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An Exploration of College Graduates' Employment Practices in Retail Organizations.

机译:零售组织中大学毕业生就业实践的探索。

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摘要

Attracting, recruiting, and retaining skilled employees is a challenge for retail organizations. The purpose of this phenomenological study was to explore how retail organizational leaders might reduce turnover and recruitment challenges and increase employee retention rates in Oakland, California. Reddin's change theory and Peterson's organizational model of employee persistence formed the conceptual framework for the study. A purposive sample of 20 participants (including graduates, recruiters, managers, and educators) completed semistructured interviews and described their personal experiences. Data were analyzed incorporating van kaam's technique to code and cluster information into themes. The study findings indicated there is a high turnover within retail organizations and salaries are low relative to other careers such as accounting. Results indicated there is little opportunity for advancement and lack of effective communication is evident between supervisors and employees especially after performance evaluations. Participants suggested that retailers should increase pay rates; encourage employee participation in decision-making process; utilize dispute-resolution to resolve grievances before they escalate to turnover; collaborate with educators in preparing students for retail employment; and embark on internship programs and on-campus hiring to improve recruitment, turnover, and employee retention challenges. Retail organizational leaders could apply these findings to develop better recruitment, turnover, and retention strategies. Implications for positive social change include the possibility of low labor costs resulting from reduced turnover, which may increase organizations' profits and employment opportunities for skilled workers.
机译:吸引,招募和留住熟练的员工是零售组织面临的挑战。这项现象学研究的目的是探索零售组织的领导者如何减少营业额和招聘方面的挑战,并提高加利福尼亚州奥克兰市的员工保留率。雷丁的变革理论和彼得森的员工持久性组织模型形成了研究的概念框架。有目的的20名参与者(包括毕业生,招聘人员,经理和教育者)的样本完成了半结构化访谈并描述了他们的个人经历。结合van kaam的技术对数据进行分析,以将信息编码和聚类为主题。研究结果表明,零售组织内部的人员流动率很高,相对于诸如会计等其他职业而言,薪水较低。结果表明,晋升的机会很少,主管和员工之间尤其是绩效评估后显然缺乏有效的沟通。与会者建议,零售商应提高工资率;鼓励员工参与决策过程;在争端升级为营业额之前,利用争端解决解决争端;与教育工作者合作,为学生做好零售工作的准备;并开始实习计划和校园内招聘,以改善招聘,离职和员工保留方面的挑战。零售组织负责人可以利用这些发现来制定更好的招聘,营业额和保留策略。积极的社会变革的含义包括因营业额减少而导致劳动力成本低廉的可能性,这可能会增加组织的利润和技术工人的就业机会。

著录项

  • 作者

    Bakare, Sali.;

  • 作者单位

    Walden University.;

  • 授予单位 Walden University.;
  • 学科 Business Administration General.;Education Business.;Business Administration Management.
  • 学位 D.B.A.
  • 年度 2014
  • 页码 216 p.
  • 总页数 216
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类 建筑科学;
  • 关键词

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