Retail Organization and HRM

Significance Of Human Resource Management

The personnel perspective
The firm hires people, but the focus is not on
development
The compensation perspective
Firm uses bonus, incentives etc to reward performance
The alignment perspective
Firm does see the human capital as an asset but does
not invest in utilizing the capabilities of the same
The high performance perspective
Firm views human resource as an integral element of
the firms strategy implementation.

Conceptual Overview Of HRM In Retail
HRM in Retail Involves:
Identifying various roles in the organization
Recruiting the persons with the right attitude to
fit the jobs
Training
Motivation of employees
Evaluation of employee performance
1. Identifying The Various Roles In The
Organization
Buying and merchandising
Store management and operation, and
Technology support
2.Recruitment And Selection
Newspaper advertisements
Visits to colleges
Existing employees
References
Recruitment agencies
Websites
Screening of Resume
Personal interview

3. Training
Introducing new persons/ staff into the
organization
Training of sales staff
Training of staff/personnel for skill
enhancements

Training Of Sales Staff
Communication skills
Product knowledge
Company policies on returns and exchanges
Knowledge of the workplace
Market awareness
Personal grooming
4. Motivation
The organization culture
The rewards and recognition
The monetary benefits
Prospects for growth and job enrichment
5. Evaluation Of Performance
Through goals that have been set
Role Played By HR In A Retail Organization
The HR Pyramid
Creating Organizational Structures
Organizational Structure in Retail
Factors affecting creation of organizational
structures, are:
Scope and scale of operation, viz local,
regional, national or international
Types of products sold
Type of departmentalization, i.e. functional,
product wise or geographic


Organization Structure For Small Stores/ Single
Stores/ Independent Retailers
Organization Structure Of A Retail
Chain/Department Store

Functions as per Mazur Plan
Control
Publicity
Operations
Merchandising
The Mazur Plan for Department Stores
Legal Compliances: An HR
Perspective
Payment of Bonus Act
Payment of Gratuity Act, 1972
Employees Provident Fund Act
The Employees State Insurance Act
The Minimum Wages Act, 1948
The Trade Union Act, 1928
The Delayed Payment Act, 1993
The Payment of Wages Act, 1936
The Employment of Woman
The Contract Labour (Regulation & Abolition) Act, 1970
The Inter-state Migrant Workmen (Regulation of
Employment and Conditions of Service) Act, 1979
The Factories Act
The Maternity Benefit Act
Equal Remuneration Act, 1976
Employees State Insurance (General) Regulation
Workmens Compensation Act



Legal Compliances: An HR
Perspective