Recruitment Challenges in the Supermarket Industry

The assignment examines various issues encountered by supermarket companies during recruitment, such as high turnover rates, difficulty in attracting qualified candidates, and problems with organizational culture. It suggests strategies like providing better incentives, implementing diversity regulations, and focusing on employee training to mitigate these challenges. The aim is to help supermarkets enhance their recruitment processes and improve their bottom line.

Running head: Recruitment process in Supermarket industry 0
Human Resource Management

Recruitment process in Supermarket industry 1
Executive Summary
This report has been prepared to evaluate the recruitment process of organization
which assist in identifying the talented employees in originations. In this report Supermarket
Company, Morrison plc has been taken into consideration to evaluate the recruitment process,
principle and other factors while recruiting employees. In this report, it is reflected that
recruitment processes of an organisation affect their present and future profits, therefore, it is
necessary that a company only employs talented and service-oriented workers. In super
market industry, companies indulged in this business face various issues regarding their
recruitment procedure. There is lack of supply in talented employees and skilled labour.
Therefore, supermarket industry reflects various negative factors in hiring employees. There
are various diversity and cultural issues in the recuritment industry. The retention rates of
employees are considerably low in recuritment industry, and the rate of new competition is
significantly high. There are other negative factors in recuritment industry which could
adversely influence the recruitment procedure in determined approach.

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Table of Contents
Executive Summary...................................................................................................................1
Introduction................................................................................................................................3
Present description of company and industry............................................................................4
Challenges in Supermarket industry..........................................................................................4
Diversity Issues......................................................................................................................4
Organisational Image.............................................................................................................4
Demand and Supply...............................................................................................................5
New Competition...................................................................................................................5
Retention................................................................................................................................5
Lack of Talented Employees..................................................................................................6
Recommendations......................................................................................................................6
Cooperative and Diverse Culture...........................................................................................6
Organisational Training.........................................................................................................7
Incentive and Facilities..........................................................................................................7
Conclusion..................................................................................................................................8
References..................................................................................................................................9

Recruitment process in Supermarket industry 3
Introduction
With the increasing ramification economic changes and complex business factors,
each and every organizations have been facing hiring issues to hire talented employees.
Recruitment process in supermarket industry influences the growth and success of an
organisation or industry. Recruitment process includes searching the potential candidate for
the job, selecting the right candidate and appointing them in the corporation. There are
various aspects of an industry which affects the efficiency of recruitment procedure of
company. Modern organisation faces various recruitment issues such as demand and supply
of workers, diversity in the workplace, demographic issues, and organisation image in
between public. This report will focus on understanding the challenges faced by super market
industry. The report will analyse various problems such as demographic problems,
demand/supply of workers, advertisement, and retention issues in Morrison Company.
Further, the report will provide different recommendations based upon human resource
management strategies.

Recruitment process in Supermarket industry 4
Present description of company and industry
As per the perception of Regassa & John, (2016). It is reflected that Supermarket
industry in Australia is gaining momentum throughout the time. There are several companies
such as Tesco, Woolworths, and Wesfarmers who have been operated their business since
very long time. The secondary services of these companies in this industry include payroll,
human resource services and accounting activities. These company has been using increasing
positive factors of productivity, cost reduction, expert workforce and improved human
resource management which arise due to effective management of recruitment process
Morrison plc has implemented standards hiring process which is managed by its HRM
department with cyber computing system enterprises resource planning.
Challenges in Supermarket industry
As per the views of Patel, (2016) it is considered that human resource management of
Morrison plc has to face various challenges at the time of recruiting the talentend people in
company
Diversity Issues
As stated by Singh, Mathur & Jain, (2016) it is depicted that most of the companies
in Supermarket industry do not prefer to recruit aged people because they do not have better
understanding of technology and there is a big question mark on their productivity. Some
companies do not prefer to recruit female employees because they deny working in night
shifts which is an integral part of Supermarket industry. Some firms’ likes to recruit people
for a particular state or reign because they have better communication skills, and they do not
charge must amount regarding salary and incentives. In Morrison Plc Company has hired the
number of female employees comprises about 35 percent of the workforce.
Organisational Image
As stated by Hashim, Ismail & Hassan (2016) it is reflected that Morrison Plc are
required to maintain a positive image in order to attract a large number of employees. The
employee’s turnover in Supermarket industry is considerably higher than compared to other
industries which require corporations to maintain a positive organisational image which
attracts a large number of candidates for jobs. Inorder to improve their image, organisations
provide various benefits and incentives to their employees. By maintaining a positive

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organisational environment, corporation attract large number of employees. The success of
Morrison Plc depends upon their employee’s strength and capabilities which help in growth
of the company. In countries such as India, although being one of the large sources of
employment, people did not prefer to work for supermarket industry because it has a low
reputation in the country. Companies in Supermarket industry have to constantly struggle to
enhance their reputation in between people to attract talented employees.
Demand and Supply
As stated by Arp, & Fu, (2016), it is divulged that in supermarket industry, the
demand for cheap employees is significantly high as compared to other industry such as
FMCG sectors and hospitality indsuty. Howeve , In hospitality industry demand is high but
supply is eqaully high to mee dth demadn.
As stated by Gravili & Fait, (2016) it is reflected that Morrison Plc provide best
quality of products by employing cheap labour. The most demand for skilledlabour is high in
Supermarket industry due to its increasing complexity of business. The large number of
multinational corporations such as Wesfarmers, Morrison plc, Woolworths are hiring
employees with the help of agencies. However, in hospitality industry, employees supply is
high and demand is low which result to cheap availability of employees in market.
Competition to hire employees is growing at a rapid speed which raises the demand for
talented employees, but the supply of English proficient, service oriented and technology
literate employees does not keep up with the demand.
New Competition
As per the perception of Armstrong, Landers & Collmus, (2016) it is given that the
competition in between supermarket industry is constantly raising with the entrance of new
competitors. These companies such as Wesfarmers, Woolworth has adopted Cyber
computing enterprises resource slanging and increased their hiring process to hire more
employees. The competition between companies has raised the process of talented workers in
the market. The revenue of supermarket industry is proliferating, but the net profits are
declining for the companies.
Retention
As stated by Armstrong, M. Landers & Collmus, 2016) it is reflected that In
Supermarket industry, every month enterprises face around 13 percent absenteeism in their

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workforce. The employee turnover rate is considerably high which creates a problem for
supermarket industry. One of the primary challenges for Supermarket industry is to retention
of employees. The human resource department faces difficulty in retaining their employees in
the organisations. The corporations are constancy under force to provide better incentives to
their employee to keep them in the company. The competition between companies also
affects retention since competitor organisations pay high salary and benefits to talented
employees of other corporations, to attract them to their company (Olstad, et al 2016).
Lack of Talented Employees
As per the perception of Gustafson, et al (2017) it is reflected that with the
advancement of supermarket industry, the demand for skilled labour and talented employees
has raised significantly. Most of the organisations pay high salary and benefit packages to
skilled labour. But, in most of the countries such as China, Malaysia or India, there is as
shortage of talented employees. Low economy, low literacy rates or backward thinking are
the reasons for lack of talented employees.
Recommendations
To face these challenges, there are various human resource management strategies
that can be applied by supermarket industry companies. These policies can benefit the
corporations and industry as a whole.
Cooperative and Diverse Culture
Supermarket industry have the considerable problem of low diversity and negative
culture in the working environment, due to which many talented employees leave the
company. Morrison plc could avoid these issues by implementing a positive work culture.
The culture should be an integral part of the business strategy, and it should be implemented
by top-level management. The cooperative culture should provide equal work opportunities
to women and people of different backgrounds. The company should promote diverse culture
in between employees to establish it properly. The employees violating the diversity
regulations by discrimination based on gender, cast or age should be dismissed (Weaver.
(2017).
The cooperative culture of Morrison plc should provide an equal opportunity to
employees of different age groups. The corporations should start senior service program
which promotes the employment of older people and provide them assistance in properly

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conducting their job. Women employees should be provided various benefits to increase their
number in supermarket industry. The incentives can include, late-night cab facility,
accommodations in new states and security in the workplace. Different regulations regarding
sexual harassment and workplace bullying should be implemented to protect the employees
and establish a positive organisational image. On the other hand, hospitality industry has high
flow of employees due to its employee’s oriented culture. These has shown that company
should create employee oriented culture to retain employees in organization (Folta, Lockton
& Bowden, 2017).
Organisational Training
Human resource management strategy of Morrison plc is to take external or internal
help to provide training to their employees for fulfilling their demand requirements. The
demand for skilled and talented workers is rising with the growth of supermarket industry.
Corporations are opening hiring process in which require a large supply of talented
employees. Most of the employees in developing countries are not computer-literate, English
proficient or service oriented. To avoid these issues and face the demand challenges,
Morrison plc should provide training to their employees because most of the worker
in Supermarket indsustry are not trained employees. Company can establish on the job or off
the job teaching facilities which provide training to their employees. Organisational training
will assist older employees in understanding their work it will positively influence their
productivity. It can also improve the organisational image of the Morrison plc
Incentive and Facilities
To improve their organisational image and retain their workforce, supermarket
industry corporations should provide better incentives and facilities to their employees. In
developing countries, the lower or medium level employees have basic requirements which
include better pay grade, bonus, facility vacations and other facilities in the workplace. These
incentives can improve the workplace environment and positively influence the retention
challenges of the enterprise (Folta, Lockton & Bowden, 2017).

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Conclusion
From the above report, it can be concluded that Supermarket industry faces various
challenges in recruitment process due to lack of diversity, negative image, high competition,
and lack of talented workers. Employees are crucial part of Morrison plc which affects their
present and future revenues. Human resource management can implement various strategies
to avoid the issues of organisational recruitment such as providing training to employees to
improve their productivity. By establishing strict regulations regarding the cultural diversity,
the companies can avoid any social discrimination against women or people with different
backgrounds. Morrison plc can improve their workforce retention problems by providing
better incentives and facilities to their workers. These strategies will assist the corporations in
supermarket industry to decrease their recruitment problems and augment their future profits.

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References
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selection, training, and performance management: Game-thinking in human resource
management. In Emerging research and trends in gamification (pp. 140-165). IGI
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Armstrong, M. B., Landers, R. N., & Collmus, A. B. (2016). Gamifying recruitment,
selection, training, and performance management: Game-thinking in human resource
management. In Emerging research and trends in gamification (pp. 140-165). IGI
Global.
Arp, F., & Fu, P. (2016, March). Knowledge transfer through foreign experts: The role of
support for geocentric HRM at different hierarchy levels in the headquarters of
Chinese firms. In Extended abstract of conference paper accepted for and presented
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