Econometric Case Study Of Mondragon: Examining The Selection And Promotion Process Of Retail Staff At Clarks Shoes

Aims and Objective of the Study

Describe about the Econometric Case Study of Mondragon?

The current assignment gives the full description of the selection process for retail staffing by considering the case study related to Clarks. It also gives the full description of the retail sectors which it includes the whole information about the company. The study will also describe the whole selection process of employees which help in analyzing the recruitment and selection procedure.

Clark International Ltd. is well-known British International retailer and manufacturer which were founded in 1825. The company is engaged in manufacturing footwear. The products in which company deals are joyance sandal, desert boot, wallabee and desert trek. One of the best products of the company is Clarks shoes for which it becomes more popular is the Desert Boot, Desert Trek and Walla bee (WiÅ›niewski and Rakus, 2014). The Clarks shoe does the setup of the maximum numbers of the branded shops and also the large numbers of the franchises with the help of which it does the selling of mostly the third party distribution. Clark’s shoes do the adoption of the various cultural icons with the advancement of the different features and the sub cultures. They also do the development of the various clear visions on the basis of the required supplement of the demands of the customers.

In order to describe the strategy, Clarks adopted optimization strategy of the customer experiences, the main objectives of the strategy is to improve the conversion by enhancing the customer service. On the other hand, the company also started outlining the systematic testing strategy on the basis of doing the examination of the various key aspects of the sales in logical order. The number of staffs at Clark International Ltd. is about 15788 till 2014. On the contrary, there was 15% employee turnover in last two years (Oh et al 2012).

The overall aim of this particular study is to collect valid and reliable information experiences, attitudes and also the expectation of the both the administrative staffs and support staffs and find out the factors on which the promotion of the staff of Clarks shoes depends (Jauregui et al. 2015). This study aims to collect data to investigate the selection process within the retail company. The research had the following specific objectives (Messnarz et al. 2014):

To understand the current recruitment and promoting process within business of Clarks

To understand the employee selection process in retail industry

To examine the benefits of promoting staffs in retail industry

This assignment uses methodology to analyse of the impacts of the selection process in the context of the retail staffing. It will also examine the whole selection process for retail staffing (Yu, Chang and Chou, 2014). It mainly focuses on the staff turnover of Clarks shoes and also how this affected by the promotion of staffs (Kang and Hustvedt, 2014).

As mentioned by Abraham (2014), every employee can be motivated to perform in productive manner. On the other hand, selection process in retail business is based on internal sources and external sources. Two of the motivational strategies adopted in Clark’s retail industry are; different performance based rewards and appraisals (Hitt et al., 2009). Apart from this, Clark’s provide their employees with training regarding their new implemented system. Brannan et al. (2011) stated retail industry is based on two elements, that is, customers and employees. Every retail organization is having different promotion and selection procedure within the business of their staffs (Adams and Deakin, (2014). Clark is famous for retailing of footwear and the numbers of employees are more than 16,000. So to make every employee work as a team, motivational strategies are very important. As mentioned by Adams and Deakin (2014), some of the internal sources required in selection process of Clark retail industry are as –

Purpose of the Study

Transfer process of employees

Giving promotion in position and designation

Providing retirement option to employees

Internal advertisement regarding vacant position and others

Selection process of Clark needs to be effective regarding all process, that is, strategies, policies and new employees. Apart from this, selection processes help Clark to select the most deserving employees (Adams and Deakin 2014). The selection process is based on qualification, skills and number of vacancies. In context to this Sellitto (2015) mentioned, every selection process in retail industry have their own advantage. Some of the major advantage of selection procedure is regarding proper placement process (Adams and Deakin, 2014). On the other hand, it also helps in conducting recruitment in a systematic manner. In context to this Cheese (2013) stated, selection in retail industry can only be effective, if qualification and skills are analyzed properly (Paiva et al. 2015). Every position has their own set of skills and qualification requirement. For example, the skills and qualifications required for shop floor employees in retail are different from shop manager.

The major skills required for team leaders in Clark retail is as; manager, they should be good in decision making. As mentioned by Delaney, Burchielli and Connor (2014), team leaders play the role of backbone in any organization. Their main role is to influence and motivate employees to work properly. Apart from this, they are responsible for analysis of the strengths and weaknesses of their team members. This analysis process helps them in the motivational process. As stated by Ewing (2013), every employee has a different set of skills and expertise. They also have different strengths and weaknesses. So, team leaders should always analyze their strengths and weaknesses and areas of expertise (Cheese, 2013). Apart from this, team leaders should also have good thinking abilities which help in problem solving (Litchfield, 2014). Also team leaders should have a good knowledge of the retail industry working process.

The area and national management at Clark’s retail works to develop their business activities. As mentioned by Ewing (2013), strategies differ region by region, that is, every store has different set of strategies. These strategies help in promoting their business and increasing their profit. On the other hand, national management strategies help in promoting business in national market (Turner, 2013). Marketing and advertising strategies help to promote their business. The promotion strategies regarding national employees are also different. The performance appraisal and reward system is decided as per the store location. In this context Hitt et al. (2009) stated, promotional strategy regarding employee’s welfare are based on store location and sales. These strategies help organization to motivate their employees to perform better. In addition to this, these strategies help in increasing productivity and profitability. As mentioned by Higson (2013), if strategies are planned properly, then they will help the organisation in a positive manner.

On the other hand, the skills and qualifications required for shop floor level employees are different from top level managers. Store floor level employee’s helps in increasing sales and the profitability of the Clark organization (Hitt et al., 2009). Apart from this, store floor levels have responsibility regarding the management of in house (Branstetter et al 2014). That is, they are responsible for managing finance, selling, employees and others in their store. In this context Linsenman and Kingaard (2011) commented that shop floor employees play a very important role in sales activities. They influence customers or the store visitor in purchasing. The major skill required for good shop floor employees is influencing power as influencing or convincing power will help them to increase their sales. On the other hand, they should also have knowledge about the customer’s choices and demands (Nair et al 2014).

Literature Review

As mentioned by Pride and Ferrell (2014), Clark’s management pays a part in managing all activities and strategies. That is, they are responsible for planning and execution of strategies and policy. Apart from this, the management of Clarks is responsible for maintaining balance between the business activity and employees (Turner, 2013). Management should have core knowledge about technical and communication systems. The management of Clarks help in solving problems and in the decision making process (Robbins and Coulter, 2009). The strategies decided by management of Clarks help in increasing their business and profitability. On the other hand, management is also work for improving the brand image of the company (Rhodes, 2014).

As commented on by Sawford, (2014), the zero hours contract system adopted by Clark affects their employees and the selection process. Zero hour contract help Clark to provide their employees with variation in working time and wages. The zero contract system affects the attendance model of staff, as every employee start choosing their own time for working. The selection process of working time affects the attendance management system (Shimomura and Kimita (2013). On the other hand, management also may find it difficult to manage the workforce, which affects the motivation process. However, some of the management staff of Clarks retail is not in favour of zero hour contracts, as they think that it may de-motivate employees to work and which would further affect the selection process (Geppert, 2014).  It is known that zero hour contracts means hiring workers with no guarantee to do job. Due to that, employees may not be giving hundred percent in the work (Powell et al 2014).

Ethical approach to study:

The basis of the implementation of the relevant methodologies the study it needs to prove all the formulated theories on the basis of the right or the wrong (Clark et al. 2014).  Each component of the research methodology is equally important to conduct the whole research in right way that each factor can be addressed efficientlyIn the other words, (Paiva, António and da Silva, 2014).

The researcher has tried to adapt suitable research techniques for each component of the study. The choice of research techniques are based on the research prospects and objectives. In this research, both qualitative and quantitative analysis has been selected to evaluate the factors responsible on the basis of the selection process with the help of retail staffing. The data has been analysed in the next chapter in detail (Varley, 2014).

The researcher here employed inductive research approach which supports the researcher to establish the findings which fulfilled the objective of this research work. The use of inductive research approach also helped the researcher to conclude something new based on the findings of this study.

Mainly research methodology is categorized into the basic two parts: qualitative and quantitative approach (Lesk, 2014). Basically, the quantitative analysis of the data is done in the case of the analysis of the huge numbers of the respondentsTherefore, matching with the topic, the researcher has chosen positivism philosophy, inductive approach, descriptive design and primary data collection process. Both the quantitative and qualitative analytical method has been chosen where non-probability sampling has been followed by the author in selecting respondents for the survey (Lesk, 2014).

In this study, the researcher has conducted the quantitative analysis of the data on the basis of the questionnaire survey. Hence, both the quantitative and the qualitative analysis of data are more appropriate in doing the study. The researcher has already gives the description of the various theories which are mainly needed in doing the carry out of the research methodology (Econometrics and Garden, 2015).

For doing the research, the data collection method includes both the primary and the secondary collection of data. To do the collection of the secondary data the methods of doing the interviews are used in both the structured and the semi structured methods of the interviews.Here, the researcher has initiated to relate the findings and conclusion with the objectives mentioned at the beginning of the research. Keeping the relationship between these two segments throughout the whole research indicates the dedication and attentiveness towards the concerned areas of all the components required for the study (Mid Staffs whistleblower slams use of gagging payments, 2014). Hence, the research design is appropriate for the current research. The researcher does the preparation of the questionnaire in the way it has no personal type of the question which can do botheration to the respondents and also can do the deviation of the results from the basis of the desired results (Muravitsky, 2014).

Introduction

The elementary aim of this chapter is to represent the complete information about the factors that influence the promotion of the Clarks Business on the staff(Muravitsky, 2014).As the data analysis includes both qualitative and quantitative analysis, this chapter particularly deals with the results of quantitative analysis where all the data were collected through open hand questionnaire. (Messnarz et al. 2014) pointed that data analysis helps a researcher in implementing the theoretical knowledge in the practical application. However, (Muravitsky, 2014) pointed that data analysis involves complexities and limitations as well such as data manipulation, lack of genuineness and others. Thus, a process of crosscheck is observed via data analysis in a research work (Jauregui et al. 2015). Based on the data gained in this chapter, the researcher will try to gain information related to the topic and will accordingly analyse the findings to add a validity in the process of data collections. Respondents considered for process of data collection is customers and managers of Clarks shoes so that more concerned, specific and detail information is extracted with the particular research work (Shatnawi et al 2014).

In the present section, staffs of Clark’s shoes will be considered for quantitative analysis so that the researcher can understand the influence of promotion of the staffs of the Clarks business and their choice of skeleton for a product(Yu, Chang and Chou, 2014). Number of respondents involved in the quantitative section are 60 as the others were not properly filled in so were discarded from being the sample of research study (Pantano, 2014).

Q1. How long you have been the employee at Clarks?

	No of respondents	Total respondents	Response %
Last 6 months	18	30	60%
Over 1-2 years	9	30	30%
Over 3-5 years	3	30	10%
Total	30	30	100%

 

Findings and analysis:

As illustrated in the above chart, maximum of the respondents are opting for last six months with 60%. At the same time, 30% of the respondents have mentioned that they are working with Clarks over 1 – 2 years and 10% of the respondents have mentioned over 3 -5 years.

It is the fact that Clarks tries to focus on the attention of the employees and recently has started focussing on the various promotion schemes which helps in doing the retention of the employees. Employees due to the basis of the promotion schemes are getting more inclined towards the organisation. Initially, the organisation focussed on the marketing activities irrespective of much focus on branding of the products. However, with modernisation and higher level of competition, the organisation needs to provide the various schemes of promotion and the bonus so that it can do the attraction of the large numbers of the employees (Arando et al 2014).

Q2.Do you think in depth skill and knowledge are required for retail work?

	No of respondents	Total respondents	Response %
Yes	24	30	80%
No	6	30	20%
Total	30	30	100%

 

The above figure has explored that 80% of the respondents are agreed with the concerned topic. It is the fact that promotion helps in understanding the needs of the employees in a more definite way that brings more customer delivery service within Clarks. This is the reason; employees try to identify the approaches effective enough in doing the retention of the employees and avoiding switching to other brands. Clarks tries to adopt branding strategy so that a communication bridge is enabled between the organisation and the customers. Customers are able to observe the attempts that help in marketing of the product in a much effective manner (Ewing, 2013). On the other hand, doing the promotion of the employees it helps in doing the creation of the awareness for the organisation that also promotes and attracts the new employees also. Clarks via branding try to satisfy the needs of the customers in a more efficient and better way. Branding is adopted within Clarks as a continuous process that helps in identifying the issues or the challenges as a mode of promotion and improvement (Salleh et al 2012).

	No of respondents	Total respondents	Response %
Work experience	5	30	17%
University study	4	30	13%
You are born with these skills	5	30	17%
A mixture of all the above	16	30	53%
Total	30	30	100%

 

The above graphical presentation has explored that more than half of the respondents believed a mixture of work experience, study and inborn skills will help to gain management skills.

It is the fact that though the people have born with capabilities, studying several subjects supports them to improve their deficiencies. At the same time, during work tenure, people have got opportunities to employ their capabilities and gain knowledge through improvisation. In the long run, it will support them to attain managerial skills (Bidwell, 2013).

Options	No of respondents	Total respondents	Response %
Strongly satisfied	12	30	40%
Satisfied	12	30	40%
Neutral	4	30	13%
Dissatisfied	1	30	3%
Strongly Dissatisfied	1	30	3%

 

Around 40% of the respondents are satisfied and strongly satisfied with the concerned topic. However, neutral and dissatisfied was selected by 13% of the respondents in both the section. Apart from that, strongly dissatisfied was option made by 3% of the respondents.

As the promotion helps in doing the staffing of the employees so that it can do the proper enhancement of the employees which helps in doing the retention of the employees of the organization (Wiśniewski and Rakus, 2014). Doing the promotion of the employees helps in ensuring the quality preference within customers that also promotes goodwill of the organisation.

This whole chapter mainly deals with the results of quantitative data analysis as well as the results of the analysis. In the first part it also includes the graphical presentations of the collected responses. Based on this graphical representation and also analysis results, the findings and the interpretation are summarised (van den Heuvel et al 2014).

It is the fact that Clarks is successfully able to generate all the employees for the concerned organisation within the market of UK. Among other retailing firms, Clarks tries to focus its attention on the consumers until the age of 35 who can be influenced on the basis of style and consciousness. Consumers are identifying the concepts emphasised by the organisation, Clarks (Wiśniewski and Rakus, 2014). Brand and its value help in attracting the employees at a much better rate. Employees find the quality and the standard of the organisation quiet satisfactory hence they are inclined towards its products. However, few customers are not satisfied with the brand value imparted by the organisation as they feel Clarks can introduce much better concept of branding. Apart from that brand value of Clarks helps in positive word-of-mouth communication that also enables higher employee satisfaction among the customers.

From the context of the data analysis and discussion, it is concluded that in this research project it does the highlights of the existence of the relationship between the retail staffing and the promotion of the staffs of the Clarks shoes (Abraham, 2014). The whole discussion of the selected topic gives the proper understanding of the retail staffing. In doing the linking with the objectives which is mainly based on the collection process of data analysis, the researcher try to do the identification of the link in between the selected objectives and on their practical approach (Sart, 2014).

In this chapter it mainly deals with the conclusion which is basically obtained from doing the data analysis and also the discussion. However, the researcher does the discussion of the conclusion in doing the examination of all the collected both the primary and the secondary information on the basis of the according objectives of the organization (Safe staffing group broadens focus to community, 2014). Therefore, in this chapter it ensures the successfulness of the project on the basis of the data analysis and the interpretation of the results.

Recommendation 1: The critical factors which are mainly responsible in doing the development of the promotional strategy of the staffs of Clarks shoes.

Here, the business organization have to emphasise on the factors that are more crucial like retail stuffing, etc in order to do enhance the feasibility of business success. At the same time, the organization also needs to emphasize on various aspect of attaining skills like frequent skill audit, arrangement of effective training which are mainly responsible of the doing the promotion of the employees.

Recommendation 2: Measuring the basis of the factors in the relation of the staffing process of the selection of the staffs of the organisation. 

According to the research study it can be said that the proper assessment of the better relevance of the factors is the basis of the organization process. As a consequence, the basic aims of the organization is to be examination of all the factors like employee motivation, work environment, etc in order to improve the organisational profitability in doing the retention of the staffs by initialising the promotion strategies.

Recommendation 3: Main relation of the promotion of the Clarks business in the context of the retail staffing.

Here, the business organization needs to be aimed in doing the identification of the basis of the organizational needs like, training needs, needs for implementing monetary benefits for standard performer, which needs to implement to improve the business strategy of the Clarks on the basis of the improvement of the retail staffing.

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