Human Resources in Retail

¶ … Training Present an organization overview, including strategic imperatives. For this part, we choose an organization that has business interests in retail trade. The business is now primarily based in one country -- the U.S., and is an anticipating expansion to other countries. The retailer has a large number of brick and mortar stores to sell products but is now focusing on the enhancement of sales through its online platform.

Hence in addition to the new stores within the country and new countries which the company wants to establish, there is pressure for the employees to adjust to the new and soon more to be used online platform.

The strategic objectives of the company behind this move are as follows: Generate more revenues by opening up and focusing on a new selling platform -- the online platform Enhance and increase market presence in the existing markets and increase market share in terms of volume of sale Make initial inroads into new markets - booth at home and abroad, primarily by focusing on its online trade and business A summary of the problem/organizational issue In order to achieve the above, the company has to have properly trained employees to handle the online as well as the collection of data from the customers and the integration of the brick and mortar stores with the online services.

The company expects the following things to happen to help it achieve the strategic objectives mentioned above. 1) Help the marketing team in regular collection and analysis of customer data on trends and buying habits stored electronically both at the stores and online. 2) Integrate the brick and mortar stores and the online platform for sale and establish co-coordination between the two modes of sale by linking the supply chain, the inventory and warehousing services and delivery services.

The problem with achieving the above is that the concerned employees are not entirely prepared to take on the challenge presented by the newly shifted focus of the company toward IT-based services. Among the requirements, the most important are the integration of the supply chain, the inventory management system and the warehousing system and the management of online sale and services and the collection and integration of the data collection from customers.

Hence it is imperative for the company to train and develop requisite skills of the concerned employees so that the company is able to achieve the stated objectives. Create a flowchart of the process to conduct research and collect data for decision-making To solve the problem for the company there is a need for training and skills development of employees. It is thus imperative that the top management of the company understand the logic and the requirement for the training.

Hence this can be ensured through the proper collection of data and research about the need for the training and present the same to the management (Blanchard & Thacker, 1999). For this process, it is important to create and follow a flow chart for research and data collection to help in the decision-making process. The flow chart and the process to arrive at a decision is described as follows through the following stages. Statement of the problem: it is important to recognize the problem first.

Without understanding exactly what ails an organization, the requisite solution to the problem cannot be found. It is also necessary to identify what is the ideal situation and what how the current operations differ from that ideal. The symptoms and the causes also should be identified at this stage. In the case at hand, the problem is the lack of adequate training in information technology among the employees which would hinder the organization in achieving the goals.

Defining the Objectives: the particular objectives that are to be achieved from the proposed training need to be identified at this stage. The reasons why this training is necessary and what e-company stands to achieve from this also has to be identified. In this case, the objective is to make the employees develop skills and abilities in the field of IT so that they are able to help the company achieve its objectives related to the enhancement of revenues and market share (Zahid Iqbal & Khan, 2011).

Development of a Diagnostic Framework: At this stage a framework for the entire process of collecting information and conducting research about the problem and the potential solution to the problem. At this stage, one has to conduct research about the type of information that is needed and where and how that information can be found (Royse, 2009).

There are also certain assumptions that are to be made at this stage and in this case such assumptions include the existence of a certain degree of ability and knowledge of the employees about handling IT-related applications. The time, budget and other constraints are also to be considered.

In this case, one has to consider the time and scope of training and skill development for employees in conjunction with the hours of work of the employees and the potential financial loss as employees stay away from work to undertake the training. In short, the diagnostic framework helps in the establishment of the scope and the methods of the entire study.

Collection and Analysis of the Data: this is one of the most important stages, where the exercise is to collect data and information about the need for the training and all other related information about the proposed training. The raw data that is collected from various stakeholders, especially the employees, about the importance, the scope, and expenses of the training, also require to be analyzed and synthesized at this step so that some simple and understandable data is got (Lowrie, Shaw, & Greenberg, 2011).

Analysis of the data is a critical prerequisite for taking a sound decision. The analysis would reveal the facts, patterns, and trends that are hidden in the data. This analysis can be done using both the quantitative and qualitative techniques. Generating Alternative Solutions: Based on the analysis of the data it is proposed, at this stage, one should develop and consider a number of solutions to the problems.

The alternatives that are considered also need to be ranked in order of their importance and the advantages and disadvantages of each one of them. The alternatives can be generated through one or more of the several techniques available that include the Nominal Group Method, the Delphi Method, and Brainstorming. However, a chosen IT expert along with a senior manager of the company, in this case, can formulate the various alternatives of the training module.

Decision Making The various alternatives with the various net gains from them are numbered and placed in order and are presented to the top management of the company so that an informed decision can be made about the need for the training and the type and module of training and development required for the employees (Brown, 2002).

Flow Chart For Decision Making Statement of the Problem Defining the Objectives Development of a Diagnostic Framework Collection and Analysis of Data Generating Alternative Solutions Decision Making Specific Decision-Making Techniques For the case at hand for the retail company and the need assessment for training and development modules there are also a number of techniques that can be used for arriving at a decision.

For example, the techniques that are best suited for this case are: Benefit-Cost Analysis -- the cost benefits that can be gained from the training programs and the analysis of the same in meeting the strategic objectives of the company. In this technique, it is necessary to attach a value in terms of money to the cost of the training and the potential gains in terms of money (Lowrie, Shaw, & Greenberg, 2011).

Input-Output Analysis -- this is somewhat similar to the cot benefit analysis with the difference that the results are depicted in the form of graph for easy understanding (Brown, 2002). Regression and Correlation Analysis -- this technique can also be used to denote the correlation between more than one variable - in this case the cost of the training, the man-hours invested in training and the output in terms of expected business enhancement.

An abbreviated needs analysis, including a high-level assessment of skills, costs, and risks Problem: Lack of IT skills among the concerned employees Objectives: 1) making employees acquire IT skills to match the expansion plans of the company 2) Enable --IT-based co-ordination between various departments 3) Gathering more information and analysis of information from customers Diagnostic Framework: 1) collect qualitative and quantitative data from employees and suppliers 2) analyze collected data to interpret hidden values and make easy to understand 3) consider the assumptions and the constraints of the process and incorporate into to the analysis.

4) consider the issue of analysis in terms of the objectives stated above Collection and Analysis of Data: analyze data according to quantitative and qualitative methods and techniques and consider and note the limitations of the data Alternative Solutions: 1) create scenarios for alternatives to the training 2) create more than one solutions to potential training modules such as with respect to the cost, duration and technicality of the modules. 3) rank the alterative according to their net gain.

Example, a three-week extensive course would take away more people from their daily work but would create better skilled workers compared to the same employees attending a two-week course. The financial implications of both are to be considered. Decision: Presentation of the alternative and the process of reaching the alternatives to the top management to help them take an informed decision.

Propose a high-level training solution, including learning objectives, recommendations, and justifications for development, implementation, technologies, and assessment type A potential solution to the problem of the company with respect to the lack of IT knowledge can be divided into the following steps and stages which are as follows. Identification of the employees to undergo training and skill development modules in IT. In this stage, the important employees who are expected to be involved with the new thrust IT focus of the company need to be identified and recognized.

For the company being discussed, such employees would generally belong to the brick and mortar stores of the company -- especially the managers and the payment counter staff and the IT staff to be employed at the stores. Other important and interrelated departments include the purchasing department, the online handling and online back office department, the inventory and the warehouse departments and the dispatch and delivery sections of the company both in the country and outside of the country.

In addition, it is proposed that some employees from the IT department be given training for analysis of the data collected both at the stores and through the online platform. Designing of appropriate training courses for the identified employees. Since the role and the degree of IT skills needed for various departments would be different, training and skills development modules would also be different. For example, a manager at a store.