DEVELOPING A CAREER IN RETAIL

An HRM presentation under Training & Development

OUTLINE
1. 2. 3. 4. 5. Theories & models Retail industry Harrods key facts Why choose Harrods? Harrods Development Analysis Assessing Development practices by Human capital Corporate strategy in Development How the Development is implemented? 70:20:10 as a reference model for development offerings The perception of Harrods wish-to-be employees 6. Summary 7. Learning outcomes 8. Reccomendations

1. Theories & models

Training & Development
Training & Development Organization Development Human Resources Development

Individual

Organization

Human Capital

Human Capital Theory Developmental Humanistic Approach

1. Theories & models

70:20:10 Learning & Development Model -> individual development

2.Retail Industry
Contributed 11.3% of total Gross Value Added in the UK economy (2011). Is subject to a number of pressures. UK: highest proportion of international retailers trading. UK: The retail sector makes up approximately 10% of all employment

Fiercely competitive Fast-moving industry, all about the customer High staff turnover
Source: http://www.parliament.uk/briefing-papers/SN06186 http://www.prospects.ac.uk/retail_and_sales_sector_overview.htm

3.Harrods key facts

British; Luxury;
Innovation; Sensation;
1849 2010

Service

Knightsbridge

3.Harrods key facts

The most iconic retailer in the world.
Highest scores in the Career Development sector.

4.Why choose Harrods?

Study of one of the most iconic employer under the perspective of Human Resources Development (HRD).
How effective Harrods Development system is? Assessing their Development Practices from the perspective of the firm itself & individuals Explain why people want to be trained & grow at Harrods What can be learned from the case? Is there any drawbacks?

5. HarrodsDevelopment Analysis
Assessing Development practices by Human capital
Investment Return on investment (ROI)

Training programs: - Over 60 different learning courses for all kinds - An opportunity to earn a BA (hons) degree in Sales Career prospect: -A variety of development program for diversity ex: A-level school leavers, Armed Forces Resettlement to Graduates, Potential etc

-Help to meet business goals: Increase sales volume, employees performance, reduce cost per employee -Help to maintain reputation for quality - Increase motivation - Employer brand - Increase job satisfaction, low turnover (51.4% in2006 to 25% in November 2011)

Investment in Learning & Development has resulted

in desirable outcomes, esp for brand & staff retention.

5. HarrodsDevelopment Analysis
Assessing Development practices by Human capital

6. HarrodsDevelopment Analysis
Corporate strategy in Development
Proactive approach
Personal development meets Organizational development: Harrods way excellence, reputation, delivery & profits, British Learning offering with generous benefits, open culture Development Opportunities for all people Working at Harrods, Your Impact on Others, Make Things Happen, Focus on Improvements

Employer Brand

Career path

Competencies

6. HarrodsDevelopment Analysis
How the Development system is implemented?
HR Structure

Businessfacing HR

HR Operations

Centres of Excellence

Employer brand role

People Support Centre

Employee Relations team

6. HarrodsDevelopment Analysis
The perception of Harrods wish-to-be employees
Development

Pride, recognition

High paid, decent WE

6. HarrodsDevelopment Analysis
70:20:10 as a reference model for learning offerings
Courses/ Reading: 10%
Off-the-job: Training courses, workshops, seminars, summer school...

People: 20%

On-the-job: Feedback, Coaching & mentoring

Tough jobs: 70%

On-the-job: Observation

RETAIL+ LUXURY + STORE AS A THEATRE

6. HarrodsDevelopment Analysis
70:20:10 as a reference model for career development
For everyone?

Courses/ Reading: 10%

Low-skill: less opportunities High-skill: set programs

People: 20%

Low-skill: multi-layer judgement High-skill: easier to be judge positively

Tough jobs: 70%

Low-skill: work very hard High-skill: suffer less, have certain paths

RETAIL+ LUXURY + STORE AS A THEATRE

7. Summary
Harrods Development System is rather effective in terms of ROI. By the proactive approach & special HR structure, personal development and the corporate business strategy are more aligned, focusing on developing competencies consistency, competitive advantages Although Harrods seems to be known for extensive learning & development opportunities, it is obvious that the firm is making the most of its heritage brand. Harrods development practices is well-suited to the Taylorism - Fordism foundation in UK nowadays.

7. Learning outcomes
The first employer to provide a Sales-oriented Hons Degree How to motivate employee by Learning & Development & use it as a retention tool. How to implement Development system effectively within organizational to achieve highest qualities & competencies. How to utilize existing resources such as history, landmark,... build up strong brand through training & development.

8. Recommendations
Hierarchy gap in learning & career development should be bridged. Training as part of development shouldnt be too superficial and stiff. Create place for self-development in workplace learning. Career progression framework should be clearer for each type of employees.

9.References
Lombardo, M. & Eichinger, R. (2000) Career Architect Development Planner. 3rd edn. Minneapolis : Korn/Ferry International. Wilson, J. (1999) International Human Resources: Learning, Education and Training for Individuals and Organizations, London: Kogan Page Ltd. Harrods Limited (2013). Available at: https://www.harrodscareers.com (Accessed: 30 OCt 2013). Admore Recruitment (2013). Available at: http://www.admorerecruitment.co.uk/blog/harrods-head-resourcing-jenny-parrytalks-admore-about-recruiting-most-iconic-retailer-world (Accessed: 30 OCt 2013). Orion Partners (2013). Available at http://www.orionpartners.com/the-hr-in-harrods/ (Accessed: 30 OCt 2013).

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