Selecting a Human Resource Management Strategy

Topic: HR Management
Words: 1780 Pages: 6

One of the prominent assets in an organization is its employees due to their optimal influence on the productivity quotient. Research indicates that one of the competitive strategies in the corporate sector entails the performance level of workers (Lussier & Hendon, 2017). There is a significant, interdependent relationship between customer satisfaction and loyalty. The former relies on the quality of interaction between the client and the laborer during the purchase.

The latter is an outcome parameter based on the service experience among the consumers. Human resource management is a multidimensional phenomenon whose efficacy depends on the incorporated blueprints of aptitude (Putra, 2018). As an applicant in the retail business, the core foundational outlier on sustenance encapsulates identifying the vital pivotal pillars to advance procedural activities in the workforce administration and mapping the implementational approach. Quantifying the skills pool is a necessity in the development of a program focusing on enhancing the interrelation among stakeholders in an enterprise.

Organization’s Competitive Strategies

Enterprise competence lies in incorporating strategic management initiatives such as market segmentation and customizing products and services. The procedural aspect plays a proficient role in the differentiation of the commodities and experiential foundation among clients. Ideally, technological advancement steers the intensification of quality over quantity perspectives across the global corporate spectrum (Putra, 2018). As a result, researchers establish dynamic overviews, enhancing the distinction and uniqueness of the service delivery quotients. It is crucial to select the interdependence between consumer behavior and the product’s features with the necessity for an alternative to the changes as a competitive advantage.

One of the significant issues to address is the change in consumer behavior due to significant technological advancement. The effective sharing of information empowers the clients and the competitors with sufficient insight for better purchasing decision-making. Transcendentally, researchers indicate that the incorporation of a market segmentation strategy boosts a company’s competitiveness due to the essence of addressing customer needs (Gaba & Kant, 2020).

Scholars postulate that the onset of online niches rendered the diversification of clientele baseline (Gaba & Kant, 2020). As a result, it is crucial to indicate methodologies ensuring the functional service delivery system. Amazon is an excellent example of an international firm that exploits a diversified market outlier. The corporate entity established warehouses while optimizing its online presence for a proficient acquisition of the niche market share. Fundamentally, a change in consumer behavior, such as the preference for online shopping, profoundly affects the success of the business model. It is crucial to intersect differentiation within the margins of the production process and the vivisection domain.

Cost leadership is one of the factors gearing the global e-marketing strategy for companies due to the profound impact on consumer satisfaction and loyalty. Due to the profound impact on consumer satisfaction and loyalty, it is crucial to exploit cost leadership initiative to boost global e-marketing strategy. According to researchers, the Amazon management team focuses on reducing the price of commodities on the platform to attract a broader scope of the worldwide market (Gaba & Kant, 2020).

In this case, the company incorporated the interdependence between the lower pricing and economies of scale to attain a targeted profit margin. As a result, the organization secured a competent international market position based on the pricing strategy as a competitive advantage within the global e-marketing plan. Profitability in the retail business involves the interplay of distinctive strategies enhancing the steady flow of commodities and competent performance among employees in advancing the service delivery system.

The social media campaign is another component of the global e-marketing strategy that involves the study of the niche market and its behavioral outlines. In this case, Jamaludin et al. (2018) show that Amazon management focused on the ideal aspect of product and service diversity within a dynamic spectrum as the foundation of competitive advantage. The development of the global e-marketing plan entails integrating the factors influencing consumer behavior and the impact of the niche on the performance of a company’s commodities. Apart from cost leadership, Amazon ensures the ultimate service delivery for the clients based on the necessity of a one-stop shopping entity (Jamaludin et al., 2018).

Therefore, the clients easily access the different varieties of products with affordable pricing and payment options under dynamic aspects. The company attains the competitive advantage of enhancing the customer service experience by providing adequate product information, price variety, discounts, and an efficient interactive interface. Primarily, Amazon’s model fosters a profound insight into the restructuring of the retail enterprise strategy to enhance customer satisfaction and loyalty along the gradient.

In a different spectrum, the effectiveness of product differentiation mainly relies on the establishment of strategic market segments. Segmentation is the categorization of consumers into groups based on their needs. In this case, the profitability of the business model ensures an increase in value from a purchase at a lower cost of production. However, a change in the environment involving demographics and government regulations altering consumer behavior fosters the challenge for corporates to attain the core objective of competence and strategic management.

Product and Service Differentiation as Retail Organization’s Preference

The incorporation of a differentiation strategy fosters optimal competence within the firm due to the apt involvement of all stakeholders in the production process. Research establishes that the concept is a multifaceted dimension involving product, service, and branding initiatives (Putra, 2018). The scholar argues that the integration of the three components fostered a proficient impact on the advancement of the process. Transcendentally, it is the responsibility of the managerial team to incorporate measures attributing to the efficiency level and status mainframe. However, there is a profound interdependent relationship between the divergent entities. Productivity mainly relies on the coordination of all parties and the utilization of professional expertise to ensure standardized procedural practice.

The differentiation of the products in the retail company encompasses diversifying the branded commodities to intensify the clients’ options. However, Putra (2018) depicts that service distinction is an independent factor that mediates the parameters of product and branding quotients. Ideally, the researcher renders an in-depth insight into the relationship between diverseness and human resource management. The improvement of the service delivery system is dependent on employees’ capacity to diversify the experiential essence during interactions with the consumers. Therefore, it is crucial to ensure the development of a functional and effective recruitment process to enhance the workers’ expertise pool and coordination on teamwork and building initiatives. As a result, strategy acumen is a human resource managerial indicator of the advancement of competitive advantages in the retail enterprise.

Job Design and Redesign Approaches

Job design is an essential human resource management strategy due to the adept trickle-down effect on workers and the overall organization’s competence. Lussier and Hendon (2017) stipulate that the blueprint of duties and responsibilities aptly steers levels satisfactorily among the laborers. However, Lussier and Hendon (2017) further establish that efficacy depends on category compatibility. Essentially, the different types encompass motivational, mechanistic, perceptual-motor, and biological.

The mechanistic is a contrast to the organic approach since it involves the development of roles on skills and tasks simplification with an apt repetitive framework. An excellent example is the recruitment of a worker in machine operationalization to boost proficiency in the retail company. An additional demonstration is the intensification of a worker’s duties within the same practice, such as scheduling and planning to enhance independence. However, the organic initiative involves passively coordinating dynamically-oriented practices.

In a different continuum, the biological job design proficiently involves the assignment of duties among employees with minimal physical strains. Ideally, Lussier and Hendon (2017) indicate that the perspective’s goal is the sustenance of workers’ resilience and consistency with minimal health compromise. One of the demonstrations enshrines staff’s use of cranes in the movement of heavy commodities within the retail enterprise. Another illustration encompasses assessing workers’ abilities, akin to the health index and the heavy lifting. The strategy fosters optimal well-being among the laborers due to the comfort in task completion.

The perceptual-motor methodology entails mapping responsibilities based on an individual’s mental limitation and capacity. Lussier and Hendon (2017) agree that the formative structure poses diminished rationale among the workers. Distinctive laborers portray dynamic abilities concerning customer relations. Therefore, it is paramount to ensure workers perform within the psychological bounds resulting from the pressure to proficiently perform.

A different dimension of planning involves the motivational spectrum optimally determined based on the psyche of the workforce concerning the exploits. A key illustration entails outlining the team members’ talents and aligning with the tasks within the mainframe. Apart from team building, the management matches staffs’ personalities to complement during duty hours. The strategy ensures intensified engagement and commitment among the workers while deriving a value based on knowledge, experience, and skills. The incorporation of effective job design applications contributes to the layout of the service differentiation facet within the retail enterprise.

Competent Recruitment Strategies

The hiring process is ultimately expensive due to the demand for coordination among all stakeholders. Lussier and Hendon (2017) explore the professional elements of recruitment and notice distinctive challenges and constraints. Candidate selection is costly and time consumptive due to the variant interview appointments and scheduling to determine the best pool of skills and knowledge. It is an expensive endeavor since it encapsulates engaging different personalities at a fee to ensure the sustainable completion of the task. Further, the procedure takes a significant amount of time before the achievement of the main objective hence the prominence to address the alternative of the practice.

Different institutions utilize divergent approaches, such as outsourcing recruiters, to enhance the effectiveness and consistent flow of operations. However, Lussier and Hendon (2017) indicate that firms experience profound budgetary impediments on account of the higher expenses facilitating the process. Primarily, it is critical to developing an outline that intersects the strategic initiatives steering competitive advantage within the allotted financial mainframe.

Consequently, the employment of experts in an organization is an enrichment to the productive quotient due to the abound effects. The trickle-down attribute of the competent pool of skills and knowledge resources enshrines a multidimensional differentiation and cost leadership implication. It is recommended in the recruitment and selection procedure that the professionals associate candidates’ talents and passion orientations with teamwork activities.

On the one hand, resourcefulness maps the conditional outlier on the capacity for constructive relationship building with the counterparts. On the other hand, determining the compatibility among teammates is an essential factor since it fosters functional and productive outcomes within the organization. Human resource management is a facet involving the engagement of all stakeholders in the development of in-depth and competent strategies that impact interdependence. The primary goal enshrines promoting customer satisfaction and loyalty. It is crucial to mediate the dependent variables with certain foundational pillars of sustenance.


Gaba, A. K., & Kant, U. (2020). Unit-13 The Online economy and e-marketing. Indira Gandhi National Open University, New Delhi. Web.

Jamaludin, A., Huridi, M. M. H., & Hashim, M. R. A. (2018). The relationship between E-marketing strategy and competitive advantage: A conceptual framework. International Journal of Managerial Studies and Research (IJMSR), 6(12), 19-25. Web.

Lussier, R. N., & Hendon, J. R. (2017). Human resource management: Functions, applications, and skill development. Sage publications.

Putra, Y. S. (2018). Analysis of differentiation strategies to create competitive advantages in facing global markets. KnE Social Sciences, 254-269. Web.

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