零售业是一个不断扩大的行业(Euromonitor International,2014)。扩张被认为是影响尽管有警示支出一些国家因为经济萧条(Euromonitor International,2014),人们的选择改变了消费但一般利率保持稳定。作为一个不断发展和扩大产业,零售业通常基于multi-perceptual因素的挑战,人力资源问题是这里的一个主要问题。Lahoti(2014)认为,有太多的人力资源问题背后的原因是,因为这个行业是面向服务和产品,通常依赖于员工。在不断的竞争状态,人员管理变得非常关键。但是人们的收入分配管理会较少考虑到其他问题,如营销、运营成本和更多的需要。在这种情况下,人员管理以较低的成本将会为员工提供技能在技术领域和非技术性的。人力资源规划为零售Lahoti(2014)讨论了必须不仅关注招聘员工,但也必须关注员工的保留,和留住员工的一种方法是通过工作满意度和确保员工精通自己的工作。
The retail industry is a constantly expanding industry (Euromonitor International, 2014). The expansion is seen to be effected despite there being cautionary spending in some nations because of the economic depression (Euromonitor International, 2014), people’s choices changed but the general rates of consumption remained steady. Being a constantly evolving and expanding industry, the retail industry challenges are usually based on multi-perceptual factors, the Human Resource problem is one of the main problems here. Lahoti (2014) argues that the reason behind there being much Human Resource concerns is because the industry is both service and product oriented and is generally reliant on the employee. Being in a constantly competitive state, people management becomes critical. However the revenue allocation for people management would be lesser given the other concerns, such as marketing, operational costs and more that would be required. In such cases people management at a low cost would be providing employees with skill sets in both the technical areas and the non technical ones. Human resource planning for retail as Lahoti (2014) discusses must be focused not only on the hiring of employees but must also focus on the retention of employees, and one way employee retention happens is through job satisfaction and by ensuring that employees are proficient in their jobs.