The retail industry is mainly concerned with providing groceries and other kinds of products to the customers under one roof. The HRM in the retail industry is required to perform the above mentioned job roles just like the HRM in the other industries of the world is required to perform. There are various kinds of activities that the HRM teams associated with the various business enterprises in the retail industry are required to perform like recruitment and selection, job design, planning and others (Albrecht et al., 2015). This annotated bibliography will analyze the recruitment and selection role played by the HRM team in the retail industry through the analysis of five peer reviewed articles. The analysis will be based on the hypothesis used by the authors in the papers,.
Bloch, A., & McKay, S. (2015). Employment, social networks and undocumented migrants: The employer perspective. Sociology, 49(1), 38-55. Retrieved from https://journals.sagepub.com/doi/abs/10.1177/0038038514532039
The authors in this article provide an overview of the recruitment strategies adopted by the HRM teams in the retail industry. Bloch and McKay (2015) are of the viewpoint that the influx of the migrants and the other kinds of immigrants in the nation of Australia has significantly enhanced the amount of choices that the HRM teams and the retail industry have at their disposal at the current moment. It is a reflection of this particular fact that the enterprises related to the retail industry are not only getting cheap labor but the influx of the migrants at the same time provides them with various kinds of skilled individuals who can add value to the concerned enterprise in a significant manner. The authors start with the hypothesis that the influx of the migrants have made the recruitment role of the HR personnel much easier in the present times and they take the help of data from the various retail enterprises to arrive at the conclusion that this is actually the case in the nation of Australia. In addition to these, the authors for the purpose of the collection of the required data to arrive at the results also interviewed the HRM teams of the various retail business enterprises. The major findings of the article can be said to be the fact that the influx of the migrants from the other nations of the world has significantly resolved the labor issues which the various retail industries in the nation of Australia face and has also made cheap labor accessible to them which in a way has improved their future prospects. The article published in the year 2015 is a relevant one in the context of the present day scenario of the retail industry and the authors frequently take the help of statistics to lend credibility to the arguments that they are making.
As already mentioned that this resource is a peer-reviewed one and would help me in a significant during the time of my completion of Assignment 3. The strength of the article can be said to be the fact that it is one of the very few ones which try to analyze the impact of the influx of the diverse kinds of migrants on the retail industry of Australia. The weakness of the article is the fact that it focuses only the migrants and the way they have contributed towards the resolution of the labor issues in the retail industry and not on the role of the citizens of the nation. The article at the same time tries to find the characteristics of the workers that the employers find most desirable like “trust, kinship, gender, social networks, language compatibility and others”. The article provides very penetration information about the recruitment as well as selection role of the HRM teams in the retail industry and thus when I will be completing my Assignment 3, I would be able to use the theories as well as the information provided by the authors in this article.
Becker, K., & Soosay, C. (2013). Labour attraction and retention in rural and remote Queensland communities. Australasian Journal of Regional Studies, The, 19(3), 342. Retrieved from https://search.informit.com.au/documentSummary;dn=763544451767734;res=IELNZC
The authors Becker and Soosay (2013) are of the viewpoint that one of the major challenges that the various HRM teams related to the retail industry in the Queensland region of Australia are facing at the current moment is the lack of skilled as well as talented candidates available in this particular region. It is true that there is no dearth of labor available in this particular region of Australia and as a matter of fact the retail industry of this region has gained in a significant manner by the availability of the cheap labor in this region. However, the major challenge that the HRM teams related to the retail industry in this region are facing at the current moment is that they are unable to attract as well as recruit the skilled individuals who would contribute in a significant manner towards the organization. These points could be very relevant ones for the Assignment 3. In addition to this, it is also seen that even if they are able to recruit skilled individuals they are in many cases unable to retain them. The authors begin with the hypothesis that the dearth of skilled labor in Queensland is adversely affecting the prospects of the retail industries in this region. For the collection of the necessary data required for the completion of the article the authors interviewed some of the major retail business enterprise operational in Queensland. The article, published in the year 2013 is a peer-reviewed one and was published in “Australasian Journal of Regional Studies”, one of the most credible ones of the nation of Australia. The basic purpose of the authors in this article is to show the fact that the inability of the HRM teams of the various business enterprises in the region of Queensland is adversely affecting the prospects of these enterprises.
The authors present an overview of the affects that a particular business enterprise would have to encounter if its HRM team is not adequately performing the roles that it was supposed to perform. In doing so the authors provide valuable insight about the importance of the roles as well as the responsibilities that the HRM teams perform for the various organizations. The strength of the article can be said to be fact that the article takes a very narrow spectrum, that is, the Queensland locality retail industry and tries to find the factors which facilitate the processes of retention and attrition within the retail industry of this particular area. The main focus of the authors in the article can be said to be the fact that “Attracting and retaining a skilled labor force is a critical yet complex issue for rural and remote communities”. Furthermore, the article at the same time tries to show the factors which enhance the retention of the employees and thereby reduce the attrition of them. Thus, I would say that this particular source will be very valuable for me for my Assignment 3.
Susomrith, P., & Brown, A. (2013). Motivations for HR outsourcing in Australia. The International Journal of Human Resource Management, 24(4), 704-720. Retrieved from https://www.tandfonline.com/doi/abs/10.1080/09585192.2012.697479
The article under discussion here tries to analyze the factors that might motivate the various HRM team associated with the diverse retail industries in the nation of Australia to outsource their employees. The authors begin with the hypothesis that there is a dearth of skilled labor in Australia particularly in the retail sector and thus the HRs are literally required to go out of their way to recruit the right kind of candidates for the enterprises. However, there are various factors that motivate the HRM teams associated with the diverse retail enterprises to outsource the labor that they have at their disposal. One of the major reasons being the fact that most of the retail enterprises of Australia have international presence and thus it is generally seen that to manage the affairs of these centers in an effective manner these enterprises generally sent their top performing employees to other host nations. This proves beneficial for the concerned enterprise in the longer run and helps them to save a lot of resources. The authors for the composition of this particular have taken the help of the annual reports provided by the various retail business enterprises of the nation and have also taken the help of interviews. The main findings of the authors in the article are “human resource (HR) functions are most commonly outsourced in Australian organizations and second, outsourcing of the HR functions has helped the diverse retail organizations in a significant manner”. Some of the points made by the authors are totally relevant in the context of the present day retail industry and thus can be used as reference points for future researches.
The authors clearly state the long-term benefits of the process of outsourcing that a business enterprise might gain by outsourcing the best performing employees to the other host nations of their operation. The strength of the article can be said to be the fact that the article offers a comprehensive account of the factors or the reasons which motivate the diverse retail organizations to take the help of process of HR outsourcing. The weakness of the article can be said to be the fact that the article focuses on the factors which motivate the organizations to take the help of the process of HR outsourcing and not on the actual process of HR outsourcing itself. In addition to this, the authors at the same time provide insight information about the changing policies followed by the HRM teams for the management of the human resources that they have at their disposal. The concept of HR outsourcing has gained a significant amount of prominence in the present times and thus this article is likely to provide significant amount of information for the Assignment 3. Thus, it would be apt to say that this particular article will be very valuable for me when I will be completing my Assignment 3.
Bridgstock, R., & Cunningham, S. (2016). Creative labour and graduate outcomes: implications for higher education and cultural policy. International journal of cultural policy, 22(1), 10-26. Retrieved from https://www.tandfonline.com/doi/abs/10.1080/10286632.2015.1101086
The HRM teams of the various retail business enterprises are taking the help of the policies of internship and various kinds of campus for attracting as well as recruiting new and talented individuals. The authors are of the viewpoint that the use of this particular strategy to meet the labor demands within the retail industry offers various kinds of benefits to the concerned enterprise. Firstly, these enterprises provide a comparatively lower salary packages to these candidates and in addition to this these individuals are required to do the same kind of work as the other tenured ones and thus the use of this particular process provides significant amount of benefit to the concerned organization. In addition to these, it is generally seen that these enterprises offer permanent job roles to the candidates who had worked really well during the internship period after the completion of their internship period. Therefore, it would be apt to say that the use of this particular strategy provides dual benefits to the organizations, firstly they help the HRM teams to meet the labor requirements and secondly they help the retail enterprises to reduce the expense that they spend on labor in a significant manner. The major findings of the authors in this particular article can be said to be the fact that the “creative skills and by extension creative education and training, and the various kinds of value that creative graduates add through their work” have contributed in a significant manner to reduce the labor issues that the retail industry is currently facing in the nation of Australia. The authors Bridgstock and Cunningham thus begin with the general hypothesis that the use of this particular method has proved to be beneficial for the various retail business enterprises in more than one ways and take the help of empirical data to prove their points.
The authors describe the ways in which the HRM teams can take the help of innovation to significantly mitigate the issues that the companies to which they are related are facing at the current moment. The strength of the article can be said to be the fact that the article is one of the very few ones which tries to explore the contribution of internship and other kinds of creative employability education render to the labor market of the retail industry of Australia. The weakness of the article can be said to be the fact that the sole focus of the article is on the processes of internship and other creative employability skills and not on the manner in which they have resolved the labor issues faced by the retail industry. The effective use of the internship policy and the campus drive are two examples of the innovative practices that the HRM teams can use to effectively reduce the problem of scarcity of labor that they are facing at the current moment. The authors at the same time point out that “a closer affinity between the differing approaches to creative labor and the creative economy, and has implications for cultural and higher education policy”. The use of innovation within the domain of HRM is something really new and thus this particular article will be especially valuable for me during the completion of my Assignment 3.
Harrison, T., & Stone, D. L. (2018). Effects of organizational values and employee contact on e-recruiting. Journal of Managerial Psychology. Retrieved from https://www.emeraldinsight.com/doi/abs/10.1108/JMP-03-2017-0118
In the recent times it is generally seen that the HRM teams related to the various retail business enterprises are taking the help of the concepts of innovation to reduce the problem of labor issues that they are facing at the current moment. One of the most popular methods of recruitment that has gained a significant amount of prominence in the context of the present day retail industry is the process of e-recruitment. Thus, it is generally seen that the various retail business enterprises and the HRM teams related to them are taking the help of this particular concept to reach out to a much larger number of candidates to overcome the problems of labor issues. In addition to this, it is generally seen that the use of this particular strategy for the process of recruitment enables the HRM teams to reach out to a much larger number of candidates and also to select talented as well as skilled individuals from a large number of options. The authors does begin with the hypothesis that the use of this particular method for the purpose of recruitment has helped the HRM teams to significantly reduce the problem of labor issues and at the same time has improved the process of recruitment and selection used by them for the purpose of recruiting new employees. The authors prove the hypothesis that they have developed taking the help of the results derived from various interviews and surveys with the HRM teams related to the retail industry.
E-recruitment is one of the most recent methods of recruitment that is being utilized by the various retail business enterprises and thus it is a concept that has not much been explored by many authors. However, the article under discussion here is one of the very few ones which not only explains this particular concept but at the same time states the manner in which the various HRM teams can utilize this particular process to improve the recruitment policy followed by them. Therefore, it would be apt to say that this resource will be very helpful for me during mu Assignment 3.
References
Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), 7-35. Retrieved from https://www.emeraldinsight.com/doi/abs/10.1108/JOEPP-08-2014-0042
Becker, K., & Soosay, C. (2013). Labour attraction and retention in rural and remote Queensland communities. Australasian Journal of Regional Studies, The, 19(3), 342. Retrieved from https://search.informit.com.au/documentSummary;dn=763544451767734;res=IELNZC
Bloch, A., & McKay, S. (2015). Employment, social networks and undocumented migrants: The employer perspective. Sociology, 49(1), 38-55. Retrieved from https://journals.sagepub.com/doi/abs/10.1177/0038038514532039
Bridgstock, R., & Cunningham, S. (2016). Creative labour and graduate outcomes: implications for higher education and cultural policy. International journal of cultural policy, 22(1), 10-26. Retrieved from https://www.tandfonline.com/doi/abs/10.1080/10286632.2015.1101086
Harrison, T., & Stone, D. L. (2018). Effects of organizational values and employee contact on e-recruiting. Journal of Managerial Psychology. Retrieved from https://www.emeraldinsight.com/doi/abs/10.1108/JMP-03-2017-0118
Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic human resource management. The Academy of Management Annals, 8(1), 1-56. Retrieved from https://www.tandfonline.com/doi/abs/10.1080/19416520.2014.872335
Susomrith, P., & Brown, A. (2013). Motivations for HR outsourcing in Australia. The International Journal of Human Resource Management, 24(4), 704-720. Retrieved from https://www.tandfonline.com/doi/abs/10.1080/09585192.2012.697479
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