HRM502 Human Resource Management Proof Reading Services

Introduction

In today’s competitive world, each and every industry is facing enormous attracting and retaining issues while hiring the workers. Employee attraction and retention are one of the biggest factors of the firm that helps in determining and analyzing the success and progress of the firm. The primary motive of this task is to outline and explain that how retail sector faces ample of attracting and retaining issues while appointing the candidates. Retail is a growing and leading sector, therefore, various issues faced by the retail companies while conducting business functions globally. At the end, it discusses how retail companies handle and manage the key attraction and retention issues at the workplace. Some strategies also have been explained to overcome on these issues or challenges in the organization and management. More detail of the task has been elaborated below.

It is stated that retail sector is one of the dynamic and significant sectors to uplift profitability and revenue. It also helps in increasing and enhancing effectiveness and efficiency of the customers globally (Zanko, 2003). Retail sector provides ample of benefits to the customers by rendering good quality of products and services to the customers across the world. The sector is expanding and flourishing the business activities in a large extent therefore, ample of attracting and retaining issues are being faced by workforce at the workplace (Zanko, 2003). It is stated that attracting and retaining is significant for the success and growth of the company in each and every industry. The high employee turnover and absenteeism put direct and adverse impact on the loyalty and satisfaction of the firm. Therefore, it is necessary to implement new and innovative strategies to deal with various attracting and retaining issues at the workplace. These strategies are also essential to grow and survive the business functions and operations in a large extent. To attract and retain the potential workforce in the retail industry, the top management and leaders need to implement new and effective strategies such as reward, compensations, bonus, incentives, and motivational strategies (Singh, Darwish, Costa & Anderson, 2012).

Attracting talent is one of the biggest and typical tasks for retail sector in the competitive market. In order to appoint talented and potential workforce, it is necessary for the healthcare sector to attract workers by using ample of strategies and approaches (Nankervis, Baird, Compton & Coffey, 2013). This includes handling queries of workers, using promotional strategies and providing ample of dynamic opportunities to the employees at the workplace. Advertisement and promotions are done by retail industry to hire maximum number of potential staff for performing roles and responsibilities in a hassle free manner. The retail sector cannot fulfill its long term objectives and goals without hiring and retaining talented and qualified workforce. It is significant for the retail sector to select and hire workforce having enough knowledge, skills, talent and experience of retail sector for attaining desired objectives and targets (Kramar & Parry, 2014).

On the other hand, retaining also plays a crucial role in enhancing and maximizing the effectiveness and efficiency of the organization. It is a duty of the leaders or managers to retain skilled and talented staff for performing tasks and duties in an effective way. To retain the candidates, the organization needs to focus on ample of policies, approaches and practices at the workplace. Along with this, enormous methods and strategies need to be used for retaining the candidates towards the attainment of goals and objectives (Kramar, 2014).

It is seen in retail industry that there is shortage of skilled and potential employees. Therefore, several challenged entertained by the companies while attracting and retaining right and potential candidates for the vacant job vacancy. It is not an easy task for retail sector to attract talented workforce from the different sources (Kramar, 2014). The retail sector faces ample of key challenges in attracting and retaining workforce, some of the key issues are as follows:

Due to lack knowledge, skills and talents, the retail managers have to entertain various challenges while attracting the candidates. Knowledge, experience and skills are needed to communicate with customers in the retail sector. Thus, it is quite typical for human resource managers to find out persons having good and adequate knowledge, talent and potential. There is high shortage of skilled and qualified people thus, it may affect the long term sustainability and growth of the firm. As per Zanko (2003), attracting and retaining issues could affect the long term revenue and outcomes of retail sector. It is essential to provide right and appropriate information to the candidate while hiring them in a large extent. The information related to job roles, salary packages, and work expectations need to be provided to the applicants. If applicants are failed to get such kind of information then they would not able to perform tasks and duties successfully. It will also affect level of satisfaction of the applicants at the workplace. Due to lack of proper and inadequate information, the retail industry will have to face ample of attracting issues at the workplace (Arthur and Boyles, 2007).

One of the significant and vital issues that faced by HRM in retail sector is delay in decision making. Nankervis, Baird, Compton & Coffey (2013) stated that delay is decision making in the recruitment and selection of applicants could lead to ample of loss related to potential candidate and revenue in the firm. Due to lack of proper decision making process, the firm is unable to select applicants who fit for the roles and responsibilities at the workplace. Many times, leaders or managers hold impractical demands and expectations with the applicants that put adverse impact on the achievement and targets of the organization (Kramer, 2014).Ineffective and inadequate decision making process could also affect in the recognition and evaluation of the experience and talented applicants for the firm. High level of competition is further biggest issues that being faced by retail sector while performing business activities and operations in a global extent. It is analyzed by Sharma & Bhatnagar (2009) high level competition may affect the business process of the retail sector adversely.

Due to high level competition, the competitors are providing innovative and attractive salaries and incentives to the candidates. Thus, it may affect the attracting and retaining process of the organization. Relationship with hiring manager could break or make an effective and unique hiring process. A number of issues could arise between recruiters and their hiring leaders or managers which are very much effective and multilateral. Cultural challenges issue also affects recruitment process of retail sector while attracting the candidates in the international market (Theundercoverrecruiter, 2018). Leadership development is also considered as biggest challenge or concern for HRM that widely may affect the long term revenue and revenue of retail sector in wider extent. Attracting and retaining issues largely affect the sustainability and effectiveness of the organization and employees as well. Effective and dynamic strategies need to be considered by retail sector to overcome these issues or challenges (Theundercoverrecruiter, 2018).

On other hand, retaining issues also affect the effectiveness and productivity of retail sector adversely. Gialuisi (2011) stated that there are enormous challenges or issues entertained by HRM while retaining workforce in their job. Gialuisi (2011) analyzed that employee retention rate is a biggest challenge in the retail sector as mangers or leaders are struggling in retaining talented and qualified workers in the retail sector on regular basis. The ample of retaining challenges that being faced by retail sector are discussed below.

Financial or monetary dissatisfaction is one of the primary causes for a applicant to seek for a change in the international market. A brief literature given by Cho & Lewis (2012) retail sector has a salary budget for each and every worker that can be raised to a some extent but not beyond a specific limit. Retention becomes an issue when a worker quotes a remarkably high figure beyond the budget of the company and is just not ready to any compromise. On the contrary, Cho & Lewis (2012) argued that not only monetary dissatisfaction lead retention issues but low recognition also rises retention issues at the workplace. Due to lack of growth opportunities, the workers start to think about job changes.

In today’s modern world, where there is no opportunity, holding people to seek for a change is a big and serious challenge. The retail sector tries its level best to appoint workers from the rivalries and therefore it renders worthwhile opportunities to attract and retain the employees. It is seen that workers become greedy for position, promotion and money and therefore, look forward to changing the current employment and join the rivalry’s company. There is no counseling helps in such cases and retaining workers become a terrifying (Cho & Lewis, 2012). The contingent workforce includes temporary contract, part time, and work at home workers. Maintaining such kind of workers in the retail sector is the biggest challenge because they are not much attached to the firm.Budhwar, Varma, Malhotra and Mukherjee (2009) stated that technology and managerial changes also affect the overall nature of the company as well as work. During this process, retaining issues are raised at the workplace.

It has been analyzed from the various studies that effective and dynamic training and development programs are not held by the retail sector. Thus, it affects the effectiveness and performance of the workers within the organization. Cross cultural training is also limited in the retail sector which creates low loyalty, faith and moral among the workers. Aside this, the retail sector is struggling to initiate innovative strategies, policies and technologies to retain the large number of employees at the workplace. Chang, Wang and Huang (2013) argued that most of the workers leave retail sector out of frustration and constant conflict with their managers and other team members. In some other cases low salary packages, motivation issue, and growth issue also create retention issues in the workplace (Paauwe, 2009).

Heavy workload also generates various retention issues at the workplace. Due to heavy workload, the employees are unable to fulfill their roles and responsibilities effectively and efficiently. Heavy workload could also put direct impact on the productivity and potential of the employees. Due to lack of comfort level and various other roles also create absenteeism and employee relation turnover issues in the retail sector. Overload of work generates challenges for HR mangers to retain and attract the workers in the retail sector. Inadequate compensation packages also lead ample of retention issues at the workplace. The employees want equitable pay for their work but many times, retail sector could fail to provide equitable pay to the workers for their job. It creates conflict and issues among the employees at the workplace (Paauwe, 2009).

Recognition and reward for job well done are significant and crucial factors of employee retention and engagement. Many times retail companies are unable to provide recognition and reward to potential and qualified workers thus it affects their satisfaction level and moral. As a result, they decide to move out from the organization for personal growth and development (Terera & Ngirande, 2014). Aside this, mutual trust is one of the vital reasons of employee retention issues. Every employee wants to make good and strong relationship with their superior while performing roles and responsibilities. In the absence of such mutual trust and loyalty, employees decide to quit the current job or employment. Lack of mutual trust and moral, the employees are failed to fulfill long term objectives and targets in a hassle free manner. As a result, it may affect the long term mission and vision of retail companies in the competitive market (Dickson, 2015).

It is analyzed that employee retention is one of the biggest retail agronomy issues in the competitive market. With the challenges or issues in retail industry designed by the workload, seasonality, shortage of talent and rural settings, it is quite difficult to find excellent and qualified people (Moroko and Uncles, 2008). A measure effort, not results is one of the major generational challenges retail sector face while retaining the workforce. Hours worked is not a measurement and key of growth and success, nor are the ideas and thoughts that do not work. Failing to identify and analyze that gap will cause stress, frustration and completely departure. Aside this, it is noted that many of retail companies could fail to listen their workers and their expectations. Thus, it creates wide range of retention issues at the workplace (Kepes and Delery, 2007).

In order to handle and manage the challenges or issues of attracting and retaining the workforce in retail sector, it is very necessary to adopt or use effective and unique HRM strategies in the workplace (Al Ariss, Cascio and Paauwe, 2014). Effective and dynamic human resource management strategies would be helpful in detecting and preventing the abrasion rate in the firm and promotes and improves the employee engagement towards their job responsibilities and roles. The innovative HRM strategies further help in encouraging and promoting the employees for performing roles and responsibilities successfully. Some of the effective and unique strategies that shall be implemented by HRM in retail sector have been discussed below.

It is stated that proper and dynamic planning shall be done by the company to detect and reduce the key attracting and retaining issues. HR managers further should focus and identify the dynamic recruitment process so that expectations and needs of the candidates can be met. Along with this, various promotions and advertisement channels shall be used to attract ample of candidates towards the company (Budhwar and Debrah, 2009). Work life balance is one of basic keys that must be implemented by HR managers to retain the workers at the workplace. The top management and managers must provide work life balance to the applicants so that they can able to maintain a balance between personal and professional life as well (Al Ariss, Cascio and Paauwe, 2014).

Attractive and effective performance management system shall be used to evaluate and judge the performance and effectiveness of the workers. To provide work life balance, the managers should focus on the compensation system, rewards, recognition and work pressure. Maintaining strong and dynamic communication with workforce is one of the biggest elements to retain them at the workplace. It is effective and unique to reduce and eliminate the high attrition rate in the organization. Appreciation and recognition shall be given to talented and qualified workers for improving and enhancing their level of satisfaction and moral (Schuler, Jackson and Tarique, 2011).

On the above mentioned discussion, it is analyzed that there is need of dynamic and effective strategies and approaches in the retail sector to attract and retain the large number of workforce. Recruitment and selection is of significant functions of HRM that helps in carrying out the business functions smoothly. The above analysis indicates that how HRM plays a major role in making dynamic and effective policies, strategies and approaches. Furthermore, it is evaluated that it is not easy for retail sector to attract and retain the workforce from the ample of sources because ample of challenges are being faced by the company while attracting and retaining the workforce. Dynamic strategies and policies are initiated by top management to overcome on these issues and challenges at the workplace.

References:

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