Challenges Facing Attraction and Retention of Workforces in Human Resource Retail Sector

Running head: HUMAN RESOURCE MANAGEMENT 1
Human Resource Management
Name
Institutional Affiliation

HUMAN RESOURCE MANAGEMENT 2
Introduction
The marketing industry appeals to many job seekers because it guarantees flexible
working, a wide range of job varieties to choose from and various opportunities. However, the
retail sector faces several challenges especially in attracting and retaining their workforce. In
most organizations, it is evident that most human resource professionals strive hard to ensure that
they have strong performing employees for better production. But with the current change in
demographics in the world and economy trends, retaining a steady and strong labor force has
become a challenging task. This paper will try to explore some of the challenges faced in the
human resource department in matters about attracting and retaining their workforces.
Challenges Facing Attraction of Workforces in Human Resource Retail Sector
Retail sector is one of the fastest growing industries in the world and offers a means of livelihood
to a number of families by improving their living standards. HR occupy e a huge place in the
development of the retail business. Disregarding this reality, both sorted out and sloppy retail
segments are battling against different human asset issues that require quick consideration. In
spite of the fact that both these segments may contrast in their scale and strategy for activities,
the human asset challenges are nearly the equivalent.
The boom that happens inside the retail segment in India and its comparing spike popular
for ability has underscored the need for powerful hour frameworks. The execution of HR has
unique noteworthiness in retail in light of the fact that the staff works in an exceedingly
particular climate.

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In any retail company, the general population who converse with the client, when a client
strolled into your store are the face and income getter of your organization. However, this
organizations face a number of challenges in attracting the workforces. They include:
War for Raw Talent
Many organizations are seeking the untapped talent in the market business, therefore,
causing competition for workers during recruitment. More people are exiting the market filed
than those joining the market sector workforce (Billsberry, 2007). Therefore, organizations need
to have unique and effective ways of attracting employees to their firms.
Additionally, the current generation entering the market field have different working
styles, values, and prospects. These various aspects portrayed by the new generation cause a shift
in the manner in which companies develop their marketing approaches. For that reason, retailers
ought to find new ways to employ, retain, and build their personnel.
Technological Changes
Current development trends in the technology field have affected all working areas in
people’s lives, but in respect to the human resource sector, technology has influenced the way
organizations recruit unique talent (Breaugh, 2008). Individuals not only look for job
descriptions online, but they also want to be able to engage, interrelate and comprehend the
employment brand. People place high expectations on what a firm has to offer and embracing
novel technology developments is no different. Social sites such as Twitter, Linkedin and
Facebook have become the principal channels which job searchers use to apply for employment
opportunities across the world (Syed & Kramar, 2017).
Constantly Looking for Top Talent

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With the increasing shortage of skills, companies experience a challenge in finding
skillful employees. Therefore, recruitment tactics need to be fixated upon drawing top rank
candidates who are devoted to developing the firm (Born & Kang, 2015). Hiring these top-level
candidates requires an organization to be ready to capitalize on their employment methods and
device valuations and screening competencies that will help them initiate better quality
applicants. Some of these methods include stressing on the cultural apt since that will become a
principal determining factor of a considerable tenure achievement in an organization (Syed &
Kramar, 2017). By planning, for the future accomplishment, human resource managers in
various organizations need to save monies to be used for hiring, training and progression
planning.
Engagement Levels
How employees relate to the organization matters a lot regarding productivity (Evans,
2015). Therefore, an organization needs to have proper engagement levels with its staff to
improve their chances of attracting or acquiring more personnel in their firm. Increasing the
engagement levels involves understanding the valued of an organizations workforce.
Poor Corporate Culture
Job hunters look for to work for a trader whose culture emulates what they want in a
working environment. Most applicants search for transparency, right work-life balance,
creativity, openness, and innovativeness. It is therefore important to uphold a firm brand prestige
since that will give the workforce a sense of pride in working for the organization and thus
attract many applicants.
Poor attractive aspect of the job openings