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Few industries have undergone such immense transformation in the past decade than retail. Our guide outlines key talent challenges and why many retailers are looking to workforce management and HR technology to streamline operations, optimise labour costs, and enhance the overall EX.
The push towards strategic HRM in retail
Retailers have had a challenging decade. There’s been the relentless shift away from bricks and mortar shops to online shopping, the supply chain issues wrought by COVID-19, the increasing scarcity and cost of labour, and a decline in consumer spending. In addition, there are new expectations from employees about what the workplace should be delivering.
Instead of viewing these challenges as unsurmountable, savvy retailers are looking at other ways to enhance their business. Top of the list is developing a strategic approach to HR management.
What is strategic HRM?
At a foundational level, strategic HR is about having the right people with the right qualifications in the right roles at the right time and place. Beyond that, it’s about providing a unique employee experience (EX) that engages and develops your people. It’s also about maintaining compliance and using data to guide decision-making and provide insights to your business.
How can technology help?
Many retailers are looking to workforce management and HR technology to streamline operations, optimise labour costs and enhance the overall EX – resulting in happier, more productive employees who in turn provide a great customer experience (CX).
This guide examines why a strategic HR function – fueled by innovative HR and workforce management technology – can drive business success.
In our guide, you’ll discover more about:
How a strategic approach to HR management can impact business performance
The unique people-related challenges facing retail businesses
How the right HR and workforce management technology can help
Fill out the details on this page to download your copy today!
The unique wellbeing challenges facing frontline workers
Times are tough. From the global pandemic to the current economic slump, the last four years have been likened to a state of ‘permacrisis’. The high cost-of-living is hitting frontline, deskless workers perhaps harder than anyone else. Many of these workers are in low pay, casual roles, often taking on additional shifts or working with multiple employers to make ends meet.
On top of this, many frontline workers undertake roles that already extract a heavy physical, emotional and mental toll – the most obvious example being those in aged care, healthcare and childcare.
Rethinking wellbeing benefits
Fortunately, employers have responded; research from Gartner suggests that 70% of organisations introduced new wellbeing benefits or increased existing benefits in the two years following the pandemic. Why? Because healthier employees are generally happier employees – and that means they are more engaged, more productive, and providing better customer service.
Our eBook explores the employee benefits that are resonating strongest with frontline workers.
Areas covered include:
How a total wellness approach (covering physical, emotional, mental, social, career and financial wellness) can ensure your organisation not only gets a return on reward investment, but also delivers value to your employees
How to position wellbeing benefits as a core component of your EVP
How to build a business case that articulates the potential gains to be made and aligns to your business strategy and culture
Tips for sustaining the excitement – and use of – employee wellbeing benefits over time
Targeted education, access to personalised learning and providing meaningful benefits can ultimately improve the employee experience and yield a higher ROI for your organisation. Alleviating financial stress can result in happier, more engaged workers – and that’s something every organisation is looking for.
To find out more, download our eBook today by completing the form.