HRM in Retail: Annotated Bibliography - CQU HRMT20024, T1 2018

This annotated bibliography explores Human Resource Management (HRM) within the retail industry, analyzing five peer-reviewed journal articles. The research covers various aspects, including team goal attainment through social and individual mechanisms, innovative HR practices for competitive advantage, strategic initiatives for reverse logistics management, the role of line managers in attendance management, and integrating people with disabilities into the workforce. Each article's objectives, methodologies, findings, and implications are summarized, highlighting their relevance to understanding and improving HRM practices in the retail sector. The analysis emphasizes the importance of effective teamwork, talent management, supply chain optimization, employee engagement, and diversity in achieving organizational success. Desklib offers this document as a resource for students.

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the University:
Name of the Student:
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Table of Contents
Introduction:....................................................................................................................................2
Article 1:..........................................................................................................................................2
Article 2:..........................................................................................................................................4
Article 3:..........................................................................................................................................5
Article 4:..........................................................................................................................................6
Article 5:..........................................................................................................................................8
Bibliography:.................................................................................................................................10

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Introduction:
In the recent era, human resource planning in retail industry is very difficult to increase
its edge through special products offerings. The paper discusses the significance of adequate HR
planning in the retail industry. The two major variable assets in the retail sector are labor and
inventory. The vital issues facing the retail industry is ascertained by knowing the degree to
which HR planning and decision making process is centralized or decentralized. In various retail
organizations it has been identified that their achievement of success is mostly dependent on the
level of performance of the HR department. The articles presented will delves into the
importance of HR planning and the challenges that are faced in the retail industry.
Article 1:
Janhonen, M., & Lindström, S. (2015). Routes to team goal attainment in retail. International
Journal of Retail & Distribution Management, 43(1), 26-42.
Keywords: Teamwork, retailing industry, human resources management, organizational
behavior, human resource planning
The main objective of the research is to identify the routes for attainment of the team
goals through social as well as individual mechanism. The research work is dependent on
qualitative analysis of annual reports, interviews and observation from the meetings held under
the department team. The main findings of the analysis are to find the team goals attainment
through leadership, customer services, team work and the work of the individuals. Both the
social and individual mechanisms are needed to accomplish the team goals. The finding obtained
from the research work emphasizes on the significance of social identity perspectives by

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combining collective and individual motivation together. The teamwork in the case department
store is affected by the present non-participative conventions. Through practices participating
employees can also be easily identified. The HRM practices involving employees and providing
the team supervisors adequate power within the work organization. The limitation of this
research is that it is mostly qualitative design that hinders the generalization of results. The
originality and value of the study highlights the interrelation between the team level and
individual level attributes within the retail sector. Thus, the perspectives required for social
identity theory for analysis is proposed.
This study is applicable for the public sector, the findings obtained from the paper is
useful for my study of retail sector because attainment of team goal is possible only trough
effective teamwork. The practical implications of the study suggest that the line managers HR
professional in the retail industry should be aware and support the team and its members to attain
the goals of the organization. Proper knowledge of the procedure is required for the routes to
attainment of the team goals at the shop floor level. I will further use these findings to achieve
the desired goals through effective team work and performances. With the increase in
performance management, the work in public sector has drastically changed. I would therefore
set performance goals and work in teams to solve these developments. It would be better to
properly understand the significance of goal settings in the public sector teams beforehand. It
would be therefore crucial that these developments contribute to obtaining the public
performances or not. There is a positive effect on the performance if the employees are involved
in arranging the teamwork related with the organizational goals.

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Article 2:
Chopra, Resham, & Chopra, Ashish. (2012). Innvovative HR Practices for Competitive
Advantage: A Startegic Prespective. Journal of Organisation and Human
Behaviour, 1(2), 32-38.
Key words: human resource planning, employee involvement, competitive advantage and human
resource management.
Since the year 1990’s the performance level of the company is highly affected by
effective working performance. Moreover, the focus of competition is slowly shifting from
finances and products to that of talent management. It is also believed that in the retail segment if
the star performers is managed and retained well, it would lead to generate strong competitive
advantage for the organization. The paper will have magnanimous behavior and cost
implications. The paper showcases that the companies in the recent times have gone a long way
to engage their employees. This has also resulted in reducing the employee turnover rate to
minimum limits against the rising industry standards. The research was done by choosing a
sample of five major companies from the list of Fortune 500 best employers in the retail sector.
This would lead to easily understand the process how competitive advantages were generated
through human resources. In today times the business environment is forcing a paradigm shift in
the role of the HR planning. The study is explanatory that examines the HR practices to attract
and retain employees. Therefore companies have initiated new equilibrium related to offering
package of special HR practices.

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This research paper applies to the public sector as the findings are useful in my study of
retail industry as the best HR practices are identified. These findings will also prove to be useful
for me as ‘talent management’ is very significant especially in the retail organizations. Most of
the organization in recent times has used cultures as an important element to make their
employees hooked up to the company. All the HR functions are highly integrated with one
another. The holistic approach is used and the organization also became conscious of taking
these people that turned out to be their greatest asset and also proved to be bankable. The study
analysis helped in determining that almost all the organization gives non financial and financial
lucrative to its employees that are very similar in nature. The organization follows unique
recruitment practices to cultivate employee loyalty and provide higher than average benefits and
salaries. Another major finding that I obtained from the research is that one effective employee
in the organization is equal to the three great person in the organization.
Article 3:
Bhaumik, Pradip K, Panigrahi, Shrikant Krupasindhu, Kar, Foo Weng, Fen, Tan Ai, Hoe, Lam
Kah, & Wong, Melvin. (2018). A Strategic Initiative for Successful Reverse Logistics
Management in Retail Industry. Global Business Review,19(3_suppl), S151-S175.
Keywords: HR management, retail industry, logistic
This given report aims to identify major critical factors that would lead in creating an
effective strategic model. This would help in guiding the mangers for helping to improve the
customer’s satisfaction level of the customers and controlling returns from the retail segment.
Qualitative interviews were performed so that logistic managers within the industry can

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successfully develop reverse framework within the existing critical factors. The methodology for
conducting the review process requires a problem driven content analysis. Reviewing the
published studies from the year 2008 to 2015 was also conducted to determine major factors.
These factors affect the reverse logistic decisions of managers. The findings obtained from the
study facilitated a new insight on all reverse logistic and mangers decisions for obtaining
successful reverse logistic management. In the retail industry, the mangers should lay more
emphasis on the corporate benefits to add customer value and reduce costs. Reverse flow that is
driven by motivation is a vital implication for managing all the logistic activities.
The paper discusses about the retail companies usually gets involved in the supply chain
management to control timing, inventory levels and quality of the products. The supply chain
management often includes dealing with the companies at an international level. The global
supply chains are both technologically and logistically complicated in form. The findings from
the paper it is acknowledged that in the retail industry and changing business environment,
greater demands are placed on the retailers and how these products and services are delivered to
their consumers in a very quick manner. In addition to this, the supply chain in the retail sector
mostly consists of the various departments that vary from allocation of materials up to the
fulfillment of customer services. The supply chain management within a retail organization
should be convenient for customer and efficient satisfying process.
Article 4:
Hadjisolomou, A. (2015). Managing attendance at work: The role of line managers in the UK
grocery retail sector. Employee Relations, 37(4), 442-458.

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Keywords: Human resource management, retail stores, employment, HR planning, retailing
industry, meetings
The main objective of the research is to survey about the responsibilities and role of
managers so that attendance at the workplace can be managed efficiently. As the staffing levels
gradually become leaner, the presence of the worker becomes a vital factor for the organization.
Moreover, considering it into account would be necessary enough to acknowledge the
capabilities of the mangers and their responsibilities within the retail industry. The research
discusses consequences of lean retailing on the managers. The methodology used for the research
work includes qualitative study related to grocery organization in UK by reviewing its case
studies. The report provides interviews and analysis that aims to provide solutions for the various
problems on the problem that is to be examined. The finding from the research reveals the
presence of a centralized management system. This also showcased the involvement of line
mangers in this process. However, this research helped the line mangers to develop tactics so that
they could handle monotony and process inadequacy.. These somehow led to escape the control
they were subjected to from the top-level management.
The paper is related to my chosen segment retail industry, therefore the paper helped in
finding that the mangers were related to intensification, bureaucratic control and work
degradation. The paper provides theoretical and practical consideration for the responsibilities of
line management in the labor process that investigates their role for managing work. The
research also contributes for the academic discussion that is related to the development of HR
responsibilities to the line and also highlights the manager’s involvement in their policy.
Moreover, increase in competition within the management sector in addition to the sophisticated
control system put high pressure on the departmental mangers so that the labor cost are kept low.

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Based on the responsibilities listed above, it is quite clear that the role of line mangers plays a
significant role in the overall performance of the organization. The line mangers in the retail
organization directly influence the satisfaction level of employees and their engagement and as a
result affect the firm’s productivity and customer satisfaction.
Article 5:
Ilona Buc I¯Unien E. (2010). Integrating people with disability into the workforce: The case of a
retail chain. Equality, Diversity and Inclusion: An International Journal, 29(5), 534-538.
Keywords: retail stores, disabled workers, HR planning, retailing industry
The objective of this article is to give detailed insight into the diversity management
procedures in the Baltic States. This would also lead them to experience Human Resource
Management practitioners for the connection of disabled people within the organization at a
multinational level in the retail industry. The methodology used for analyzing the research was
done by conducting personal interview with the HR managers of the organization. The issues
linked with the relation of disabled people into the workplace by providing backgrounds for all
motives and relevance in implementing such practices from the viewpoint of business
perspectives. The major findings or challenges that are related with acquiring disable workforces
are in various forms. This includes preparation of co-workers and managers to effectively work
along with these disabled people. Moreover, attraction of disabled employees in the organization
would be best if they are referred by their peers this lead in contributing a very positive
development within the organization. In Baltic country, this issue is very common and hiring

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disabled employees is still a very rare practices. The research also provides effective
recommendation for all the practitioners to hire disabled employees in the workplace.
The findings obtained from the research paper are very useful in the study of my retail
sector because it helps in providing an effective practice case about the disabled people. In the
Baltic countries diversity management within the organization is given a very limited attention . I
will use these obtained findings in analyzing my retail sector as people with any kind of
disability or health problem as they constitute to be a disadvantage among the labor forces in the
region. The major cost related to the adjustment workplace and thus created a special position for
which they employed. The research findings will further help me to effectively retain employees
within the retail management. The challenges that could be faced by employing the disabled
employee in the organization are that under the normal scenario, a candidate has also a proper
understanding for the nature of workers. In future I would like to encourage individuals with
disability to work for the retail firms. . It is often seen that the people with such disability are
highly loyal employees.

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Bibliography:
Bhaumik, Pradip K, Panigrahi, Shrikant Krupasindhu, Kar, Foo Weng, Fen, Tan Ai, Hoe, Lam
Kah, & Wong, Melvin. (2018). A Strategic Initiative for Successful Reverse Logistics
Management in Retail Industry. Global Business Review,19(3_suppl), S151-S175
Chopra, Resham, & Chopra, Ashish. (2012). Innvovative HR Practices for Competitive
Advantage: A Startegic Prespective. Journal of Organisation and Human
Behaviour, 1(2), 32-38.
Hadjisolomou, A. (2015). Managing attendance at work: The role of line managers in the UK
grocery retail sector. Employee Relations, 37(4), 442-458.
Ilona Buc I¯Unien E. (2010). Integrating people with disability into the workforce: The case of a
retail chain. Equality, Diversity and Inclusion: An International Journal, 29(5), 534-538.
Janhonen, M., & Lindström, S. (2015). Routes to team goal attainment in retail. International
Journal of Retail & Distribution Management, 43(1), 26-42.