Retail Stores and Grocery
Retail grocery stores and supermarkets contribute the most significant share of food sales in the USA. The nation spends around $50 B each month on groceries, but margins are traditionally low, around 1%.
With market consolidation being the buzzword for the past few years, several prominent players are trying new formats like low-cost warehouse-style stores and European-street market design healthy destinations.
While the cutting edge concept in Grocery/Retail, is stored without cashiers a la Amazon, it is still a blip on the horizon for mainstream retailers.
However, every large grocer worth their salt is experimenting with online ordering, home delivery, and other variants. Success in the new age requires these companies to be nimble and agile, expecting the next move of the opponents.
HR Challenges in Retail Industries
Hiring to meet needs
In most retail- grocery stores, Over 85 percent of the workforce is hourly and exempt. Millennials treat retail jobs as a stop-gap arrangement, and there is a need to keep them motivated to stay continuously.
Aligning the lean and busy purchasing seasons to the ideal number and quality of resources is also an ongoing challenge.
In the current political and socio-economic situation, there’s much talk about minimum wages. Across the countries, many labour unions are actively involved in discussions, and grocery stores usually have their ear to the ground to respond to any regulatory changes. Several HR processes like performance management, merit increases, promotions are greatly influenced by labour union agreements, restricting the reach of HR programs.
Most retail workers are part-time and on their feet, while they work. This makes it hard to get out the message to them. Companies that rely on their workforce to log into a store computer to access their schedules, complete their paperwork, fill in their performance information, are finding it increasingly difficult to achieve 100% compliance.
Effective HR Strategies to address the challenges
Employment Branding and Talent Management
It is essential to build and maintain a healthy brand image to the newer generations search for meaning and purpose in what they do and regular feedback to understand how they are doing. Aligning talent management initiatives to those concepts are crucial.
Workforce Analytics and Planning
Most companies have excellent information and forecasts on sales across the different seasons. However, HR often fails to draw the line between hiring and recruiting. Building and maintaining a workforce plan becomes an essential part of the business.
With the changing climate around wages, healthcare and benefits, additionally, it becomes helpful to model and plan for different cost scenarios. especially skilled employees and people analytics are Critical needs of this sector.
Retail is one of the best industries to showcase HR on mobile. When the majority of the workforce is away from a computer, it will become an integral requirement to be mobile- enabled.
Companies need to up their game and embrace HR technology that supports mobile, especially if it involves daily activities like looking up their regular schedule and calling off sick.