Chapter 9 looks at the firm’s organization and human resource strategy. This chapter presents the following content: objectives of human resource management, human resource management challenges in retailing, increasing workforce diversity, organizational design considerations,...
Chapter Human Resource Management McGraw-Hill/Irwin Retailing Management, 6/e Copyright © 2007 by The McGraw-Hill Companies, Inc All rights reserved 9-2 Retailing Strategy Retail and Site Locations Chapter and Retail Market and Financial Strategy Chapter 5, Organizational Structure and Human Resource Management Chapter Information and Distribution Systems Chapter 10 Customer Relationship Management Chapter 11 Objectives of Human Resource Management 9-3 • Short Term – Increasing Employee Productivity – Productivity = Sales/Number of Employees • Long-Term – Increasing Employee Satisfaction Reducing Turnover Human Resource Management Challenges in Retailing • • • • Work Environment Open Long Hours Peak Sales Periods Emphasis on Cost Control 9-4 Employees • Unskilled • Part-Time • Diverse Backgrounds High Turnover 9-5 Downward Performance Spiral Human Resource Triad 9-6 9-7 Special HR Considerations Facing Retailers Need for Part-Time Employees Demand on Expense Control Changing Employee Demographics International Human Resourses Issues Ryan McVay/Getty Images 9-8 Increasing Workforce Diversity • Workforce employing more minorities, handicapped people and the elderly • Older workers are more reliable than younger workers • Cost effective as training and recruitment costs are low Royalty-Free/CORBIS 9-9 Organizational Design Considerations Specialization Responsibility and Authority Reporting Relationships Defined by Organization Structure Tasks Performed in a Retail Firm 910 Discriminatory Questions and Suggested Responses: Sex (Asked of women) What happens if your husband gets transferred or needs to relocate? “My husband’s career will not interfere with my career.” “My husband and I would discuss locational moves at the time they logically came up At present, our jobs are where we wish to live.” (Asked of women) Who will take care of your children while you are at work? “I have made arrangements so that my family life will interfere as little as possible with my work.” (Asked of men) How would you feel working for a woman? “This would be no problem I have effectively worked for men and women while in school.” 937 Discriminatory Questions and Suggested Responses: Age and National Origin How old are you? What is your date of birth? “I wish to be evaluated on my skills, competence, and experience Age is irrelevant.” “I feel my age is an advantage at work in terms of the broad-based experiences it has afforded me.” How would you feel working for a person younger than you? “Age does not interfere with my ability to get along with others I am adaptable and respect supervisors who are knowledgeable and competent.” 938 Discriminatory Questions and Suggested Responses: Age and National Origin Where were you born? Where were your parents born? Of what country are you a citizen? “I am a permanent resident of the United States and have legal authority to work here.” “Actually, I am American to the core, and America consists of people from many national origins I feel like I was born here since it has been my home for so long.” “I am quite proud that my background is _ My heritage has helped me to deal effectively with people of various ethnic backgrounds.” 939 940 Discriminatory Questions and Suggested Responses: Handicaps, Religion, Race or Color Do you have any handicaps? As a handicapped person, what help are you going to need in order to your work? “Any disabilities I may possess would in no way interfere with my ability to perform all aspects of this position.” “Actually, I don’t need help doing my work because I have been adequately trained What I need might be minor adaptations of the work station and a supervisor who hires me for what I can rather than what I cannot do.” What is your religion? What church you attend? My religious preference should have no relationship to my job performance.” Discriminatory Questions and Suggested 419Responses: Handicaps, Religion, Race or Color Do you hold any religious beliefs that would prevent you from working certain days of the week? “If working weekends or evenings is actually a part of the job’s requirements, I would prefer to discuss that after we know whether or not I am the person you most wish to hire for this position.” Do you fee that your race/color will be a problem in your performing the job? “I’ve had extensive experience working with people with a variety of backgrounds A person’s race, whatever it may be, should not interfere in the work environment.” “I not feel I should be judged on the basis of race or color.” 9or 42 What Can and Can’t Be Asked: Name, Address Duration of Residence, and Birthplace, and Age Name Can “Have you every worked for the company under another name?” “Have you ever been convicted of a crime under another name?” Can’t Former name of applicant whose name has been changed by court order or otherwise Address or Duration of Residence Can Applicant’s place of residence How long has applicant been a resident of the state or city Birthplace Can “Can you, after employment, submit a birth certificate of other proof of U.S citizenship or age?” Can’t Birthplace of applicant Birthplace of applicant’s parents, spouse or other relatives What Can and Can’t Be Asked: Name, Address or Duration of Residence, and Birthplace, and Age Age Can “Can you, after employment, submit a work permit if under 18?” “Are you over 18 years of age?” “If hired, can you provide proof of age? (Or other statement that hire is subject to verification that applicant’s age meets legal requirement.) Can’t Questions which tend to identify applicants 40-64 years of age 943 What Can and Can’t Be Asked: Religion, Work Days Shifts, Race or Color, Photograph Religion Can (None) Can’t Applicant’s religious denomination of affiliation, church, parish, paster, or religious holidays observed “Do you attend religious services or a house of worship?” Applicant may not be told “This is a Catholic/Protestant/Jewish/atheist organization.” Work Days or Shifts Can Statement by employer of regular hours or shift to be worked Race or Color Can (None) Can’t Complexion, color of skin, or other questions directly or indirectly indicating race or color 9or 44 What Can and Can’t Be Asked: Religion, Work Days Shifts, Race or Color, Photograph Photograph Can Statement that photograph may be required after employment Can’t Requirement that applicant affix a photo to the application form Request applicant, at his/her option, to submit a photograph Requirement of photograph after interview but before hiring 9or 45 What Can and Can’t Be Asked: Citizenship, National Origin, and Education Citizenship Can “If you are not a US Citizen, have you the legal authority to work in the United States? Do you intent to remain permanently in the United States? Statement by employer that if hired, applicant may be required to submit proof of citizenship Can’t “Are you a citizen of the United States? Whether applicant or parents or spouse are naturalized or native-born United States citizens Date when applicant or parents or spouse acquired US citizenship Requirement to produce naturalization papers Natural Origin Can Languages applicant reads, writes, or speaks fluently Can’t Applicant’s ancestry, lineage, nationality, national origin, descent, or parentage Continued… 946 What Can and Can’t Be Asked: Citizenship, National Origin, and Education Natural Origin, cont Can’t Date and arrival in the US or port of entry; how long a resident Nationality of applicant’s parents or spouse; maiden name of applicant’s wife or mother “Language commonly used by applicant or what is your mother tongue?” How applicant acquired the ability to read, write, or speak a foreign language Education Can Applicant’s academic, vocational, or professional education; schools attended Can’t Date last attended high school 947 948 What Can and Can’t Be Asked: Experience, Character, Relatives, and Notice in Case of Emergency Experience Can Applicant’s work experience Applicant’s military experience in armed forces of the US, in a state militia (US), or in a particular branch of service Can’t Applicant’s military experience (general) or type of discharge Character Can “Have you ever been convicted of any crime? If so, when, where, and disposition of the case?” Can’t “Have you ever been arrested?” Relatives Can Names of relatives already employed by company Name and address of parent of legal guardian if applicant is a minor Continued 949 What Can and Can’t Be Asked: Experience, Character, Relatives, and Notice in Case of Emergency Relatives Can’t Marital status or number of dependents Name or address of relative, spouse, or children of adult applicant “With whom you reside?” “Do you live with you parents?” Notice in Case of Emergency Can Name and address of person to be notified in case of accident or emergency Can’t Name and address of relative to be notified in case of accident or emergency What Can and Can’t Be Asked: Organizations, References, Physical, and Miscellaneous Organizations Can Organizations, clubs, professional societies, or other associations of which applicant is a member excluding any of the names or the character of which indicates the race, religious creed, color, national origin, or ancestry of its members Can’t “List all organizations, clubs, and lodges to which you belong.” References Can “By whom were you referred for a position here?” Can’t Requirement of submission of a religious reference Physical Can “Do you have any physical condition which may limit your ability to perform the job for which you are applying?” Can’t “Do you have any physical disabilities?” 950 What Can and Can’t Be Asked: Organizations, References, Physical, and Miscellaneous Miscellaneous Can Notice to applicant that any misstatements or omissions of material facts in the application may be cause for dismissal Can’t Any inquiry that is not job-related or necessary for determining the applicant’s eligibility for employment 951 ... Periods Emphasis on Cost Control 9- 4 Employees • Unskilled • Part-Time • Diverse Backgrounds High Turnover 9- 5 Downward Performance Spiral Human Resource Triad 9- 6 9- 7 Special HR Considerations Facing... Strategic Management Tasks Performed in a Retail Firm 91 1 Merchandise Management Tasks Performed in a Retail Firm 91 2 Store Management Tasks Performed in a Retail Firm Recruit Prevent Shrinkage 91 3 ... Specialists Organization of a Small Retailer 91 6 Organization of JCPenney Corporation 91 7 Merchandise Division for JCPenney 91 8 What does a Buyer do? 91 9 A buyer is responsible for procuring merchandise