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What is the impacts of marketing and operations capabilities on financial performance in the UK retail sector?
I have selected the manufacturing sector for my study. For an annotated bibliography, literature was chosen to get an idea of the HRM strategy and its effective use in India. Furthermore, the literature regarding the recruitment of the new employees and various strategies taken by HR it talked about the ways to recruit employees that can further provide betterment to the organization. After that, one paper was reviewed concerning the industry and employee retention in China. It gives a basic idea of the job design for effective retention.
Moreover, two more research papers were studied concerning the topic of the retail sector and employee retention. I found that the concern of staff attraction and retention has been a common problem in every country in general. This two literature discussed the job design and the kind of pattern every recruiter should follow to recruit a people that can show a high level of motivation and excitement at work. I also got knowledge about the general techniques used by many firms in this sector regarding the staff retention.
Keywords: Perceived external prestige, Affective commitment, Quantitative, Retention, Turnover intentions, Global workplace
This paper investigated the concept of employee retention in detail and general perspective. The authors desired to provide a quantitative study of the subject matter by having a sample size of 186 employees from several manufacturing and retail industries. This primary focus of this paper was to see if the commitment and retention of the employees dwindle because of the external prestige. It means, it provided information about the factors that can urge the retention of the employees. It also recognises the factors that can further negatively influence the retention of the employees and increase the turnover rate. After the study, the authors observed that several employees had a negative relationship between the turnover intention of the employees and the external prestige.
Moreover, they also found that the negative correlation was present between the turnover intention and the commitment lastly, they saw that there was a partially mediate connection between the turnover intention and the external prestige. In short, they came to a conclusion that the employee retention within a particular organisation can be achieved merely by enhancement of the external prestige. The showed the living significance of the external fame as a factor to influence the employee retention and commitment.
This paper can be helpful in providing in-depth knowledge about the employee retention and job satisfaction, which are the primary source of growth of the firm. It gives a theoretical understanding of the importance of the employee retention and the external prestige. In short, it gives a general perception of the employee retention at large that can increase the employee satisfaction. I will use this knowledge to understand the retention factor in the retail sector worldwide. The global platform will give an idea about employee retention that can further help me in writing about factors that can influence the retention of the employees.
Keyword: Australia, human resource management, workforce diversity
This paper discusses explicitly the relationship between workforce diversity and challenges to give a general idea about the working of a manufacturing sector. It has provided the ideology of both the retail and manufacturing sectors and the employee operation in the middle. The authors observed that the marketing placed a great impact on the operation of the firm. It discussed the factors that usually lead to having a better relationship of the financial performance and the operations in the retail sector. The original idea of this particular paper is that there is a significant relationship among several areas of the sector to provide effective use of HR and recruitment in the entire and industry. In this way, this paper studied the general operation of recruitment within the sector and the work that employees usually do to bring about positive change in the organisation. For this, the authors selected several kinds of literature for the review with examples of many companies having powerful HR force. This paper provides practical aspects that the managers can use while they would be developing strategies for better functionality. It focused on increasing the financial performance of the firm by increasingly having better plans. The findings provided profound insights into the relationship between the three factors.
The data about the relationship aspect between different areas in the sector provide profound insights regarding the operational management and proper strategies that the firms use to bring about higher growth concerning recruitment. This data helps in achieving the direct perception of the firms to make the employees more actively engaged in the operation of the organisation to have enhanced growth. I will use this data in understanding the sector and its working. It would also give the information about the functioning of the employees and the strategies the firms use to have a better operation so that the financial performance of the firm can be enhanced.
Keyword: gender role theory, job satisfaction, multinationals, retail employment, HRM, China.
This paper provides a unique description of the connection between the employment and gender in China. It provides effective information about the job satisfaction in the sector and the factors that can be used to enhanced growth. The employee retention is a big question for many managers, and this paper provides results on exactly that by having a quantitative study. For this, the authors selected about 1800 employees from 22 stores in China including local and the foreign-invested ones. They have several developed hypotheses for this study that aims to find out the factors that can have a higher level of staff retention in the manufacturing sector. The first hypothesis presents a discussion about the comparison of the employee retention of both the genders. The second hypothesis discusses the payment factor that places a significant impact on the satisfaction and retention of the male employees more as compared to the females. In this hypothesis, the focus is laced more toward the factor that can positively affect the male employees in the Chinese retail sector. Another factor that was discussed in the hypothesis in this paper is the training facility. It states that the male and female employees get the equal amount of job satisfaction from training. Working time and workload are another two factors that can affect negatively. This paper has specifically focused on the role of gender in the retention of the staff members in the retail industry. In the findings, the key determinants of the job retention of the employees of the retail sector were analysed concerning employee retention and the attraction in the sector. It provides important information about the retention of the staff members in the organisation. It would be useful in having the provision of the factors that have a positive influence over the job at large. It was observed that the success of the elements also depends on another gender. This paper would provide a basic idea about the recommendations of the aspects that have a positive influence on the entire workforce. It provided flexibility of the approach taken professionally so that the information about the general approach to the use of retention.
This paper was explicitly useful in providing the details about factors that have positively affected the firm concerning the employee retention. It also provides the impact of the employee retention on the growth of the firm at large. It is meant to bring proper strategies that can be used in the future to develop the retention aspect of the employees. Furthermore, this paper would be giving hands-on evidence of the factors that can work in a real-life retail environment all over the world. By using this evidence, I will formulate the entire essay to state the effective ways to have retention and attraction of staff in the retail firm at large.
Keyword: Salt Lake City, Internal Marketing, Marketing Perspective, Retail Management, Human Resource Func Tion
This paper provides explicitly an in-depth discussion on the internal marketing concepts that often include the betterment of the firm by using the strategies on the employee retention. It mainly discusses the retention quality and attraction concepts that enhance the growth of the firm. The focus of this paper is on the employees as the primary customers of the firm that needs proper attention from the managers and other aspects. It provides the in-depth information about how the concept of internal marketing is effective for the sustenance of the employees in the manufacturing sector that leads toward the retail. It identifies the factors that seem to have a negative impact of the process of retention, which is also discussed in the paper so that better results are carried out. One of the concepts that were identified is the segmentation of the employees in several sub-markets such as buyers, junior executives, salespeople, and other members. The concept of internal marketing applies to all the firms that have the problem of staff retention and customer dissatisfaction. This paper specifically focuses on the provision of the junior executives and other staff members in finding motivation for the job without having to go for the turn over process. The concept of internal marketing is discussed in this paper illustrating that each employee is an internal customer and they desired their level of job satisfaction packages. The article presents the details by using the help of previous records of the firms and the literature regarding that topic. The paper starts with the description of the job that can specifically satisfy the internal customers of the organisation within the marketing sector.
This paper was unique in a sense because of the internal marketing factor, which was unique for this study. It was helpful in developing insights into the conception of the use of several strategies to have employee retention in the market. It would give me a different approach of using the retention technique for the betterment of the firm and the sector. It showed that the employees could be treated as customers and further they can be satisfied. I will use this knowledge in developing strategies that can further help the sector to have staff retention and attraction to reduce the turnover rate in the industry.
Keyword: compensation, rewards, organisational justice, turnover intentions
The study centres on the factors such as motivation, retention, and job satisfaction of the employees. It also provides the overview of the kind of design of the job that is necessary to retain a particular job. This study provides a view of the working of the entire industry and its operation after the product has produced in the manufacturing sector. It specifically discusses the issues that hamper the growth of the employees, and it strives to overcome significant problems concerning the HR in the sector. It determines various factors that can influence the employees to have higher growth and retention that can also affect them to participate in fulfilling the objectives of the firm actively. Factors such as rewards, compensation, and others bring about positive result such as greater motivation, retention, skill acquisition, lower turnover rate, higher performance, and cooperation with the firm. It states about various factors that can actively help the firm in achieving competitive advantage. This can be done by using the elements of the staff members so that they can have attraction and retention in practical ways. This paper provides practical application of the techniques of job retention by using the method of case studies of the sector.
Job satisfaction is one of the critical concepts under retention of the employees. This paper discusses precisely that. Such concepts can be used to provide practical ways to deal with the situation when the employees do not feel motivated enough to continue in the company. It also emphasises the role of retention and motivation that enables the employees to be active in the daily work. I will use the information obtained from this literature to get appropriate techniques that can practically work in the retail environment. It would give me profound insights into the means of retaining the staff members in the sector.
George, W. R. (2015). Internal marketing for retailers: The junior executive employee. In Proceedings of the 1984 Academy of Marketing Science (AMS) Annual Conference(pp. 322-325). Springer, Cham.
Huang, Q., & Gamble, J. (2015). Social expectations, gender and job satisfaction: Front?line employees in China's retail sector. Human Resource Management Journal, 25(3), 331-347.
Misra, P., Jain, S., & Sood, A. (2013). Compensation: the impact of rewards and organisational justice on turnover intentions and the role of motivation and job satisfaction: a study of retail store operations in NCR. International Journal of Human Resources Development and Management, 13(2-3), 136-152.
Rathi, N., & Lee, K. (2015). Retaining talent by enhancing organisational prestige: An HRM strategy for employees working in the retail sector. Personnel Review, 44(4), 454-469.
Yu, W., Ramanathan, R., & Nath, P. (2014). The impacts of marketing and operations capabilities on financial performance in the UK retail sector: A resource-based perspective. Industrial Marketing Management, 43(1), 25-31.
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