HRM Practices and Turnover Intension †Free Samples to Students

Question: Discuss about the HRM Practices and Turnover Intension. Answer: Introduction With the increasing ramification economic changes and complex business factors, each and every organizations have been facing hiring issues to hire talented employees. Recruitment process in supermarket industry influences the growth and success of an organisation or industry. Recruitment process includes searching the potential candidate for the job, selecting the right candidate and appointing them in the corporation. There are various aspects of an industry which affects the efficiency of recruitment procedure of company. Modern organisation faces various recruitment issues such as demand and supply of workers, diversity in the workplace, demographic issues, and organisation image in between public. This report will focus on understanding the challenges faced by super market industry. The report will analyse various problems such as demographic problems, demand/supply of workers, advertisement, and retention issues in Morrison Company. Further, the report will provide different re commendations based upon human resource management strategies. As per the perception of Regassa John, (2016). It is reflected that Supermarket industry in Australia is gaining momentum throughout the time. There are several companies such as Tesco, Woolworths, and Wesfarmers who have been operated their business since very long time. The secondary services of these companies in this industry include payroll, human resource services and accounting activities. These company has been using increasing positive factors of productivity, cost reduction, expert workforce and improved human resource management which arise due to effective management of recruitment process Morrison plc has implemented standards hiring process which is managed by its HRM department with cyber computing system enterprises resource planning. Challenges in Supermarket industry As per the views of Patel, (2016) it is considered that human resource management of Morrison plc has to face various challenges at the time of recruiting the talentend people in company As stated by Singh, Mathur Jain, (2016) it is depicted that most of the companies in Supermarket industry do not prefer to recruit aged people because they do not have better understanding of technology and there is a big question mark on their productivity. Some companies do not prefer to recruit female employees because they deny working in night shifts which is an integral part of Supermarket industry. Some firms likes to recruit people for a particular state or reign because they have better communication skills, and they do not charge must amount regarding salary and incentives. In Morrison Plc Company has hired the number of female employees comprises about 35 percent of the workforce. As stated by Hashim, Ismail Hassan (2016) it is reflected that Morrison Plc are required to maintain a positive image in order to attract a large number of employees. The employees turnover in Supermarket industry is considerably higher than compared to other industries which require corporations to maintain a positive organisational image which attracts a large number of candidates for jobs. Inorder to improve their image, organisations provide various benefits and incentives to their employees. By maintaining a positive organisational environment, corporation attract large number of employees. The success of Morrison Plc depends upon their employees strength and capabilities which help in growth of the company. In countries such as India, although being one of the large sources of employment, people did not prefer to work for supermarket industry because it has a low reputation in the country. Companies in Supermarket industry have to constantly struggle to enhance their reputatio n in between people to attract talented employees. Demand and Supply As stated by Arp, Fu, (2016), it is divulged that in supermarket industry, the demand for cheap employees is significantly high as compared to other industry such as FMCG sectors and hospitality indsuty. Howeve , In hospitality industry demand is high but supply is eqaully high to mee dth demadn. As stated by Gravili Fait, (2016) it is reflected that Morrison Plc provide best quality of products by employing cheap labour. The most demand for skilledlabour is high in Supermarket industry due to its increasing complexity of business. The large number of multinational corporations such as Wesfarmers, Morrison plc, Woolworths are hiring employees with the help of agencies. However, in hospitality industry, employees supply is high and demand is low which result to cheap availability of employees in market. Competition to hire employees is growing at a rapid speed which raises the demand for talented employees, but the supply of English proficient, service oriented and technology literate employees does not keep up with the demand. As per the perception of Armstrong, Landers Collmus, (2016) it is given that the competition in between supermarket industry is constantly raising with the entrance of new competitors. These companies such as Wesfarmers, Woolworth has adopted Cyber computing enterprises resource slanging and increased their hiring process to hire more employees. The competition between companies has raised the process of talented workers in the market. The revenue of supermarket industry is proliferating, but the net profits are declining for the companies. As stated by Armstrong, M. Landers Collmus, 2016) it is reflected that In Supermarket industry, every month enterprises face around 13 percent absenteeism in their workforce. The employee turnover rate is considerably high which creates a problem for supermarket industry. One of the primary challenges for Supermarket industry is to retention of employees. The human resource department faces difficulty in retaining their employees in the organisations. The corporations are constancy under force to provide better incentives to their employee to keep them in the company. The competition between companies also affects retention since competitor organisations pay high salary and benefits to talented employees of other corporations, to attract them to their company (Olstad, et al 2016). Lack of Talented Employees As per the perception of Gustafson, et al (2017) it is reflected that with the advancement of supermarket industry, the demand for skilled labour and talented employees has raised significantly. Most of the organisations pay high salary and benefit packages to skilled labour. But, in most of the countries such as China, Malaysia or India, there is as shortage of talented employees. Low economy, low literacy rates or backward thinking are the reasons for lack of talented employees. To face these challenges, there are various human resource management strategies that can be applied by supermarket industry companies. These policies can benefit the corporations and industry as a whole. Cooperative and Diverse Culture Supermarket industry have the considerable problem of low diversity and negative culture in the working environment, due to which many talented employees leave the company. Morrison plc could avoid these issues by implementing a positive work culture. The culture should be an integral part of the business strategy, and it should be implemented by top-level management. The cooperative culture should provide equal work opportunities to women and people of different backgrounds. The company should promote diverse culture in between employees to establish it properly. The employees violating the diversity regulations by discrimination based on gender, cast or age should be dismissed (Weaver. (2017). The cooperative culture of Morrison plc should provide an equal opportunity to employees of different age groups. The corporations should start senior service program which promotes the employment of older people and provide them assistance in properly conducting their job. Women employees should be provided various benefits to increase their number in supermarket industry. The incentives can include, late-night cab facility, accommodations in new states and security in the workplace. Different regulations regarding sexual harassment and workplace bullying should be implemented to protect the employees and establish a positive organisational image. On the other hand, hospitality industry has high flow of employees due to its employees oriented culture. These has shown that company should create employee oriented culture to retain employees in organization (Folta, Lockton Bowden, 2017). Human resource management strategy of Morrison plc is to take external or internal help to provide training to their employees for fulfilling their demand requirements. The demand for skilled and talented workers is rising with the growth of supermarket industry. Corporations are opening hiring process in which require a large supply of talented employees. Most of the employees in developing countries are not computer-literate, English proficient or service oriented. To avoid these issues and face the demand challenges, Morrison plc should provide training to their employees because most of the worker in Supermarket indsustry are not trained employees. Company can establish on the job or off the job teaching facilities which provide training to their employees. Organisational training will assist older employees in understanding their work it will positively influence their productivity. It can also improve the organisational image of the Morrison plc Incentive and Facilities To improve their organisational image and retain their workforce, supermarket industry corporations should provide better incentives and facilities to their employees. In developing countries, the lower or medium level employees have basic requirements which include better pay grade, bonus, facility vacations and other facilities in the workplace. These incentives can improve the workplace environment and positively influence the retention challenges of the enterprise (Folta, Lockton Bowden, 2017). Conclusion From the above report, it can be concluded that Supermarket industry faces various challenges in recruitment process due to lack of diversity, negative image, high competition, and lack of talented workers. Employees are crucial part of Morrison plc which affects their present and future revenues. Human resource management can implement various strategies to avoid the issues of organisational recruitment such as providing training to employees to improve their productivity. By establishing strict regulations regarding the cultural diversity, the companies can avoid any social discrimination against women or people with different backgrounds. Morrison plc can improve their workforce retention problems by providing better incentives and facilities to their workers. These strategies will assist the corporations in supermarket industry to decrease their recruitment problems and augment their future profits. References Armstrong, M. B., Landers, R. N., Collmus, A. B. (2016). Gamifying recruitment, selection, training, and performance management: Game-thinking in human resource management. InEmerging research and trends in gamification(pp. 140-165). IGI Global. Armstrong, M. B., Landers, R. N., Collmus, A. B. (2016). Gamifying recruitment, selection, training, and performance management: Game-thinking in human resource management. InEmerging research and trends in gamification(pp. 140-165). IGI Global. Arp, F., Fu, P. (2016, March). Knowledge transfer through foreign experts: The role of support for geocentric HRM at different hierarchy levels in the headquarters of Chinese firms. InExtended abstract of conference paper accepted for and presented at The Global Transformation of Work: Market Integration, Chinas Rise and Labor Adaptationat Rutgers University, New Brunswick. Folta, K., Lockton, D., Bowden, F. (2017). Recruitment of Participants (Households in City District and Companies) for Insight Research and Prototyping. InLiving Labs(pp. 241-245). Springer International Publishing. Gravili, G., Fait, M. (2016).Social Recruitment in HRM: A Theoretical Approach and Empirical Analysis. Emerald Group Publishing Limited. Gustafson, A., McGladrey, M., Liu, E., Peritore, N., Webber, K., Butterworth, B., Vail, A. (2017). Examining Key Stakeholder and Community Residents Understanding of Environmental Influences to Inform Place?Based Interventions to Reduce Obesity in Rural Communities, Kentucky 2015.The Journal of Rural Health Hashim, J., Ismail, Y., Hassan, A. (2016). Formality of HRM Practices Matters to Employees Satisfaction and Commitment.Journal of Human Resources,4(1), 47-64. Olstad, D. L., Ball, K., Abbott, G., McNaughton, S. A., Le, H. N., Mhurchu, C. N., ... Crawford, D. A. (2016). A process evaluation of the Supermarket Healthy Eating for Life (SHELf) randomized controlled trial.International Journal of Behavioral Nutrition and Physical Activity,13(1), 27. Patel, R. (2016). E-Recruitment Challenges and Methods used in Modern Organization.International Journal,4(12). Regassa, T., John, K. (2016). Assessment of the Relationship between HRM Practices and Turnover Intension in Ethiopia: the Case of Academic Staff Members in Public Universities.International Journal of Research in Economics and Social Sciences,6(11), 83-93. Singh, P., Mathur, G., Jain, M. (2016). IMPACT OF HRM PRACTICES ON ORGANIZATIONAL PRODUCTIVITY.IJCEM),3(6). Weaver, A. R. (2017). Leadership and community engagement in supermarket recruitment.