DIVERSE WORKFORCE ON OUTLETS
Charles & Keith’s company has a priority on recruiting people to work in the company’s workforce through their rules and regulations. Their priority is to recruit people who have a true potential in handling the customers, numbers and visual merchandising. The company also accept the local and non-local employees to handle the outlets. Besides, the company should have a limitation to recruit the non-local employee based on government’s policies. CUSTOMER TYPE
Globalization has a big impact on deciding the customer type of Charles & Keith’s Company. It has a big impact on their product development, career development, brand progression, and other practices. Charles & Keith’s company have a lot of worldwide branch around the world. Because of the expedition in today’s competitive competitors, Charles & Keith should maintain their brand and product through a wide range of size and design to reach their local’s customers. OTHER STAKEHOLDERS
Franchisee Originally, Charles & Keith distributes the merchandises throughout the outlets in Singapore and other countries. Due to globalization, Charles & Keith expand globally, not only in Asia but also in Europe, Middle East and other Western countries. And so, Charles & Keith adapts franchise. Expanding globally, HRM has to work not only focused on recruiting and selection, but also on competition internationally. Also, HRM has to adapt the local culture of the countries to do standardization of employees and other services. Employee Because of the globalization, Charles & Keith has a diverse customer based. Means, workforce diversity is needed. Supplier In the past Charles & Keith got supplies of raw materials locally. After globalization, Charles & Keith started got supplies from overseas especially from China. HUMAN RESOURCE MANAGEMENT CHALLENGES AND RECOMMENDATIONS
Linking to Corporate Strategy Charles & Keith’s business strategy is of a cost leadership, therefore, money is key to provide customers with affordable products. In such case, employee retention is very important, as constant recruitment and training is very expensive. However, it is observed that employee turnover is very high; this could be the result of bad recruitment, which is also observed from the stores. As in most cost leadership companies, recruitment and selection process is always a quick and short process and it leads to hiring the wrong type of people and many other problems. Thus, the company has to relook into their Recruitment and selection process to ensure that they recruit the correct type of people into the company. Training budget management Recruiting in the company happens once every two months, which is quite frequent, even though it was explained that business is expanding throughout the world, that’s why more staffs are required. Whatever it is, new staffs would mean more training and ultimately more budget spent on training. Other ways of increasing employee retention, through interviews with the staffs in the store, it is understood that the only benefit they get is 7 days leave. Therefore, Charles & Keith should look into this area to up employee retention by recognizing employees’ effort, since the company’s culture is of an open-minded one. Recognition can come in different forms, a salary or bonus increase, but it is understood that Charles & Keith is a cost leader, therefore, salary or bonus increase is not workable. Therefore, They might want to consider other benefit methods like stock ownership plans. Charles & Keith should also consider employment branding as a benefit for their employees, which they do not have at the moment. A feedback and praising system can also be a recognition channel, whereby an employee’s effort can get recognized and applaud for. It can also come in other forms like, giving employees additional, but more important roles in the company,...