The document discusses the role of human resource management (HRM) in the retail organization. It outlines four perspectives on HRM - personnel, compensation, alignment, and high performance. It then provides an overview of HRM functions in retail including identifying roles, recruiting the right candidates, training, motivating employees, and evaluating performance. The document also discusses organizational structures for retail like single stores and retail chains. Finally, it outlines various legal compliances that are important from an HR perspective like payment of wages and benefits, labor laws, and maternity benefits.

1. Retail Organization and HRM

2. Significance Of Human Resource Management
 The personnel perspective
 The firm hires people, but the focus is not on
development
 The compensation perspective
 Firm uses bonus, incentives etc to reward performance
 The alignment perspective
 Firm does see the human capital as an asset but does
not invest in utilizing the capabilities of the same
 The high performance perspective
 Firm views human resource as an integral element of
the firm’s strategy implementation.

3. Conceptual Overview Of HRM In Retail
HRM in Retail Involves:
 Identifying various roles in the organization
 Recruiting the persons with the right attitude to
fit the jobs
 Training
 Motivation of employees
 Evaluation of employee performance

4. 1. Identifying The Various Roles In The
Organization
 Buying and merchandising
 Store management and operation, and
 Technology support

5. 2.Recruitment And Selection
 Newspaper advertisements
 Visits to colleges
 Existing employees
 References
 Recruitment agencies
 Websites
 Screening of Resume
 Personal interview

6. 3. Training
 Introducing new persons/ staff into the
organization
 Training of sales staff
 Training of staff/personnel for skill
enhancements

7. Training Of Sales Staff
 Communication skills
 Product knowledge
 Company policies on returns and exchanges
 Knowledge of the workplace
 Market awareness
 Personal grooming

8. 4. Motivation
 The organization culture
 The rewards and recognition
 The monetary benefits
 Prospects for growth and job enrichment

9. 5. Evaluation Of Performance
 Through goals that have been set

10. Role Played By HR In A Retail Organization

11. The HR Pyramid

12. Creating Organizational Structures

13. Organizational Structure in Retail
Factors affecting creation of organizational
structures, are:
 Scope and scale of operation, viz local,
regional, national or international
 Types of products sold
 Type of departmentalization, i.e. functional,
product wise or geographic

14. Organization Structure For Small Stores/ Single
Stores/ Independent Retailers

15. Organization Structure Of A Retail
Chain/Department Store
Functions as per ‘Mazur Plan’
 Control
 Publicity
 Operations
 Merchandising

16. The Mazur Plan for Department Stores

17. Legal Compliances: An HR
Perspective
 Payment of Bonus Act
 Payment of Gratuity Act, 1972
 Employees Provident Fund Act
 The Employees State Insurance Act
 The Minimum Wages Act, 1948
 The Trade Union Act, 1928
 The Delayed Payment Act, 1993
 The Payment of Wages Act, 1936

18. Legal Compliances: An HR
Perspective
The Employment of Woman
 The Contract Labour (Regulation & Abolition) Act, 1970
 The Inter-state Migrant Workmen (Regulation of
Employment and Conditions of Service) Act, 1979
 The Factories Act
 The Maternity Benefit Act
 Equal Remuneration Act, 1976
 Employees’ State Insurance (General) Regulation
 Workmen’s Compensation Act