HR is at the core of every retail organisation, yet their approach is often reactive, waiting for management's instructions instead of proactively proposing data-driven solutions. To address this, HR leaders in retail must be proficient in four key areas: digital expertise, business insight, championing people, and learning from data.
By mastering these factors, HR leaders in retail will stay relevant in an ever-evolving environment, as they will continue to drive value and meet business targets. Furthermore, technology will enable HR to adapt and react when tackling strategic challenges within retail.
Let's delve deeper into the complexities encountered by HR in retail:
- Costly turnover: In an uncertain industry, HR leaders should seek innovative solutions for employee retention. For instance, conducting exit interviews can provide insights into underlying issues and employees' expectations from their employers.
- New employees: Training is a crucial aspect of an employee's development. In the case of global organisations, training needs to be offered across different time zones and ensure employees are prepared for various departments.
- Employee experience: An engaged employee is one who has a positive digital experience. However, HR leaders need to possess digital proficiency themselves before providing such an experience. For example, implementing an HR system can reduce paperwork, maintain audit-readiness, and facilitate cross-border communication to enhance overall engagement.
- Staffing: Assessing the necessary workforce to meet demand can be complex. Therefore, a data-proficient HR leader can make efficient strategic decisions when managing the workforce.
- Regulatory compliance: Safeguarding sensitive employee information across store locations and borders, while complying with local regulations, can be a challenge. HR platforms, such as Sympa, offer secure and compliant access to employee information stored in the cloud.
Here are some tips for HR leaders in the retail industry:
- Technology: Embrace HR solutions that automate processes, allowing HR leaders to focus on more critical projects. For example, an HR management system can streamline administrative tasks and free up time for strategic initiatives.
- Analytics and Feedback: Utilise analytics tools and feedback mechanisms to identify trends that could lead to widespread attrition if not promptly addressed. Data-driven insights can help HR leaders proactively address issues and improve employee retention.
- Training: Foster a culture of interactive learning by encouraging employees to learn from their peers. Interactive training sessions facilitate better understanding and create a comfortable environment for employees to ask questions and seek clarification.
- Employee culture: Cultivate a positive workplace culture through initiatives such as feedback surveys. These can provide valuable insights into employees' expectations, and an appealing employer brand can significantly enhance employee satisfaction and retention.
- Policies: Highlight workplace policies through comprehensive training programs to ensure employees are well-informed about safety compliance and other topics.
By leveraging powerful reporting built on reliable data, HR leaders in retail can implement workload-minimising solutions that effectively address the challenges that come their way.
Discover how Sympa's powerful reporting tools and HR analytics can help retail companies gain valuable insights.