solving top 6 problems of hr in the retail industry
TRANSCRIPT
Solving Top 6 Business Problems
of HR in the Retail Industry
Spotting HR problems at the water-cooler
can help you solve issues related to
Leadership Development
Goal alignment
Employee perception
Promotions & Policies
Internship programs
Overstaffing
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6
9
12
15
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LEADERSHIP DEVELOPMENT70% of employees who lack confidence in the abilities of senior leadership
aren’t fully engaged
Source: Dale Carnegie Training
Water-Cooler Conversations
“Upper management don’t have a clue about what is really going on in the stores”
“Our management is not fair with the employees”
“There is a lot of nepotism”
“Management doesn’t have a clue of what’s really going on in stores”
360 Feedback
• Employees, managers and HR manager
can select reviewers for a person
• Everyone submits online feedback from
their computers
• Reviews can be kept anonymous
• HR manager/coach can analyze reports of
individual reviewers as well as compare
reports from multiple reviewers
• HR Manager/coach can use these insights
to help the manager improve
Performance Management
GOAL ALIGNMENTWhen goal alignment is not a primary focus, about two-thirds of a company’s time
and resources are wasted
Source: Inc Magazine
Water-Cooler Conversations
“Everyone here cares about their bonus, and just want to make it harder for others to do their jobs”
“Our management needs to monitor and watch the store managers”.
“I keep on doing the busy work, none of which has nothing to do with my job”
“The corporate team makes work harder on the employees”
Goal Management
• Employees and managers can set
SMART goals for themselves
• People can view goals of the
business and their division, when
they set their own goals
• For interns and new employees,
managers can import goals from
job descriptions
• People can prioritize their goals by
assigning them different
weightages
Performance Management
EMPLOYEE PERCEPTION92% business executives have seen favoritism affect employee promotions
Source: Georgetown University
Water-Cooler Conversations
“The Company is unprofessional and lacks structure”
“Our management is not fair to the employees”
“There is a lot of nepotism”
“Senior management doesn’t have a clue about what’s really going on at the store-level”
Employee Communication
• Employees can submit anonymous
feedback through notes and online
HR help desk
• You can conduct employee surveys
before changing policies
• You can communicate one to one
with the employee, or include their
manager in the conversation
• The feedback can be made a part
of the performance appraisal
Talent Management
PROMOTIONS & POLICIESManagement Transparency is the top factor when determining employee
happiness
Source: TINYpulse
Water-Cooler Conversations
“The management constantly revokes employee discounts, and does not give a reason”
“The store policies change by the minute”
“Our favorite store manager was transferred”
“Management takes away more from good employees and give it to the employees that they like”
Employee Database
• Store previous appraisals online
and use these as basis for
promotions
• Understand relationships between
people before initiating transfers
and promotions
• Communicate company policies
through a self-service system for
the employees which they can
access on their mobiles / laptops
Talent Management
INTERNSHIP AND TRAINING PROGRAMSNew hires who undergo a structured on-boarding program are 54% more
productive at work
Source: Wynhurst Group
Water-Cooler Conversations
“The internship program is in infancy. There isn’t much to do”
“The Firm needs to teach and prepare employees for management roles”
“The company needs a solid internship program”
Employee Onboarding & Training Management
• HR manager can establish and change the
process to onboard new employees
• Employees can learn about their team members
and managers from a single screen
• Employees can easily access documents like
company policies as well as training curriculum
• Employees can submit feedback on training
electronically
• Manager can assign training goals and evaluate
ROI of training
Talent Management
STAFFING OPTIMIZATIONFor retailers with many stores (>100), and few employees per store (<20);
standardization, visibility and control yield results in line with expectations
Water-Cooler Conversations
“Management hires people who misrepresent the product and share nothing with our target customers”
“Managers hire pushovers, instead of qualified candidates and people who will fit the culture”
“I am just at this temporary job until I find something better”
“My hours are scarce. The company appears to be overstaffed”
Time and Attendance Management
Workforce Management
• Track and report time-off
requests
• Reduce unplanned absence by
recording and monitoring all
leave records
• Ensure a consistent leave policy
and automate process across
organizations
• Managers can track time spent
on every different kind of activity
on a daily basis
You’re looking for the right technology to run
HR in your business
can help with that
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