2021 China retail industry talent white paper From Beson
The following is the 2021 China retail industry talent white paper From Beson recommended by recordtrend.com. And this article belongs to the classification: research report, Online recruitment.
Beisen released the 2021 white paper on talents in China’s retail industry, which aims to help retail enterprises find ways to develop in the changing market, seize the competitive advantage of enterprise differentiation, and build an organization and talent team that can support enterprise strategy and business. Starting from the smallest business unit of offline stores, the report discusses the current situation and problems of store talent management, hoping to provide reference for the construction of talent team in the retail industry.
The report has eight key findings:
1. With the reconstruction of the people and goods yard, the enterprise’s competitive strategy will shift from “product is king” or “channel is king” to “consumer centered”. As a key scenario for linking consumers, stores are still the most important “market”.
2. Store talent recruitment needs to make good use of multiple channels, recruit with the thinking of marketing and product operation, and make innovations and breakthroughs in internal promotion / acquaintance recommendation and pre incubation talents of school enterprise cooperation.
3. Store talent recruitment needs to continuously solve the problem of increasing employment requirements and difficult recruitment, which can reduce the requirements of hard conditions, expand the entrance of resume and improve the “true” ability of enterprises to screen talents.
4. To reduce the turnover rate of store talents, we need to check the recruitment, recruit “right” people, and provide support and guarantee for employees to integrate into and start business. Long term talent retention requires innovation in career development and motivation.
5. To reserve operation and management talents and solve the problem of slow growth of employees, it is necessary to lay out the store manager talent reserve from multiple lines of social recruitment and school recruitment, and cultivate them according to the crossing difficulties in the growth stage.
6. The store manager talent standard is related to the positioning of different stores. At present, most store managers of enterprises are operational store managers, which is different from operational store managers. They have strong management ability of personnel and stores, but lack of analysis ability and market sensitivity.
7. The business of an enterprise determines the role of shop assistants, including service response and active marketing. At present, shop assistants in enterprise stores are outstanding in the dimension of “standardized implementation”, and execution is still the primary requirement for shop assistants.
8. Difficult recruitment, uneven talent quality and slow personnel growth are the three major challenges of talent management in retail enterprises. To establish talent advantages, we need to start from the recruitment end and have a sufficient and good quality talent base.
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