People are migrating away from the traditional brick and mortar retail stores in the 21st century, preferring to shop online and using their mobile devices rather than visit physical storefronts. This is most prevalent in the specialty hard goods. However, shoppers still enjoy the social and entertainment aspects that retail provides, as well as with soft goods shoppers tend to still want to touch and size in person. As the percentage of online purchases continues to grow beyond recent 10% figures, in the stores we are seeing a shift in labor.
Continued employee engagement is one of the keys to human capital management for HR leaders at large corporations. When people work for big businesses, they sometimes find themselves too caught up in the rigmarole of their daily operations, and they lose sight of their employers’ vision and their own individual career goals.
It’s commonplace for companies to look to improve their workforce management strategies in an effort to strengthen their customer service initiatives – especially in the retail sector. Good service is the primary reason that successful merchants complete sales, and in a competitive sales environment, businesses seek to differentiate themselves from their competitors by providing superior consumer care.
Employers everywhere, large and small, are looking to do more with business intelligence to measure the performance of their workers. Doing so can make them more efficient about who they hire, how they put people to work and what strategies they use for employee retention.
As technology rapidly improves across the world, more business are looking to upgrade the solutions they use on a daily basis. Among other developments, this means they want to use more cloud computing solutions for storing their data, mobile devices for accessing it on the go and data analysis tools for improving their outlook on business intelligence.
Consistent pricing is key to customer satisfaction and sales, and controlling this efficiently can be a real challenge for grocers like Geissler’s, who stock thousands of SKUs.
A solution with one application and one source of data is necessary to perform the newly required analysis to determine which employees qualify for health care benefits under the ACA. The required analysis calls for one rules engine that yields one data set from real-time human capital management, which includes HR, payroll, time and attendance, and benefits administration.
The 2010 passage of the Affordable Care Act was one step toward a massive overhaul of the way U.S. insurers provide healthcare to their citizens. The ultimate goal of the legislation was to improve the quality and affordability of health insurance coverage for everyone, thus leveling the playing field and making for a better quality of life.
For retail corporations, as with companies in all other corners of the business world, resources can be scarce and every dollar must be allocated wisely. To that end, many merchants are using workforce management tools to make sure they strategize well how to utilize the finite amount of labor at their disposal.
In Part 1 of this discussion on how retailers can reduce out-of-stocks and improve merchandise availability, we discussed the new market realities facing retailers, including tighter margins, shifting shopper behavior and the need for hyper-accurate inventory availability status. In this installment, we cover how innovative retailers are taking an integrated, intelligent and insightful approach to addressing issues related to inventory management and shrink management in a cohesive manner, often using RFID technology to achieve their most important goals.
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