is that they don't define them, or ever seriously consider them as believable or achievable. Winners can tell you where they are going, what they plan to do along the way, and who will be sharing the adventure with them. - Denis WatleyStep Four to Achieving Career Joy - Commit to ActionWhat came up for you when you were taking inventory? Were there any themes that kept emerging? How did it feel to wave your realistic magic wand and say what you want? For some people the answer is scary and by saying what they want, they suddenly feel a responsibility for achieving it and realize that if they don't, they only have themselves to blame.I think that is a pretty powerful concept actually because when we look at it from this perspective, we have 100% control over what we have and wh
Meanwhile, because of the special human resource environment in the retail industry, the effects of the labour market factors have to be considered for their human resources planning. Due to the development of Information Technology, companies may not be able to find the employees who have the skills they required. In addition, internal staffing factors such as labour turnover, sickness or accident rates also have to be considered. However, planning has to be thought out carefully, and updated when other factors have changed. Take boots as an example, they evaluate the local market trend and qualification of local population, etc and seek to the staff that need to form the skills they lack.
This process takes time to operate. However, it is less expensive than the recruitment and selection process. Meanwhile, it will be helpful to find the employees who already have the skills that the retailers require.
Recruitment & Selection
Recruitment is the process of identifying the need for a new employee, defining the job and the appropriate person for it, attracting a number of suitable candidates, then selecting the one best suited to the job.
When a company is looking for new employees, they tend to use different channels in order to find the most suitable personnel. The channels could be educational institution, TV/magazine advertising, agency or any other channels which is the best way to find the right personnel. For example, in a retail company, when they are looking for a entry level sales personnel, they tend to reply on educational institutions, advertisements and employee recommendations. Moreover, when a retail company is looking for middle-management positions, they are likely to use employment agencies, competitors, advertisements and current employees. The recruitment process can be very costly. It takes a great deal of time to set up an effective recruitment process. Therefore, the company has to carry this job out in a systematic way.
The next job is to select new employees from among those the company has recruited. The main objective in the selection process is to match the character of potential employees with the requirements of the jobs to be filled. The process of selection includes job analysis and descr
Starting Online Business is only the first step in the battle. Sure it is a good idea to start an Internet marketing campaign if members of your target audience are likely to use the Internet to research or purchase the products you sell or the services you offer but these marketing efforts may turn out to be a complete waste of time if you are not diligent about evaluating the response to your Internet marketing. This means each time you implement a change to your marketing strategy; you should evaluate the results of the change to determine whether or not it generated a greater profit for you. This is important because it can help you determine what is working and what is not working for you.Evaluating the response of your Internet marketing can be done in a number of different ways. Customer surveys and embedded HTML code are two of the most popul
When a company is looking for new employees, they tend to use different channels in order to find the most suitable personnel. The channels could be educational institution, TV/magazine advertising, agency or any other channels which is the best way to find the right personnel. For example, in a retail company, when they are looking for a entry level sales personnel, they tend to reply on educational institutions, advertisements and employee recommendations. Moreover, when a retail company is looking for middle-management positions, they are likely to use employment agencies, competitors, advertisements and current employees. The recruitment process can be very costly. It takes a great deal of time to set up an effective recruitment process. Therefore, the company has to carry this job out in a systematic way.
The next job is to select new employees from among those the company has recruited. The main objective in the selection process is to match the character of potential employees with the requirements of the jobs to be filled. The process of selection includes job analysis and description, the application blank, interviewing, testing, references and a physical examination. These processes should be followed in an integrated manner. However, the selection process can be very costly because the company has to pay for the postage of sending out application forms to candidates and they may also have to pay for the travel expenses for candidates' journey to interview.
HTTP = HTML link (for blogs, profiles,phorums):
<a href="http://www.diggitup.net/article/10501/diggitup-HRMRetail-Industry.html">HRM-Retail Industry</a>
BB link (for phorums):
[url=http://www.diggitup.net/article/10501/diggitup-HRMRetail-Industry.html]HRM-Retail Industry[/url]
Related Articles:
The Most Perfect Businesses Often Fail
Bookmark it:
|