Human Resource Management in Retail

This assignment examines Human Resource Management (HRM) practices within Progressive Enterprises, a company operating in the retail sector. It delves into the challenges HRM faces, particularly those related to redundancy in a growing industry. The analysis highlights the importance of effective HRM for creating value by ensuring staff satisfaction, meeting customer expectations, and generating profits for stakeholders.

Running head: BUSINESS ANALYTICS
Business Analytics
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Table of Contents
Introduction......................................................................................................................................3
Problem............................................................................................................................................4
Solution............................................................................................................................................5
Approach..........................................................................................................................................6
Risk assessment...............................................................................................................................7
Value analysis..................................................................................................................................8
Reference List..................................................................................................................................9

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Introduction
The main purpose of the assignment is to research on an organization and develop a
business case that determines the information needs in real organization. The selected
organization is Progressive Enterprises that is based in New Zealand and operates in retail sector
(Weaven et al., 2014). The current segment analyze the information needs of Progressive
Enterprises in a functional area (Human resource) and the value it offers to identify the critical
success factors of retail industry in New Zealand. Progressive Enterprises is one of the grocery
companies in New Zealand that occupies second position in terms of revenue with $4957
million. This company is now a wholly owned subsidiary of Australia’s largest retail company
named as Woolworths Limited. The company faces stiff competition from Wesfarmers Limited
and ASDA who are also retail giant in and across Australia and New Zealand. Progressive
Enterprises continues to exhibit attractive performances in New Zealand retailing industry
(Keller & Kotler, 2015). The critical success factors of Progressive Enterprises is due to several
factors that includes maintaining the strengths of main supply chain that is important success
factor in the retailing industry. Progressive Enterprises still continues strengthening their online
stores when they believe that online commerce had become growing market especially during
special occasion. Furthermore, Progressive Enterprises improves their online services by
conducting huge investments in the IT systems. Progressive Enterprises believes in delivering
fresh food to the people where the customers are aware of the benefits of quality goods (Sheth &
Sisodia, 2015).

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Problem
This business case is taken from the company named as Progressive Enterprises that is
based in New Zealand and operates in retail sector. To this, the functional area that is
problematic part at Progressive Enterprises is Human resources (Keller & Kotler, 2015). There
are various cases faced by Progressive enterprises while operating in the retail sector. Some of
the problems are listed below with proper justification:
High turnover- It is known that retail sector is troublesome for having a high rate of
employee turnover (Baker & Parkinson, 2016). This was exactly the case with
Progressive Enterprises. In this industry, it is noted that employees routinely come and
leave the company and this poses challenges to the human resource department (the
functional area selected for this study). Training and developing becomes difficult for the
human resource department to build loyalty if there is constant recruitment and hiring
process goes on (Nordhielm & Depena-Baron, 2013).
Diversity- Staff members coming from diverse backgrounds poses trouble in developing
cohesiveness. From the point of view of HR, they face challenges in managing the
diversity by avoiding any conflicts and promoting the spirit of tolerance as well as
collaboration and teamwork (Meffert, 2013).
Misconceptions- The management of Progressive Enterprises must overcome a number
of common challenges as well as misconceptions that are popular in the work
environment. These problems include long duration work hours, no full-time jobs
benefits, no growth opportunities and low pay (Keller & Kotler, 2015).
Seasonal demand- At Progressive Enterprises, they always experience seasonal demand
fluctuations (Baker & Parkinson, 2016). During this time, the retailers often try to add

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temporary staff to best serves the customers. At this time, the management of Progressive
Enterprises uses fewer skilled and trained workers for work who does not have tools to
best serve the customers (Sheth & Sisodia, 2015).
Solution
The problem with high turnover can be addressed by the management of Progressive
Enterprises (Baker & Parkinson, 2016). They can address the problems by recruiting the
right people as well as building a rapport with the employees. At the time of interviewing
the people, the Human resource manager should ask specific questions that relate to the
type of work the employees of Progressive Enterprises need to perform. Informal social
outings as well as fun games at Progressive Enterprises will help in building rapport
(Keller & Kotler, 2015).
The problem with diversity can be managed by the management of Progressive
Enterprises. The HR department should include diversity discussions in store meetings as
well as encourage employees where they can engage in discussing the differences. These
techniques will be helpful towards building a cohesive team. A diverse workforce is a
positive aspect that should prevail at Progressive Enterprises (Keller & Kotler, 2016).
Diverse workforce will help Progressive Enterprises to better connect with its current
marketplace as well as lead to more and better ideas and results in the future.
The problem with misconceptions can be managed by the management of Progressive
Enterprises. The management should offer regular eight hour work shifts for the
employees working at Progressive Enterprises. The management should provide
competitive pay as well as benefits to their full-time employees (Ingenbleek et al., 2015).

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When an employee work hard and establishes a good track in the business, the
management should offer higher salaries and management positions for boosting their
level of confidence (Baker & Parkinson, 2016).
The problem with seasonal demand can be management of Progressive Enterprises. The
management should develop a plan for assimilating temporary workers at the time of
seasonal periods. To that, the management of Progressive Enterprises should conduct
store meeting at the start of busy season as it is the best way to guide temporary workers
learn the system and get familiar with the regular staff members (Keller & Kotler, 2015).
Approach
There are various approaches that can be undertaken by the management of Progressive
Enterprises of Progressive Enterprises to solve the problems identified. For each of the options
identified, the main problem takes place when there is frequent recruitment and hiring activities
(Hollensen, 2015). This give rise to bad image for any company there is constant hiring activities
goes on. People often think that employees are leaving the company. But, the case may not be
the same. It is a case of selection of employees for right job. It is a tough challenge of Human
Resource Managers to select right people for right job. Otherwise, there will be always
employees who will show no interest towards work (Baker & Parkinson, 2016).
The approach that should be undertaken by the HR Managers is as follows with proper
justification:
Training- Human Resource Department at Progressive Enterprises should nurture an
organizational culture that embraces a positive shopping experience for each of the

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customers (Baker & Parkinson, 2016). Training of employees will help them to know
their job role and how to maintain relationship with the clients at stores. Knowledge of
product is important component of customer-service equation as well as necessitates the
future-benefit instruction that enables the staff members to be in contact with customers
and be able to answer questions with proper suggestions as well (Foxall, 2014).
Workforce management- Staff members are in pressure while working at retail stores of
Progressive Enterprises as there is long business hours, seasonal nature of the industry
and frequent promotional events (Sheth & Sisodia, 2015). These activities put staff
members into pressure at stores as they have to meet the customer expectations. The
scheduling of expertise of HR need to be aligned with the associate attributes for tasks
and shopper profits (Keller & Kotler, 2015).
Recruitment- Human Resource Managers who work for retail companies struggle to
attract customer-oriented candidates who are comfortable with technology as well as
willing to accept irregular hours, relatively low pay and holiday assignments. The Human
resource department is in constant pressure as any bad hire can damage reputation of
company and waste of resources. The solution is recruiting right employees for right
position (Armstrong et al., 2015).
Risk assessment
Risk is present in every business enterprises and it can only be mitigated by using
approaches but cannot be avoided as whole. While working for retail sector, the Human resource
department faces various types of risks such as redundancy. It is for this reason important for
Progressive Enterprises to manage their functional area (Human resource department) so that

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they work hard for becoming true asset for the business (Ekpo et al., 2015). Retail sector is a
growing industry as people will purchase things that are necessary to them, so companies in the
retail sector enjoys high profit margins and market share in the competitive marketplace.
Value analysis
From the above discussion, it is noted that Progressive Enterprises has the ability to
generate value in their business where staff members are working their best and that results in
revenue generation for the company. It can never happen that a sector and functional area has no
problem as such. The study had been conducted to bring out the problems that are faced by
Human Resource Management in the retail sector (Baker & Parkinson, 2016). The value creation
at Progressive Enterprises is in better position as they are working hard for meeting the customer
expectations so that there is repeated customers and acquisition of new one as well. The main
value creation of Progressive Enterprises is that they provides satisfactory returns to the
stakeholders that keep them intact with the company and help in generating high profits in the
upcoming financial year (Keller & Kotler, 2015).

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Reference List
Armstrong, G., Kotler, P., Harker, M., & Brennan, R. (2015). Marketing: an introduction.
Pearson Education.
Baker, M. J., & Parkinson, S. T. (2016). Organizational Buying Behaviour: Purchasing and
Marketing Management Implications. Springer.
Ekpo, A. E., Riley, B. K., Thomas, K. D., Yvaire, Z., Gerri, G. R. H., & Muñoz, I. I. (2015). As
worlds collide: The role of marketing management in customer-to-customer
interactions. Journal of Business Research, 68(1), 119-126.
Foxall, G. (2014). Strategic Marketing Management (RLE Marketing) (Vol. 3). Routledge.
Hollensen, S. (2015). Marketing management: A relationship approach. Pearson Education.
Ingenbleek, P. T., Meulenberg, M. T., & Van Trijp, H. C. (2015). Buyer social responsibility: a
general concept and its implications for marketing management. Journal of Marketing
Management, 31(13-14), 1428-1448.
Keller, K. L., & Kotler, P. (2016). Marketing management. Pearson
Keller, K. L., & Kotler, P. T. (2015). Framework for Marketing Management. Pearson.
Meffert, H. (2013). Marketing-Management: Analyse—Strategie—Implementierung. Springer-
Verlag.
Nordhielm, C., & Depena-Baron, M. (2013). Marketing management: The big picture. Wiley
Global Education.

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Sheth, J. N., & Sisodia, R. S. (2015). Does marketing need reform?: Fresh perspectives on the
future. Routledge
Weaven, S., Grace, D., Dant, R., & R. Brown, J. (2014). Value creation through knowledge
management in franchising: a multi-level conceptual framework. Journal of Services
Marketing, 28(2), 97-104.