{"id":1979,"date":"2018-03-27T21:27:15","date_gmt":"2018-03-27T21:27:15","guid":{"rendered":"https:\/\/courses.lumenlearning.com\/wm-retailmanagement\/?post_type=chapter&#038;p=1979"},"modified":"2024-04-25T02:46:34","modified_gmt":"2024-04-25T02:46:34","slug":"challenges-in-retail-human-resource-management","status":"publish","type":"chapter","link":"https:\/\/courses.lumenlearning.com\/wm-retailmanagement\/chapter\/challenges-in-retail-human-resource-management\/","title":{"raw":"Challenges in Human Resource Management","rendered":"Challenges in Human Resource Management"},"content":{"raw":"<div class=\"textbox learning-objectives\">\r\n<h3>Learning Objectives<\/h3>\r\n<ul>\r\n \t<li>Summarize the main challenges in retail human resource management<\/li>\r\n<\/ul>\r\n<\/div>\r\nRegardless of the size or type of retail store one is managing, human resource management will face unique challenges that are exclusive to their division of the organizational structure. \u00a0Besides just turnover being a challenge, HR might face some other issues such as organizational change, compliance with laws and liability issues, and employee development duties such as determining qualified candidates and employees passing background requirements.\r\n<h2>Organizational Change<\/h2>\r\nRetail organizations must continuously improve and change in order to keep up with their competition. \u00a0As with any division of a retail business HR management should plan for the long-term and implement strategies which are conducive with the evolving times. \u201cTo succeed in the market, organizations need to develop strategies and organizational practices that allow them to be truly ambidextrous\u2014to pursue both incremental and radical change\u2014on all platforms\u201d[footnote]J\u00e4rventie-Thesleff, R., Moisander, J., &amp; Villi, M. (2014). The Strategic Challenge of Continuous Change in Multi-Platform Media Organizations\u2014A Strategy-as-Practice Perspective. <em>JMM: The International Journal On Media Management<\/em>, 16(3\/4), 123\u2013138. doi:10.1080\/14241277.2014.919920[\/footnote] For HR teams, change can sometimes lead to lower morale, employee engagement and productivity. Thus, transformation must be balanced delicately for the benefit of the company\u2019s employees. One of the solutions for HR management is to regularly communicate the positive aspects of these changes to their workforce. \u00a0By applying the benefits of change within training exercises and holding frequently detailed meetings, HR can help to give employees a better understanding of why change can be advantageous and give the retail store\u2019s personnel an explanation of what is expected of them.\r\n<h2>Liability and Compliance with Laws<\/h2>\r\nOne of the other components of HR management that is ever-changing is employment laws. \u00a0Ignoring changing employment laws can mean liability on behalf of a retail company. This could lead to lawsuits, poor corporate image or even the downfall of a retail business. \u00a0Regardless of the type or size of a retail organization HR must make compliance with labor laws on every level a priority. One of the tools HR management can use to circumvent liability issues with their employees is a personnel handbook which is typically given to an employee at the outset of their employment. \u00a0\u201cPersonnel handbooks can be considered contracts . . . policy, procedure and administrative manuals, can also be considered contracts.\u201d[footnote]Shaughnessy, Mary Angela, SCN,J.D., PhD. (2016, Spring). Legal issues in human resources management. <em>Momentum<\/em>, 47, 48\u201351,13.[\/footnote]\u00a0 HR management might practice the usage of broad terminology in clauses for such manuals for instance \u201cother inappropriate behavior\u201d or \u201cfor any reason as deemed by management\u201d in order to reduce future liability issues with their employees. \u00a0Some of the pertinent laws to which HR should stay abreast of are equal employment opportunity laws, health and safety laws and sexual harassment laws, all of which will be further addressed later in this module.\r\n<h2>Employee Development<\/h2>\r\nRegular human resource administrative duties include recruitment and training of new employees and keeping up to date on development for current employees. One of the issues faced by HR at the outset when hiring a new employee could be that a chosen candidate may not make it past the background requirements. In this case HR will likely have to start from scratch in the recruitment process again. \u00a0Development of current employees might consist of keeping up on certifications or training courses for promotional candidates. Training can be costly and time consuming. In order to provide the proper balance HR might consider using training which can be provided online or even enlisting senior management to provide instruction and guidance.\r\n<div class=\"textbox tryit\">\r\n<h3>Practice Questions<\/h3>\r\nhttps:\/\/assess.lumenlearning.com\/practice\/d12ef791-5e49-4984-9664-9b600e6efe02\r\n<\/div>","rendered":"<div class=\"textbox learning-objectives\">\n<h3>Learning Objectives<\/h3>\n<ul>\n<li>Summarize the main challenges in retail human resource management<\/li>\n<\/ul>\n<\/div>\n<p>Regardless of the size or type of retail store one is managing, human resource management will face unique challenges that are exclusive to their division of the organizational structure. \u00a0Besides just turnover being a challenge, HR might face some other issues such as organizational change, compliance with laws and liability issues, and employee development duties such as determining qualified candidates and employees passing background requirements.<\/p>\n<h2>Organizational Change<\/h2>\n<p>Retail organizations must continuously improve and change in order to keep up with their competition. \u00a0As with any division of a retail business HR management should plan for the long-term and implement strategies which are conducive with the evolving times. \u201cTo succeed in the market, organizations need to develop strategies and organizational practices that allow them to be truly ambidextrous\u2014to pursue both incremental and radical change\u2014on all platforms\u201d<a class=\"footnote\" title=\"J\u00e4rventie-Thesleff, R., Moisander, J., &amp; Villi, M. (2014). The Strategic Challenge of Continuous Change in Multi-Platform Media Organizations\u2014A Strategy-as-Practice Perspective. JMM: The International Journal On Media Management, 16(3\/4), 123\u2013138. doi:10.1080\/14241277.2014.919920\" id=\"return-footnote-1979-1\" href=\"#footnote-1979-1\" aria-label=\"Footnote 1\"><sup class=\"footnote\">[1]<\/sup><\/a> For HR teams, change can sometimes lead to lower morale, employee engagement and productivity. Thus, transformation must be balanced delicately for the benefit of the company\u2019s employees. One of the solutions for HR management is to regularly communicate the positive aspects of these changes to their workforce. \u00a0By applying the benefits of change within training exercises and holding frequently detailed meetings, HR can help to give employees a better understanding of why change can be advantageous and give the retail store\u2019s personnel an explanation of what is expected of them.<\/p>\n<h2>Liability and Compliance with Laws<\/h2>\n<p>One of the other components of HR management that is ever-changing is employment laws. \u00a0Ignoring changing employment laws can mean liability on behalf of a retail company. This could lead to lawsuits, poor corporate image or even the downfall of a retail business. \u00a0Regardless of the type or size of a retail organization HR must make compliance with labor laws on every level a priority. One of the tools HR management can use to circumvent liability issues with their employees is a personnel handbook which is typically given to an employee at the outset of their employment. \u00a0\u201cPersonnel handbooks can be considered contracts . . . policy, procedure and administrative manuals, can also be considered contracts.\u201d<a class=\"footnote\" title=\"Shaughnessy, Mary Angela, SCN,J.D., PhD. (2016, Spring). Legal issues in human resources management. Momentum, 47, 48\u201351,13.\" id=\"return-footnote-1979-2\" href=\"#footnote-1979-2\" aria-label=\"Footnote 2\"><sup class=\"footnote\">[2]<\/sup><\/a>\u00a0 HR management might practice the usage of broad terminology in clauses for such manuals for instance \u201cother inappropriate behavior\u201d or \u201cfor any reason as deemed by management\u201d in order to reduce future liability issues with their employees. \u00a0Some of the pertinent laws to which HR should stay abreast of are equal employment opportunity laws, health and safety laws and sexual harassment laws, all of which will be further addressed later in this module.<\/p>\n<h2>Employee Development<\/h2>\n<p>Regular human resource administrative duties include recruitment and training of new employees and keeping up to date on development for current employees. One of the issues faced by HR at the outset when hiring a new employee could be that a chosen candidate may not make it past the background requirements. In this case HR will likely have to start from scratch in the recruitment process again. \u00a0Development of current employees might consist of keeping up on certifications or training courses for promotional candidates. Training can be costly and time consuming. In order to provide the proper balance HR might consider using training which can be provided online or even enlisting senior management to provide instruction and guidance.<\/p>\n<div class=\"textbox tryit\">\n<h3>Practice Questions<\/h3>\n<p>\t<iframe id=\"assessment_practice_d12ef791-5e49-4984-9664-9b600e6efe02\" class=\"resizable\" src=\"https:\/\/assess.lumenlearning.com\/practice\/d12ef791-5e49-4984-9664-9b600e6efe02?iframe_resize_id=assessment_practice_id_d12ef791-5e49-4984-9664-9b600e6efe02\" frameborder=\"0\" style=\"border:none;width:100%;height:100%;min-height:300px;\"><br \/>\n\t<\/iframe>\n<\/div>\n\n\t\t\t <section class=\"citations-section\" role=\"contentinfo\">\n\t\t\t <h3>Candela Citations<\/h3>\n\t\t\t\t\t <div>\n\t\t\t\t\t\t <div id=\"citation-list-1979\">\n\t\t\t\t\t\t\t <div class=\"licensing\"><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Original<\/div><ul class=\"citation-list\"><li>Challenges in Human Resource Management. <strong>Authored by<\/strong>: Freedom Learning Group. <strong>Provided by<\/strong>: Lumen Learning. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/licenses\/by\/4.0\/\">CC BY: Attribution<\/a><\/em><\/li><\/ul><\/div>\n\t\t\t\t\t\t <\/div>\n\t\t\t\t\t <\/div>\n\t\t\t <\/section><hr class=\"before-footnotes clear\" \/><div class=\"footnotes\"><ol><li id=\"footnote-1979-1\">J\u00e4rventie-Thesleff, R., Moisander, J., &amp; Villi, M. (2014). The Strategic Challenge of Continuous Change in Multi-Platform Media Organizations\u2014A Strategy-as-Practice Perspective. <em>JMM: The International Journal On Media Management<\/em>, 16(3\/4), 123\u2013138. doi:10.1080\/14241277.2014.919920 <a href=\"#return-footnote-1979-1\" class=\"return-footnote\" aria-label=\"Return to footnote 1\">&crarr;<\/a><\/li><li id=\"footnote-1979-2\">Shaughnessy, Mary Angela, SCN,J.D., PhD. (2016, Spring). Legal issues in human resources management. <em>Momentum<\/em>, 47, 48\u201351,13. <a href=\"#return-footnote-1979-2\" class=\"return-footnote\" aria-label=\"Return to footnote 2\">&crarr;<\/a><\/li><\/ol><\/div>","protected":false},"author":62559,"menu_order":9,"template":"","meta":{"_candela_citation":"[{\"type\":\"original\",\"description\":\"Challenges in Human Resource Management\",\"author\":\"Freedom Learning Group\",\"organization\":\"Lumen Learning\",\"url\":\"\",\"project\":\"\",\"license\":\"cc-by\",\"license_terms\":\"\"}]","CANDELA_OUTCOMES_GUID":"357f6a1d-f852-4d59-834d-a2df66a8a52a, 28536590-7c2c-48d6-94b3-1917135f64b1","pb_show_title":"on","pb_short_title":"","pb_subtitle":"","pb_authors":[],"pb_section_license":""},"chapter-type":[],"contributor":[],"license":[],"class_list":["post-1979","chapter","type-chapter","status-publish","hentry"],"part":1960,"_links":{"self":[{"href":"https:\/\/courses.lumenlearning.com\/wm-retailmanagement\/wp-json\/pressbooks\/v2\/chapters\/1979","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/courses.lumenlearning.com\/wm-retailmanagement\/wp-json\/pressbooks\/v2\/chapters"}],"about":[{"href":"https:\/\/courses.lumenlearning.com\/wm-retailmanagement\/wp-json\/wp\/v2\/types\/chapter"}],"author":[{"embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-retailmanagement\/wp-json\/wp\/v2\/users\/62559"}],"version-history":[{"count":10,"href":"https:\/\/courses.lumenlearning.com\/wm-retailmanagement\/wp-json\/pressbooks\/v2\/chapters\/1979\/revisions"}],"predecessor-version":[{"id":6455,"href":"https:\/\/courses.lumenlearning.com\/wm-retailmanagement\/wp-json\/pressbooks\/v2\/chapters\/1979\/revisions\/6455"}],"part":[{"href":"https:\/\/courses.lumenlearning.com\/wm-retailmanagement\/wp-json\/pressbooks\/v2\/parts\/1960"}],"metadata":[{"href":"https:\/\/courses.lumenlearning.com\/wm-retailmanagement\/wp-json\/pressbooks\/v2\/chapters\/1979\/metadata\/"}],"wp:attachment":[{"href":"https:\/\/courses.lumenlearning.com\/wm-retailmanagement\/wp-json\/wp\/v2\/media?parent=1979"}],"wp:term":[{"taxonomy":"chapter-type","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-retailmanagement\/wp-json\/pressbooks\/v2\/chapter-type?post=1979"},{"taxonomy":"contributor","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-retailmanagement\/wp-json\/wp\/v2\/contributor?post=1979"},{"taxonomy":"license","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-retailmanagement\/wp-json\/wp\/v2\/license?post=1979"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}