Human Resource Management in Retail Sector: An Annotated Bibliography

This annotated bibliography explores the impact of HR practices on employees' attitudes and behaviors in the retail sector. It covers topics such as job enrichment, reward systems, personnel selection, and routine control. The findings are useful for entrepreneurs and professionals in the retail sector.

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Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of Student
Name of University
Author Note

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Introductio
n
I have selected retail sector for my study. For this annotated
bibliography, I have read one general article on HR practices to understand
the topic area in general, one article on the UK retail sector and the three
articles on the Australian retail sector. I found that the retail services in all
the countries which I have chosen are experiencing retention, performance
related issues. I have also came to know the major implications faced by the
retail companies operating in Australia and UK as well the strategies they
develop in order to eradicate the performance related and other
organizational issues taken place within the retail sector of Australia and
UK.
Article 1 Kehoe, R. R., & Wright, P. M. (2013). The impact of high-
performance human resource practices on employees’ attitudes and
behaviors. Journal of management, 39(2), 366-391.
Key words: SHRM and commitment.
The article examines that how the implementation of HR strategies
could influence on the perceptions and the behavior of the employees. There
is a significant relationship to be developed between the HR practices and on
the performance of the employees. The development of comprehensive HR
practices has been influencing and playing a mediating action in improving
the performance of the groups or team under consideration for the
organizations within the retail sector (Pinder, 2014). The article also states
that improvement in the HR practices can help the employees to reduce the
rate of absenteeism which is resulting in enhancing the intent of improving
the attitudes and behavior of the employees (Kehoe & Wright, 2013). The
purpose of the article is to evaluate the effect of comprehensive and proper

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HR practices on the attitudes and the behavior of the employees working
within the retail sector. They did the research in trying to investigate a
connection between the strategic HR ideas and the perception of the staffs.
The research is done with the help of the survey to be conducted where the
data will be collected from the employees working in large retail
organization (Kehoe & Wright, 2013). The study finds out how the high
performance HR practices can actually play a mediating role in developing
relationship with the employees. This concludes with the fact that the
perception of the staffs has been changed due to the HR practices
implemented.
While this study is applied with the retail sector, its findings are
useful in my study of entrepreneurship as this will help me to understand the
practicality and the implications of any HR practices which I might involve
in after starting my own business (Cherian & Jacob, 2013).. This area of
study will also help me to understand the employees’ perceptions towards
the different types of HR practices they should be involved in while starting
becoming an entrepreneur. I will analyze and evaluate the commitment the
employees must ensure when they are having their employment to be done. I
will also use these findings to study the skills and attributes of the
employees with whom I need to be starting the business.
Article 2 Wood, S., Van Veldhoven, M., Croon, M., & de Menezes, L. M.
(2012). Enriched job design, high involvement management and
organizational performance: The mediating roles of job satisfaction and

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well-being. Human relations, 65(4), 419-445.
Key words: job satisfaction, quality, wellbeing, high performance work
systems etc.
The article examines that there are basically two dimensions of the
greate performance system which involves the enrichment in the jobs along
with the high involvement management. The high performance work system
is established with the help of improving the wellbeing and developing the
healthy life for the staffs (Wood et al, 2012). It also states that when the
organization and the employees share their gains, then only the well being
and the quality of life for the employees could be implemented. The main
idea of the article is to analyze how the job enrichment and high
involvement management has been influencing the high performance for the
employees working in retail organizations (Saleem, Shaheen & Saleem,
2012). The research is basically conducted by the secondary qualitative
method which is the UK Employment Relationships Survey 2004. The
article concludes with the fact that the quality and the well being of the
employees will be enhanced only if there is job enrichment and proper
involvement and commitment from the management to be taken place from
the organizations (Kehoe & Wright, 2013).
While this study is applied to the retail sector, its findings are useful
in my study of retail sector where I will be trying to start my professional
career in this sector. The reason is that with the idea and broad knowledge of
job enrichment I could be able to found my limitations of how to work in
retail organizations (Nickson et al, 2012). I could be able to understand and
evaluate my performance and would like to extend my future within the
retail sector. This is also useful in understanding the advantages and

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limitations of having my career within the retail sector. I will use these
findings to analyze how the performance is going to affect the quality and
the well being of the employees working within the retail sector. I will use
these findings to analyze the limitations of the employees working in this
sector. I will also analyze that any conflicts rose among the employees.
Article 3 Caki, N., & Solmaz, B. (2013). The effects of facial beauty in
personnel selection: a field work in retail sector. Procedia-Social and
Behavioral Sciences, 84, 1203-1206.
Key words: facial beauty, beauty, selection, facial attractions
The article explains that whether the facial beauty play a part in the
selection of the staffs in the retail industry. It is useful to know that for the
selection of personnel there are the certain criteria which the candidate needs
to meet it which includes the education, the work experience and the skills
the individuals possesses it (Caki & Solmaz, 2013). The article also states
that there has been past researches to be done on facial beauty and its
importance in the selection of the personnel and there were various articles
which have been published on the impact of facial beauty in the selection of
the personnel. The purpose of this article is to find out that whether the
facial beauty does play any part in the selection of the personnel within the
retail sector or not. The research methodology for this article to be envisaged
will be the surveys as well the literature reviews (Arendt et al, 2012). In the
survey there were 100 photos of the hired as well the non hired candidates
were taken and this has been scored by 100 students of HRM. The
evaluation is done with the help of the Likert scaling method and after that
the photographs of the hired staffs were compared and analyzed. The article

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concludes with the fact that the facial beauty does not play any part in the
selection of the personnel.
The article is basically criticized with the fact that in personnel selection the
education, the work experience and the sills of the candidates are measured
in order to select the personnel. The facial beauty has been considered as the
factor by the critics to make the research on it which might tell that facial
beauty might be an added factor in the selection process of the personnel
which is against the ethical selection process. I will be using these findings
to analyse the different aspects of the selection of the personnel within the
retail sector to gain a proper idea.
Article 4 Presslee, A., Vance, T. W., & Webb, R. A. (2013). The effects of
reward type on employee goal setting, goal commitment, and performance.
The Accounting Review, 88(5), 1805-1831.
Key words: reward, performance, organizational goals
The article explains the importance of tangible rewards on the
development of the performance and its positive impact on the goal setting
and the commitment towards the organizations as well. It indicates that the
cash rewards are not so much important as compared to the intangible
rewards. The intangible rewards have been much more significant in
enhancing the performance and goal setting of the employees working
within the retail sector (Sarwar & Abugre, 2013). It is seen that the
application of the physical rewards in the form of bonuses and schemes has
been predominantly important and taking a huge part in making the
employees much more engaged and committed towards the change of their
behavior and perceptions (Presslee, Vance & Webb, 2013). The article aims
in analyzing and evaluate the effect of the tangible rewards on the staff
performance and its goal setting towards the achievement of the

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organizational objectives (Sarwar & Abugre, 2013). The research
methodology which will be applied for this study should be the quasi
experiment. The article concludes with the fact that the cash rewards should
be leading to better performance rather than the non cash rewards. It also
concludes that it is easier to set the goals for the employees when they are
getting the non cash rewards rather than the cash rewards.
The critique of the study is that the cash rewards are not making the
employees to set the goals for the company they are working easier which is
actually made it possible and this is affecting the performance in a negative
way. These findings are useful in my study in the retail sector as I will be
able to understand the concept and differences between the cash and non
cash rewards (Misra, Jain & Sood, 2013). From the concept and wide
knowledge I could be able to understand the perception of the employees as
well. I will use these findings in order to analyze the motivational concept
which will help me starting my professional career.
Article 5 Price, R. (2016). Controlling routine front line service workers: an
Australian retail supermarket case. Work, employment and society, 30(6),
915-931.
Key words: frontline service, routine work, checkouts, control etc.
The article explains that how the frontline routine service staffs was
controlled within the retail sector of Australia. The article explains the fact
that there is the need of controlling the activities of the front line service
staffs and this is useful in exploring that how the front line service staffs
were basically controlling their routine or schedule while working in the
retail supermarket chain of Australia (Manzoor, 2012). The article also
explains that how the labour process scholarship is applied in exploring that

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how the retail managers are negotiating the control of the part time
employees working in this sector (Price, 2016). The article also explains the
new idea and knowledge about the front line service staffs controlling their
activities which clashes with the status of their employment and this acts
differently for the checkout operators on different contracts for their
employment. The purpose of this research article is to evaluate that how the
control of routines for the front line service staffs will be able to improve
their performance. The research methodology which has been applied for
this study should be the mixed research methods. This could include the
literature surveys as well the surveys conducted n the front line service staffs
taken from 5 randomly selected retail chains in Australian supermarket
(Daley, 2012). The article concludes with the fact that with the control of the
routine, the managerial autonomy could be reduced at the store level. This
also concludes that the retail managers can be able to negotiate their control
over the part time staffs.
While the study is applied to the retail sector, its findings are useful
in my study of retail sector as this will help me to understand the proper
requirements and the expectations of the front line service staffs and how the
retail managers are able to cope with the expectations (Anitha, 2014). I will
use these findings to analyse my retail sector for the performance and
monitoring of the actions taken by the front line service employees.

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Kehoe, R. R., & Wright, P. M. (2013). The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management, 39(2), 366-
391.
Wood, S., Van Veldhoven, M., Croon, M., & de Menezes, L. M. (2012). Enriched job design,
high involvement management and organizational performance: The mediating roles
of job satisfaction and well-being. Human relations, 65(4), 419-445.
Caki, N., & Solmaz, B. (2013). The effects of facial beauty in personnel selection: a field
work in retail sector. Procedia-Social and Behavioral Sciences, 84, 1203-1206.
Presslee, A., Vance, T. W., & Webb, R. A. (2013). The effects of reward type on employee
goal setting, goal commitment, and performance. The Accounting Review, 88(5),
1805-1831.
Price, R. (2016). Controlling routine front line service workers: an Australian retail
supermarket case. Work, employment and society, 30(6), 915-931.
Manzoor, Q. A. (2012). Impact of employees motivation on organizational effectiveness.
Business management and strategy, 3(1), 1.
Cherian, J., & Jacob, J. (2013). Impact of self efficacy on motivation and performance of
employees. International Journal of Business and Management, 8(14), 80.
Pinder, C. C. (2014). Work motivation in organizational behavior. Psychology Press.
Anitha, J. (2014). Determinants of employee engagement and their impact on employee
performance. International journal of productivity and performance management,
63(3), 308.
Daley, D. M. (2012). Strategic human resources management. Public Personnel
Management, 120-125.

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Terera, S. R., & Ngirande, H. (2014). The impact of rewards on job satisfaction and
employee retention. Mediterranean Journal of Social Sciences, 5(1), 481.
Sarwar, S., & Abugre, J. (2013). The influence of rewards and job satisfaction on employees
in the service industry. The Business & Management Review, 3(2), 22.
Misra, P., Jain, S., & Sood, A. (2013). Compensation: impact of rewards and organisational
justice on turnover intentions and the role of motivation and job satisfaction: a study
of retail store operations in NCR. International Journal of Human Resources
Development and Management, 13(2-3), 136-152.
Turhan, G., Akalın, M., & Zehir, C. (2013). Literature review on selection criteria of store
location based on performance measures. Procedia-Social and Behavioral Sciences,
99, 391-402.
Pan, W. S., & Werblow, J. (2012). Does Good Job Enrichment Policy and Practices Impact
Employee's Job Satisfaction?. Journal of Global Business Issues, 6(1), 1.
Saleem, S., Shaheen, W. A., & Saleem, R. (2012). The impact of job enrichment and job
enlargement on employee satisfaction keeping employee performance as intervening
variable: a correlational study from Pakistan. Kuwait Chapter of the Arabian Journal
of Business and Management Review, 1(9), 145.