Page 132 - DMGT553_RETAIL_STORE_MANAGEMENT

Unit 8: HR in Operations

8.1.1 Identifying the Various Roles in the Organization Notes

The first step starts with the identification of the various tasks or jobs that need to be performed
in the organisation. This helps in determining in the number of the people required for various
jobs, the skill set and the educational background needed and the location where they would be
based, depending upon the organisation structure defined and the size of the retail operation.

Key tasks in a typical retail organisation involve:
Buying and merchandising,
Store management and operations, and
Technology support.
It is necessary that persons with right attitude and skills are recruited for the above mentioned
functions as they are the key in any retail organisation. While professional qualifications the
various tasks are important, it is also necessary to hire persons who understand consumer
trends and technology and what it can provide.

8.1.2 Recruitment and Selection

After determining the tasks to be performed within the organisation, the jobs needed to be
categorized on the basis of functional or geographic needs. The aim of the recruitment process
is to make available, job applicants for specified jobs. Common ways of recruitment include
newspaper advertisements, visit to colleges, existing employees, references, recruitment agencies
and even websites.

Many organisations create an application blank, which has to be filled in by the applicant and it
gives the details of the education, work, hobbies and family background. It helps the organisations
obtain information about the applicant in a standard and structured manner. Once the applications
are received, they are screened on the basis of the parameters which are important to the
retailer. This serves the primary basis for acceptance or rejection of the candidate.
In the case of the most of the organisations, the candidates who are short-listed on the basis of
the bio-data or application blank are called for a personal interview. A personal interview
enables the interviewer to gauge the attitude of the person and his suitability for the desired job.
Depending on the position applied for, the selection procedure may comprise of one or more
interviews. When the candidate passes the interview stage, reference checks may be done and
the final decision is taken.

Sources of Job Applicants: In the search for employees from external sources, the HR manager
may want to employ one the following methods:
1. Local, regional, or national newspapers’ help-wanted listings

2. Trade association publications, such as Supermarkets News
3. Direct applications (job seekers often send in unsolicited application letters and resumes)
4. Referrals (either internal or external)
5. Contracts with private employment agencies (sometimes called head-hunters) for high-
level internal positions
6. Recruitment at colleges and universities, especially those with majors or courses in retailing,
marketing, or related areas
7. Posting on electronic bulletin boards or recruitment companies such as monster.com

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