Hi,
Your reason for the delayed response is fine and entirely acceptable. No apologies were needed or expected.
Whenever ther is required a collaboration between "capital" and "labour", HR is inescapably present. Its role will be determined by the needs of work accomplishment, culture of the organization, the economic environment in which the organization operates and of course the extent of competition that exists.
More specifically, "retail" is a very "disorganized" industry in the sense that there are no "industry standards" as such especially since the activity is product specific. Its the "mall culture" and the big guns wanting to enter "retail" segment that we have suddenly opened our eyes to the "industry" perception for the "retail".
Whatever the industry, what are the prime concerns of HR?
1) Employment of right candidates for the right jobs.
2) Training the employees suitably for highest efficiencies in performance of the assigned tasks.
3) Fair and objective "performance appraisals" coupled with equally fair and objective "rewards & punishment" syatems.
4) Employee retention.
5) Keep employment costs as low as is possible in comparison to the level of operations, and
6) Create and maintain an atmosphere conducive to positive performance, credibility and excellence.
HR has to create appropriate operational strategies through the philosophies, policies and procedures in tune with the mission, vision and core values of the organization.
HR for retail, therefore must understand "how" the work is expected to be accomplished in the industry, what will be the "performance indicators", the skills required, continual training that must be administered and the compensation package that will induce people to be staedy with the organization for a longer time.
If you desire to agitate the point further, revert happily!
Regards
samvedan
October 23, 2006