Team: -Design Team

HR practice
-Manufacturing Team -Logistic Team -Retail Team

Staffing is according to the sales volume versus selling area Store managers are empowered to take the decision Employees ( Store managers )are promoted on the basis on their target order placed Financial incentives for store manager to identify , design flaws and trends Employability is not generally for life time ,ie-People are chosen on contract and are fired if not performed properly On the Job training which they call as Learning and Development(L&D) is

Asian HR trends
Collectivist Society Work force development and promotion through age , tenure in company and performance Diversity issue comes into picture Traditional Management style(Upward flow of communication) Lifetime employability Loyalty is formed via individual personal relation rather than by organization

Recommendation:
Needs to establish an Asia specific corporate culture , focusing Zara as family Management need to have a blend of local experts and experienced Zara culture Hybrid approach to promotion that considers tenure and individual performance Workforce planners must generate a new staffing model considering traditional model of their staffing model of sales volume versus selling area HR needs to focus on merit and supported on their development instead of firing them easy Focusing more on their career plans and enable life time employability