Abstract
In recent years, under the stimulation of China's policies of expanding domestic demand and stimulating consumption, multinational retail giants have been optimistic about China's
retail market, and set off a large-scale expansion wave. At the same time, domestic retail giants have also expanded through mergers, reorganization and other ways
. As a result, the demand for retail talents is increasing. Therefore, in order to develop and stand in the market competition, enterprises must attach great importance to the development and management of human resources.
The article takes Gome Electrical Appliances as an example, and studies the human resource management situation of China's retail industry in depth. By studying and analyzing the problems of human resource management in Gome Electrical Appliances and the countermeasures to solve these problems, the article finds the crux of the human resource management problems in China's retail industry, clarifies the direction of human resource management reform in China's retail industry, and provides theoretical support and practical guidance for the realization of scientific human resource management in China's retail industry. It provides theoretical support and practical guidance for the scientificization of human resource management in China's retail industry.
Keywords: retail industry, human resource management, problems, countermeasures
ABSTRACT
In recent years, the expansion of domestic demand in our country, such as stimulating
consumption policy stimulating, transnational retail giant bullish on the Chinese retail market
in succession, and the expansion of a massive wave, and domestic retail giant also through the
merger, restructuring way expansion. This increased demand for retail talents.
enterprise is to develop and in the market competition, we must pay more attention to human
resources development and management.
Taking gome enterprise as an example, a deep research in Chinese retail industry
situation of human resource management. Through the research and analysis of human
resources development and management. and analysis of human
resources management gome existing problems, and countermeasures to solve these problems,
so as to find the retail industry in China human resource management the crux of the problem,
made clear the retail industry in China human resource management and the reform direction
of breakthrough point, for human resource management in Chinese retail industry to realize
scientization provide the support in theory and practice guidelines.
Keywords: retail enterprise, human resources management, problems,
countermeasure
Countermeasure
< p>ContentsExcerpt .................................................................................................................... I
ABSTRACT ......................................................................................................... II
Introduction ....................................................................................................................... 1
I The connotation and characteristics of human resources in China's retail industry ......................................................... 3
(I) The connotation of human resource management in China's retail industry .................................................................... 3
(ii) Characteristics of human resource management in China's retail industry .................................................................... 3
II Human Resource Management Problems and Current Situation of Gome Electrical Appliances ........................................................... 6
(I) Introduction to the development of Gome Electrical Appliances ............................................................................................... 6
(II) Current Situation of Human Resource Management in Gome Electrical Appliances ............................................................................... 6
Three Problems of Human Resource Management in China's Retail Industry and Analysis of Reasons ......................... 11
(I) Problems of Human Resource Management in China's Retail Industry ......................................................... 11
(ii) Analysis of the causes of the problems in human resource management in China's retail industry ..................................... 13
Four Countermeasures for Human Resource Management in China's Retail Industry ................................................................. 15
(I) Strengthening people-oriented enterprise culture construction ......................................................................... 15
(ii) Improve the training system to truly play the role of training ............................................................. 15
(3) Establish a scientific and reasonable human resources planning system ................................................................. 15
(D) Establishing commitment to employees ............................................................................................. 16
(E) Establishing effective incentive mechanism to stimulate employees' motivation ............................................. 16
(F) Strengthening personnel construction from the six modules of human resources ............................................. 17
Conclusion ................................................................................................................... 1
References ............................................................................................................... 2
Acknowledgements ................................................................................................................... 3
Introduction
(I) Background and Significance of the Study
Today, with the rapid development of the market economy, China's retail industry has also realized leapfrog development. Since China's accession to the WTO in 2001
China's retail industry has basically completed its integration with the international community, with the emergence of a variety of retail formats, such as specialty stores, supermarkets, shopping centers, warehouses
stores, convenience stores, etc. However, the modern meaning of human resource management in the retail industry is not the same as that in other countries, but it is the same as that in the United States. However, the modern meaning of human resource management in the retail industry is to strengthen and
support the business activities, the profitability of the retail enterprise, store management, to achieve the business objectives of the effective means.
The author in Hunan Gome Electrical Appliances Co., Ltd. Wangcheng Pottery Plaza store in the process of internship, found that the retail industry
in the work of human resource management to be improved and perfected there are many places. Therefore, the study of human resource management in China's retail industry
has great theoretical significance and practical significance. Therefore, this paper takes Gome Electrical Appliances as an example to discuss the current
problems of human resource management in China's retail industry, and puts forward relevant countermeasures, in order to promote the healthy development of human resource management in the domestic retail industry
.
(II) Literature Review
On the issue of human resource management in China's retail industry, the author searched in China Knowledge Network and Superstar e-book library, and ***Search
found more than nine hundred relevant papers and sixty books. The author extracted a few relatively typical papers from the above papers and reviewed them:
Luo Yuhong, in his paper "Strategy-based Human Resource Management Research in Commercial Retail Enterprises", believes that the performance of labor in commercial
retail enterprises is a kind of service labor, which is the process of face-to-face service [1]. And on the retail industry in the current situation
appeared in some of the problems, such as human resources planning is unreasonable, performance assessment is not scientific, incentives for a single mechanism, training
development of insufficient attention and so on to make a statement. It is believed that in the retail industry, service personnel and customers are in contact with each other, interacting with each other
and influencing each other. Lu Xiaohui of Peking University published an article entitled "Development Strategy of China's Retail Industry in the Post-WTO
Era" in the Journal of Beijing Institute of Technology and Business University, in which she explained that in order to develop the retail industry, it is necessary to identify the market positioning, optimize the enterprise supply chain management,
develop its own brand, pay attention to the human resources, strengthen the construction of the team, and implement the "people-oriented" quality service, so that the retail retail industry will be able to develop into an international retail industry.
Development of own brands, emphasis on human resources, strengthening of team building, implementation of "people-oriented" quality services, to keep the retail
industry in pace with the times, and to promote the harmonious development of the industry [2] and so on. Gao Yan published the article "How to Change Human Resources into Human Capital in Enterprise
Industry" in Economic Management, emphasizing the labor productivity of human beings, and proposing the implementation of quantitative regulation, rational allocation, education and training, personnel incentives, and the construction of enterprise culture from the perspective of human resources development and management [3], etc., and proposed a reform and planning for China's human resources management in the retail industry in the
retail industry. In
Human resource management in the retail industry, it is proposed to rectify and plan for China's retail industry. Zhou Liwen in the "science and technology information
news" published in the "talk about the modern enterprise human resources development" an article, that the retail industry personnel flow is relatively large, the enterprise
take a tough way to retain talent, the establishment of the corresponding talent mobility mechanism, allowing the reasonable flow of talent to realize the enterprise
[1] Luo Yuhong. Based on the strategy of commercial retail enterprise human resource management research [J] . Modernization of shopping malls, 2005, (05): 132-133.
[2] Lu Xiaohui. The development strategy of China's retail industry in the post-WTO era [N]. Journal of Beijing Technology and Business University, 2009-08-12:85-88.
[3] Gao Yan. How to change human resources into human capital [C]. Economic Management, 2002(13) :57-59.
The two-way choice between the industry and the talent, the enterprise should attract the talent with its own advantages, and continuously improve and motivate the talent with the self-worth,
Enterprises must pay attention to, respect, care for, and love the talent [1]. Wang Weiwei in his article "Talking about the correspondence of energy levels in personnel management" published in Theory and Contemporary, puts forward the principle of having the right to have a job, the principle of letting go and the principle of mobility [2]. Yu Shujuan, in her article Bottlenecks in Human Resource Management in Retail Enterprises, emphasized that human resource investment is seriously
inadequate, especially in the area of training, which is considered by managers to be a factor affecting efficiency [3]. In this article, a number of measures have been proposed to address these issues.
In summary, we can see that academics in China's retail industry human resource management problems and
countermeasures have been discussed more. These discussions, for further in-depth study of human resource management in China's retail industry to lay
a solid foundation. However, there are still many weak links, waiting for us to study, such as: how to establish a scientific and rational
human resources planning, the establishment of incentives as the center of the human resources management system, improve the talent management incentive mechanism
system, to create a unique advantage, enhance the level of management, to seize the key opportunities, strengthen the market and customer awareness, and so on.
(C) Research Ideas and Methods
First of all, selected China's retail industry as the object of study, Hunan Gome Electrical Appliances Co., Ltd. as an example, in-depth analysis of China's
Retail industry human resource management characteristics.
Secondly, on this basis, through the data analysis of the actual situation of human resources of Gome Electrical Appliances, to find out the problems of human resource management and organizational structure of Gome Electrical Appliances.
On the basis of the principle of combining theory and reality, the study of a large number of domestic and foreign journals, papers and books, starting from the insights of Chinese scholars on human resource management in the retail industry, combined with the views of scholars, to analyze the reasons for the problems of human resource
management in the retail industry in China at present.
Finally, for these problems, combined with the actual situation of Gome Electrical Appliances and human resource management theory put forward the corresponding
countermeasures.
[1] Zhou Liwen. Talk about the modern enterprise human resources development [J]. Science and Technology Information, 2006(05) .
[2] Wang Weiwei. Talk about personnel management in the energy level correspondence [D]. Theory and contemporary, 2003(4) .
[3] Yu Shujuan. The bottleneck of human resource management in retail enterprises [J]. Recognition and mechanism, 2005(09) .
One of the connotation and characteristics of human resources in China's retail industry
Modern human resources in the retail industry refers to the present and potential employees who can adapt to the needs of the business activities and internal and external environments of the enterprise, and who are obedient to the management of the enterprise organization
. And the human resource management of Gome Electrical Appliances retail industry has unique characteristics of its own.
(a) China's retail industry, the connotation of human resources management
Retail industry, human resources management is the acquisition of personnel integration, adjustment and control, motivation and training process. In our country
every manager in the retail industry, not only to complete the retail industry every day production data, sales targets, but also to train
a team of employees to achieve the organizational goals of the enterprise can fight hard.
(B) the characteristics of human resources management in China's retail industry
1 talent structure is complex, the existence of a large number of professional
Hunan Gome Electrical Appliances Wangcheng Pottery Plaza store from the preparations for the opening of the company has allocated the establishment of 37, with the store manager,
Deputy store manager, personnel administration specialists, financial personnel (including the head of accounting, accounting, cashier, cashier) The company has assigned 37 staff members, including store managers, deputy store managers, human resources administrators, financial personnel (including accounting supervisors, accountants, cashiers, cashier team leaders, cashiers,
store managers, storekeepers, storekeepers, etc.), service desk personnel (including customer service supervisors, customer service specialists, etc.), security personnel, night security,
maintenance personnel, as well as the director of the various categories of section directors, director assistants, salespersons, etc. Gome retail store industry has knowledge structure, ability
level, age and physical quality of different specialized talents, general-purpose talents, professional and technical personnel, personnel
government personnel, etc., there is a complex structure of the talent group, coupled with the management personnel, business work and marketing services talent a
upon the formation of a multilevel and multi-sequence of the complex.
2 unskilled employees exist
In the retail industry, the first part of the staff employed are not experienced or some of the work experience of the staff
Workers. The retail industry is attractive because retail stores are very close to the public, people can find jobs closer to home, and the low wages paid and the low education, training, and skill requirements for retail positions
allow the retail store industry to hire these unskilled workers.
3 Personnel quality requirements are relatively high
Retail business managers must know how to use modern scientific methods and theories to improve their own. Hunan Gome Electrical Appliances Wang
City Pottery Plaza store manager was born training manager, store manager experience of three years, know how to operate, good management.
The front-line staff of retail stores do not require much in the way of cultural and professional qualifications, but they do pay attention to their psychological qualities and
communication skills. However, the integrated work content requires second-line employees to have the ability to flexibly utilize their knowledge in various aspects, and have greater
affinity and self-adjustment ability. Therefore, the modern retail enterprise talent resources require employees with high quality and strong ability.
4 large demand
A large international listed company's retail stores, staff positions are more complete to facilitate the normal operation of things between
A less than 900 square meters of the store needs to be 37 staffing, the positions are arranged in place, this
The demand for such talent is even greater. The gradual modernization of the retail industry, the retail industry continues to prosper, the modern social circulation market
The opening up of the market to activate, the number of demand for talent is also growing.
5 low compensation for ordinary employees
As the retail industry gradually entered the micro-profit era, the enterprise strict control of personnel costs, while the retail industry on the personnel
technical content and educational requirements are relatively low, the personnel to enter the enterprise threshold is low, so that the retail industry, employee wages are low.
Like the Gome retail store industry, obviously a store and several offices, in addition to the night duty security personnel
live in the store at night to guard the store, obviously a non-food industry, store personnel, whether it is management personnel or business
personnel are to choose the principle of proximity, as far as possible to choose the locals, so that in the case of low wages and the local personnel
This is not a good idea. Local personnel
Choice of services.
6 high employee turnover rate
The turnover rate is a reflection of the enterprise in a certain period of time staff mobility, turnover rate determines the size of the mobility.
Large mobility indicates that the enterprise personnel is very unstable, less mobility indicates that the enterprise personnel is relatively stable. Any enterprise will not want to
The enterprise's turnover rate is high. Gome appliance a large part of the staff in the first six months to a year to leave,
not only affects the normal operation of the work, but also to a large extent increased recruitment costs.
7 work content is not sure
Work content is not easy to form a written text, the vast majority of the work content is temporary arrangements, in addition to some regular work
work, the other work is almost not formed in writing, the management is not easy to understand what the staff is doing in a timely manner, some of the staff
workers tend to take advantage of this, drilling the management of the empty space, do not work, laziness! The first time I've seen this, I've seen it in my own life! For a long time on the formation of a good and bad, mixed mentality,
lack of passion for work, the lack of teamwork, low morale.
8 working hours are usually long, with time, seasonal, regional differences
Retail stores operating hours are generally 8:30 am to 21:00 pm, Saturday and Sunday normal business, and business
Operating hours have a tendency to further extend the general situation, the company will be for the store to hire at least two shifts of full-time employees. Retail
Operational activities and labor intensity of employees have time, seasonal and regional differences, and are affected by changes in customer traffic
. Sales of electrical appliances industry in February and April for the off-season, the company makes full use of the May Day Labor Day, National Day, Christmas
Festival, New Year's Day, Spring Festival and other promotional activities to attract customers. Due to the different needs of customers, personnel should also be in accordance with the customer
special time for service. During the workday, employees should maintain high efficiency and customer-oriented attitude to make
customers satisfied everywhere.
Two Gome Electrical Appliances human resource management issues and the current situation
(a) Gome Electrical Appliances development
Gome Electrical Appliances, is a joint-stock home appliance retail group enterprises, Gome Electrical Appliances stores in the retail industry, stores
malls gathered different manufacturers of electrical appliances, color TVs, refrigerators, washing machines, air conditioning and other traditional household appliances, various types of small appliances, kitchen
sanitary appliances, etc. /p>
Life appliances such as sanitary, computers, cell phones, digital, OA office supplies and other 3C appliances. Different manufacturers will be their own brand
gathered in one convenient for consumers to buy and choose. Gome has formed its own characteristics of the business model and management
style, unified management by the headquarters of Gome in Beijing, and set up branches in various provinces and cities, and then set up stores below the branch, is China's largest
largest national chain of home appliances and consumer electronics products retailing-based chain of enterprises.
1 Most employees are young
The number of Gome Group employees under 30 years old accounts for 67% of the total number of employees. Most of them are just graduated from the school
Secondary students, young, bold, brave to try, malleable. However, young employees are very
inexperienced. At the same time, the key positions (deputy store manager and above) age structure is low, the management team is not mature enough.
The maturity of the management team should be improved through staffing adjustments, with the proportion of store managers and deputy store managers under the age of 30 adjusted to
15%, and the proportion of directors and deputy directors under the age of 25 adjusted to 15%.
2 General low level of education
The overall level of education is low, especially for key positions such as division heads and store managers, the education structure needs to be improved.
Gome has a bachelor's degree in less than 12% of the staff, 57% of the staff education for high school or vocational secondary school, plus
They are young, mobile, not easy to manage. Gome Electrical Appliances need new employees when the temporary recruitment from the human
talent market, because of the urgent need for people, for the assessment, training are ignored, generally the first on the job, there is time to
simple training, there is no time to not train. Some employees from entry to exit have not participated in a complete
integrated training, education and training of the dual reasons for the high departure rate of Gome Electrical Appliance. Through the investigation and analysis, the new
Entering the staff of the proportion of education should be composed of undergraduate 4.5%, 56% college, college below 39.5%. At the same time should strengthen the existing
Training and training of personnel, do a good job of key positions in the echelon construction, so that the key positions in the knowledge and skills structure of the overall enhancement.
Three China's retail industry human resource management problems and cause analysis
(a) China's retail industry human resource management problems
1 No real understanding of human resource management
Gome Electrical Appliances in the organizational structure of the establishment of the Human Resources Department, but did not really pay attention to human resources. In the specific
work is still stuck in the traditional procedures for entry and exit, employee file management, coordination of staff changes and so on. Enterprises still
directly supervise and manage employees, do not see employees as an enterprise's resources, but the employees as a one-way management
people. This will have a serious impact on the human resources department to manage people and mobilize the enthusiasm of employees.
2 Recruitment is not strict
Recruitment can absorb some fresh blood for the enterprise. Gome Electrical Appliances in December 2011 before the establishment of the staff quality evaluation
system, in the early stages of the establishment of the system, the system framework is not perfect, the first line of the second line of staff education, training and skills
requests are relatively low, the recruitment of personnel channels are narrow, in order to ensure the stability of the personnel, the human resources department of the grass-roots level for the sale of
sales staff to consider only the medium level of education, to meet the minimum background level of the applicant. The HR department will only consider applicants with less than a medium level of education and a minimum level of background. In order to save a lot of time and money
, applicants are simply interviewed and not tested on their personality, performance, interests and abilities. This
leads to a high turnover rate, low work efficiency, waste and loss of talented people.
3 lack of effective incentives
Almost every retail industry, each store in the personnel position is only arranged for a personnel specialist for the store
All personnel administrative work to manage. With the gradual entry of human resources into the Chinese market and the acceptance of enterprises, many enterprises
have not really carried out a modern enterprise human resources management. For a long time, the development and management of human resources and
not by most of the retail stores mall senior managers pay attention to, most of them pay attention to the sales of goods and store performance
enhancement, and did not put the people in the first place, pay attention to people. Wangcheng Gome store Pottery Plaza lack of personnel training and management
management, direct sales, resulting in a lack of professional skills of many salespersons to play make regular mistakes, and ultimately lead to
sales level is not high.
Four China's retail industry human resource management countermeasures
(a) Strengthening people-oriented corporate culture construction
"People-oriented" corporate culture construction focuses on the core of the enterprise's business management to do to respect
people, incentives to give full play to the creativity and enthusiasm of people. The focus of the "people-oriented" corporate culture construction is to respect and motivate people in the management of the enterprise, give full play to the creativity and enthusiasm of people, and gradually improve the staff's sense of identification with the corporate culture. State
Gome Electrical Appliances should strengthen the humane care of employees, for employees to work to create a harmonious, relaxed, pleasant work
environment, to let employees feel valued, Gome Electrical Appliances to carry out some team activities, and every employee as
as a resource for the enterprise, for some of the company's policies, direction of development, you can let the staff to discuss, brainstorming to enhance
This is the first time that we have seen the company's corporate culture and culture. Brainstorming to enhance
Corporate cohesion, increase the sense of belonging of employees to achieve the purpose of strengthening the construction of corporate culture. This can improve the staff
work enthusiasm, creativity and sense of belonging, employees will work harder, their work in the enterprise as
a cause to do. Retail enterprises to establish a "people-oriented" quality service, think about what customers think, anxious customers anxious,
The real business philosophy of the enterprise to customer satisfaction.
[1]
(2) improve the training system, really play the role of training
Human resources training is the enterprise in order to achieve a certain business objectives of its employees to teach their work to complete the necessary
knowledge and skills, ways to improve efficiency; and by changing the values of the employees to make it consistent with the goals of the enterprise
Activity process. Training can improve the quality of the overall human resources of the enterprise, encourage staff morale, enhance the cohesion of the enterprise
, and thus enhance the competitiveness of the enterprise. Retail staff training is particularly important, especially store staff
staff, because the store staff in the retail industry is in direct contact with customers, their image and quality in a certain degree
also illustrates the overall quality of an enterprise's employees and the image of the quality of the staff in the store directly affects the customer's purchasing behavior
behavior. So companies must pay attention to the training of employees, of course, the importance of training is not only reflected in the investment in training
, more importantly, is reflected in the results of training, which requires companies to establish a comprehensive training system, training
effects of tracking and evaluation, and timely training of trainees for training feedback, so that the training and the work of the real combination.