HRMT20024 - Key HR Challenges in Attracting & Retaining Retail Staff

This essay examines the critical challenges faced by the retail sector in attracting and retaining its workforce. It identifies issues such as a lack of skilled manpower, salary dissatisfaction, inadequate appraisal systems, limited job opportunities, and long working hours. The essay also highlights the impact of work pressure, interpersonal conflicts, and a lack of formal retail education on employee morale and performance. It further discusses strategic approaches organizations can implement, including providing motivation, training, rewards, and career development opportunities, as well as fostering teamwork, fair treatment, and effective HR planning to cultivate employee loyalty. The study concludes by emphasizing the importance of addressing these challenges to improve employee retention and overall organizational productivity and profitability.

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

1HUMAN RESOURCE MANAGEMENT
Topic- Key challenges in attracting and retaining a workforce in retail sector
Introduction
The essay throws light on analysing the different kind of key challenges that are faced
by the retail sector in retaining and attracting the workforce in the different organizations. It
has been noticed that in the present era, there has been huge issues relating to the retention of
the workforce in the retail sectors as there is no such motivation that is provided to the
employees who are working under such retail organizations. Furthermore, it has been noticed
that the main challenge is faced by the Human Resource department in different companies as
they are not being able to handle the issues in an appropriate and efficient manner.
Human Resource Management plays a vital role in the entire retail sector in managing
the different talents and workforce in the retail sector (Anitha & Begum, 2016). The success
of the entire organization depends on the human resource management as they play a major
and vital role in managing the workforce and attaining the different organizational objectives
as well. the main objectives of the study are to analyse the different HR challenges faced by
the retail industry in implementing such factors in an effective manner.
Issues in the Retail Industry relating to retention of workforce
There are different issues in the retail industry for retaining the workforce that
includes that there is lack of skilled manpower in the industry. It has been noticed that there is
different salary structure dissatisfaction among the employees who are working in the retail
industry. It has been noticed that there are no such appraisal systems for the employees and
this is causing demotivation among the employees as well (Ibekwe, 2016).
Furthermore, it has been noticed that there are no such job opportunities provided to
the employees along with long working hours that is affecting the health of the personnel
working in the retail sector. There are no incentives provided to the employees for the tasks

2HUMAN RESOURCE MANAGEMENT
performed by them. It has been noticed that the company is focusing on making profit and
revenues in the market and this is affecting the morale of the employees as well.
Furthermore, according to Vasquez, (2014), it has been seen that in the retail sector,
there are huge work pressure and workload among the employees. It has been seen that there
are interpersonal conflicts and communication problems between the employees that is
causing huge issues such as performance related issues as well among the employees. There
is lack of formal retail education among the different workers in the different retail
organizations and this is causing stress among the different workers in the organizations.
Pattnaik, Jena & Pradhan, (2017) have commented that there have been different
instances in the retail sector wherein it has been noticed that there is stress of overwork
among the workers. It is essential for the employees to work under favourable situations,
however the employees have to be provided with relaxation time in order to freshen up and
solve the issues in an effectual manner. The lack of appreciation is required to be provided to
the different workers that can affect the entire turnover of the employees to a great extent. It
has been noticed that in different organizations, there has been huge turnover of employees as
they felt the work is not suiting them and they had been underperforming in the organization
as well.
From the above, according to Goldstein & Passmore, (2017), it can be analysed and
identified that the different employees are not provided with proper and accurate incentives
and other allowances that is affecting the morale of the employees and creates poor working
conditions for the employees as well. Furthermore, it is required to maintain a proper and
healthy working environment for the employees in the organization to retain the workforce
and provide them with motivational rewards as well (Bansal, 2014).

3HUMAN RESOURCE MANAGEMENT
Furthermore, it has been noticed that in the retail sector, there are various challenges
faced by the employees that is causing distress among them in an ineffective manner. the
salesperson who are involved in the retail sector jobs mostly perform the monotonous kind of
activities that makes them demotivated. It has been seen that there is lack of motivation
among employees and this affects the entire performance of the company as well. It is
required by the supermarkets or the retail stores to take care of the needs of the individuals
effectively in such a manner that this will help them in retaining the talents (Kalejaiye, 2014).
It has been noticed in the organizations that employees are resigning from their jobs in
the retail sector as there is no such differences in the task performed by them and they do not
find any such kind of excitement in the tasks performed by them (Dall, 2015). These are the
different kind of challenges faced by the retail sector in retaining employees and this can be a
major issue for the company as this affects the entire productivity of the organization along
with it affects the profitability of the organization as well (Loveday, 2018). In such
circumstances, the respective organizations have to take appropriate steps in order to make
the tasks creative for the employees and retain the employees as this will help them in
increasing the entire productivity of the entire productivity of the organization effectively
(Ivancheva & O’Flynn, 2016).
Furthermore, there has been no such health and safety procedures applied by the
companies towards the employees who are working in the retail sector. It has been noticed
that there is health hazards and other issues to the employees that has to be ascertained by the
employers in the organization to reduce such issues and make the workplace effective in
nature for the employees to perform the tasks in an appropriate manner (Kimber & Ehrich,
2015).
Strategic Implemented by Organizations in Retaining Workforce

4HUMAN RESOURCE MANAGEMENT
There are different strategies that has to be adopted by the different organizations in
order to improve the issues in the workplace. It has been noticed that the workplaces lack
motivation that is required to be provided to the employees in order to improve their
experience and this will help the employer in retaining the workforce effectively as well.
Proper training and compliance is necessary to be performed by the employer in the
different organizations as this will increase the entire profitability of the organizations
effectively (Cahir et al., 2014).
It is the duty of the different retail stores to train the different employees in an
appropriate manner as this will assist them in making the employees understand about the
various jobs and activities that is required to be performed by them. Furthermore, it is
required to ascertain the different kinds of training and induction program needs that will
encourage the employees in managing the activities efficiently (Klopper & Power, 2014).
The rewards and recognition can be provided to the employees who are employed in
the retail sector that will motivate the employees or the salesperson in feeling motivated and
they will be working hard in order to improve the experience of the customers as well. For
the different salesperson, there should be different kind of recognitions along with
appreciating their tasks to gain more competitive advantage in the entire market effectively.
Proper morale is required to be built among the employees as this will provide high quality
performance among the different employees in an effective manner (Crawford & Germov,
2015).
Furthermore, the company needs to allow the employees to use the talents in an
effective manner as this will help them in retaining the great talents in the organizations. It
has been noticed that the employees who are motivated in nature feels to contribute more
towards performing the task effectively and this will help them in learning new skills as well.

5HUMAN RESOURCE MANAGEMENT
In the retail stores, there are various designations and departments, in such scenario there can
be job rotation performed by the employer for the employees as to help them in experiencing
and learning about the different domains in an effectual manner (Lama & Joullié, 2015).
Proper fair and equitable treatment is required to be provided to the employees
effectively in order to make the staffs feel motivated and help them in performing effectively
as well. It has been noticed that there are different issues in the workplace that has affected
the morale of the employees. There have been instances among the employees in retail stores
such as when the employees are discriminated and this affects the morale of the employees as
well. When an employee is awarded for his/her performance, on the other hand it has been
noticed that other well deserving employee was not nominated, this will affect the employees
work and productivity of the organization.
Proper career development is essential to be offered to the different employees as
this will help the company in clearing the different aspects of the work to the employee in an
appropriate manner. The executive coaching is required to be provided to the employees to
assist the employees in guiding the employees to become more competent in the tasks that is
performed by them (McCann, 2016). The job rotation is essential in the organization as this
will help in improve the relationship between the different employees and employer in the
organization and this will improve the trust factor as well.
From the above strategies, it can be analysed that retention of the different employees
in the retail sector is essential in nature to become more competent in nature to handle the
different circumstances in the workplace (Knott et al., 2017). Proper HR planning is essential
in nature in different organizations as this will provide routes in attaining such goals in the
organization as well. The teamwork is essential tool that is required to be handled by the

6HUMAN RESOURCE MANAGEMENT
company in an effectual manner. The talent management has to be handled effectively in
retail organizations as to retain the talents appropriately.
The different human resource management practices have to be integrated in an
appropriate manner to cultivate the loyalty of the different employees who are working in the
organization. The unique recruitment practices have been handled by the company as to
provide huge benefits to the employees effectively by providing lucrative salaries (Aruna &
Anitha, 2015). The HR planning is one of the essential factors that has to be handled by the
company effectively as to retain the workforce as they are the essential assets of the
company.
Proper equality and diversification is essential in the workplace in different countries
as this assist in managing the workforce appropriately (Deery & Jago, 2015). The employees
have to be treated equally as it is important in nature in managing the talents along with
analysing their needs effectively as well. Lastly, the key challenges can be solved by the
employer of the organization by recruiting the candidates and improving the loyalty provided
to the employees effectively.
Conclusion
Therefore, it can be concluded that there are different kinds of issues that are faced by
the employer in the retail organizations in retaining the different talents in an effectual
manner. It has been noticed that the job that is performed by the employees are monotonous
in nature and they are not being motivated by the employers in the workplace as well.
Furthermore, it has been noticed and analysed that there are different issues lack of
appreciation by the employer to their employees that included the employees are not
appreciated for the tasks performed by them effectively. It has been seen that there is lack of

7HUMAN RESOURCE MANAGEMENT
support and trust from the higher officials of the supermarkets that is required to be provided
to employees effectively.
However, proper and effective strategies have been adopted by the retail stores in the
different countries as to retain the expertise talents. It is mandatory in nature to encourage the
individuals to make him/her the best performer in the next jobs that is performed by them as
this will motivate them in performing more well in the organization. Furthermore, it has been
noticed that there are employees who have received new job offers along with better promises
received by the employees in the organization.
The long working hours along with no such motivation provided to employees are
huge issues that are accompanied by the employees in the organization. It has been noticed
that there are no such growth opportunities available to the employees in the retail sector
along with stress of overwork or workload. The lack of appreciation among the different
employees is one of the major reasons for resigning from the current job of the retail stores
and this affects the entire productivity of the organization in a negative manner. The proper
strategies has been applied by the different retail stores in order to retain the talented
workforce as to improve the productivity of the organization along with increased the
profitability of the organization in an appropriate manner.
Recommendations
There are different recommendations that can be provided to the retail stores as to
retain the workforce in an effectual manner. In the retail sector, the jobs performed by the
employees are not interesting and there is no such motivation in the tasks performed by the
employees. Therefore, it is recommended that the employer along with the higher officials of
the organization has to take the following steps in order to improve the condition in a much
better manner.

8HUMAN RESOURCE MANAGEMENT
Firstly, the employer of the retail stores has to provide appreciation along with
different growth opportunities as to help the employees in gaining much insight on different
tasks and they feel motivated as well. It is mandatory in nature to provide respect to the
employees along with trust and support. The retention of the different employees is essential
in the retail sector as the organizations should make the situation in the workplace such that
they do not feel demotivated and perform the tasks accordingly as well.
Furthermore, the executive coaching along with motivation across the generations is
essential in the workplace that will help the higher officials in the organization to meet the
expectations of the different employees (Houeland, 2015). The performance will be improved
as this will help in improving the different expectations of the employees. The compensation
has to be increased along with there should be different incentive scheme applied by the retail
stores in retaining the talents in the workplace. The continuous training process is required to
be adopted by the employers in the different retail stores as this will improve the working
conditions among the employees in the retail stores. The best tool for retaining the employees
in the organization is to keep persuading the employees as this will encourage the employees
to perform the tasks more effectively and in an appropriate manner.
Lastly, the loyalty among the organizations can be built among the employees when
there is a good relationship between the employees and employer in the retail sector. It is
mandatory in nature to support the different decisions that are taken by the employees as to
appreciate their efforts. It is mandatory in nature to trust the efforts of the employees in the
organization to improve the competitive advantage of the entire retail organization. In order
to encourage the different employees in the retail sector, this is essential to create job rotation
among the tasks performed by the employees in an appropriate manner.

9HUMAN RESOURCE MANAGEMENT
References
Anitha, J., & Begum, F. N. (2016). Role of organisational culture and employee commitment
in employee retention. ASBM Journal of Management, 9(1), 17.
Aruna, M., & Anitha, J. (2015). Employee retention enablers: Generation Y
employees. SCMS Journal of Indian Management, 12(3), 94.
Bansal, S. (2014). Employee retention strategies. INTERNATIONAL JOURNAL OF
RESEARCH IN MANAGEMENT & SOCIAL SCIENCE, 22, 62.
Cahir, J., McNeill, M., Bosanquet, A. & Jacenyik-Trawöger, C., (2014). Walking out the
door: casualisation and implementing Moodle. International Journal of Educational
Management, 28(1), pp.5-14.
Crawford, T. & Germov, J., (2015). Using workforce strategy to address academic
casualisation: a University of Newcastle case study. Journal of Higher Education
Policy and Management, 37(5), pp.534-544.
Dall, E., (2015). Lessons in class and casualisation. Overland, (220), p.91.
Deery, M., & Jago, L. (2015). Revisiting talent management, work-life balance and retention
strategies. International Journal of Contemporary Hospitality Management, 27(3),
453-472.
Goldstein, H., & Passmore, J. (2017). The Wiley Blackwell Handbook of the Psychology of
Recruitment, Selection and Employee Retention. John Wiley & Sons.
Houeland, C., (2015). Casualisation and Conflict in the Niger Delta: Nigerian Oil Workers'
Unions Between Companies and Communities. Revue Tiers Monde, (4), pp.25-46.

10HUMAN RESOURCE MANAGEMENT
Ibekwe, C.S., (2016). Legal implications of employment casualisation in Nigeria: A cross-
national comparison. Nnamdi Azikiwe University Journal of International Law and
Jurisprudence, 7, pp.79-89.
Ivancheva, M. & O’Flynn, M., (2016). Between Career Progression and Career Stagnation:
Casualisation, Tenure, and the Contract of Indefinite Duration in Ireland. In Academic
Labour, Unemployment and Global Higher Education (pp. 167-184). Palgrave
Macmillan, London.
Kalejaiye, P.O., (2014). The Rise of Casual Work in Nigeria: Who Loses, Who
Benefits?. African Research Review, 8(1), pp.156-176.
Kimber, M. & Ehrich, L.C., (2015). Are Australia’s universities in deficit? A tale of generic
managers, audit culture and casualisation. Journal of Higher Education Policy and
Management, 37(1), pp.83-97.
Klopper, C.J. & Power, B.M., (2014). The Casual Approach to Teacher Education: What
Effect Does Casualisation Have for Australian University Teaching?. Australian
Journal of Teacher Education, 39(4), p.n4.
Knott, G., Crane, L., Heslop, I. & Glass, B.D., (2017). Perceptions on requirements to inform
the design of a pharmacist tutor training programme. Pharmacy Education, 17.
Lama, T. & Joullié, J.E., (2015). Casualization of academics in the Australian higher
education: is teaching quality at risk?. Research in Higher Education Journal, 28, p.1.
Loveday, V., (2018). The neurotic academic: anxiety, casualisation, and governance in the
neoliberalising university. Journal of Cultural Economy, 11(2), pp.154-166.
McCann, D., (2016). Travel Time as Working Time: Tyco, the Unitary Model and the Route
to Casualisation. Industrial Law Journal, 45(2), pp.244-250.

11HUMAN RESOURCE MANAGEMENT
Pattnaik, R., Jena, L. K., & Pradhan, R. K. (2017). Employee Retention Strategies in Service
Industries: Opportunities and Challenges. In Employees and Employers in Service
Organizations (pp. 53-70). Apple Academic Press.
Vasquez, D. (2014). Employee retention for economic stabilization: A qualitative
phenomenological study in the hospitality sector.