...A Job Matrix Retail Sales Associate at Chern’s Case Study # 1 Presented To Dr. Rhonda Jones, Ph.D. By Jacqueline R. Jones Selection and Placement- 004016: BUS522004016*201003 January 31, 2010 Introduction Chern’s an upscale shoe and handbag department store was established by sister & brother team Ryan and Ann Chern. Who created a company that provides customer with the best service, selection, quality and value? The company currently has 140 stores in 28 states on the East Coast and Midwest. Chern’s employee 19,000 full and part time employees. Chern’s main business strategy is providing superior customer service and it is a core part of the corporate culture as well as core value being an essential part of its brand and the foundation of its culture. Though Chern is well established it now realize that in order to continue providing high quality customer service and capture market shares it must launch a strategic analysis to determine how to better staff its sales associate positions to stay competitive with other competitors who are seeking talented sales associates. The following is a job description requirement matrix for its sales associate, that Chern Job Matrix- For A Retail Sales Person At Chern’s Department Store Summary | Tasks | Relative Importance of Job Duty | Relative Time Spent | KSAP or Competency | Education/Level | Hire or Train | To be an elite sales associate who provides excellent customer service, quality, and selection...
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...well known retail establishment whose major focus is on providing excellence in customer service, was founded by a brother and sister team, Ann and Ryan Chern. The company employs 19,000 employees (full and part time) across 28 states and has 140 stores mainly in the Eastern and Midwestern United States. Chern’s was built around a foundation of hiring sales associates who go above and beyond to ensure they provide great service by offering quality merchandise to its customers. In order to remain competitive, Chern’s must find ways to be creative and offer incentives to retain existing staff as well as attract new talent into the organization. This paper analyses Chern’s Job Matrix, Job Reward Matrix, and Transition probability matrix, to help Chern’s leadership make critical decisions about the future of the organization that will enable it to win the war on talent. Job Matrix A job matrix is a tool that charts a progression of job levels within a job family. The matrix lists job levels and the corresponding job requirements, including duties and necessary skills, experience, and education required (University of St. Thomas, 2014). The attached job matrix breaks down the tasks for the Sales Associate role, how critical each function is to the role, the percentage of time spent doing each task, and whether each tasks is an essential function to the role. Ironically, Chern’s organizational structure of excellence in customer service (which leads to higher sales), are two...
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...Core Results Consulting | Strategic Analysis: Chern Report | Date: 2014 Strategic Staffing for all of your organizations short and long term needs Table of Contents Executive Summary …………………………………………………………………………………………………………………………………. Recommendations Strategic Staffing Planning Process ………………………………………………………………………………………………………… 4 Figure 1 – Economic Conditions 5 Disparate Impact Analysis ……………………………………………………………………………………………………………………….6 Job Requirements Matrix – Sales Associates …………………………………………………………………………………………..6 Figure 2 - Sales Talent Performance Matrix …………………………………………………………………………………………… 6 Sales Associate KSAOs …………………………………………………………………………………………………………………………... 7 Table - Education ………………………………………………………………………………………………………………………………….. 9 Table - Work Values ………………………………………………………………………………………………………………………………. 9 Job Requirements Matrix ………………………………………………………………………………………………………………………. 9 Job Rewards Matrix …………………………………………………………………………………………………………………………….. 11 Table - Work Activities ………………………………………………………………………………………………………………………... 12 Internal Labor Market …………………………………………………………………………………………………………………………. 16 Table - Transition Probability Matrix ………………………………………………………………………………………………...... 17 Table - Transition Probability Matrix Forecasting ………………………………………………………………………………... 17 Table - Employment Projections ………………………………………………………………………………………………………….. 17 Transition Analysis ………………………………………………………………………………………………………………………………. 18 Labor Market Findings …………………………………………………...
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...staffing levels, it is likely to have to hire 60 FTSA from outside the organization. Therefore, in order to hire 60 FTSA, we would need 1,780 applicants. 534 will be job candidates of which we provide 80 offers (Table 1 and 2). Table 1: Transition Probability Matrix for Chern’s Flagship Store Job Category | FTSA (%) | PTSA (%) | DEP (%) | BUY (%) | MER (%) | Exit (%) | Current # of Employees | FTSA | 50 | 15 | 5 | 5 | 5 | 20 | 140 | PTSA | 30 | 50 | 0 | 5 | 0 | 15 | 30 | DEP | 5 | 0 | 75 | 0 | 0 | 20 | 15 | BUY | 0 | 0 | 0 | 65 | 5 | 30 | 5 | MER | 0 | 0 | 0 | 0 | 80 | 20 | 8 | Table 2: Forecasting Employees Using the Transition Probability Matrix for Chern’s Flagship Store Job Category | FTSA | PTSA | DEP | BUY | MER | Exit | Current # of Employees | FTSA | 70 | 21 | 7 | 7 | 7 | 28 | 140 | PTSA | 9 | 15 | 0 | 2 | 0 | 5 | 30 | DEP | 1 | 0 | 12 | 0 | 0 | 3 | 15 | BUY | 0 | 0 | 0 | 4 | 1 | 2 | 5 | MER | 0 | 0 | 0 | 0 | 7 | 2 | 8 | Forecast of 2013 | 80 | 36 | 19 | 13 | 15 | 40 | | | Deficit | Surplus | Surplus | Surplus | Surplus | Exit | | Career One Stop provides current and projected employment trends. Retail Salespeople make up the large majority of Chern’s employees. They also have the most frequent turnover of Chern’s employees. According to forecasted trends, the number of retail salespeople is projected to increase by 2020 (Table 3). Florida in particular shows very positive growth. Florida is projected to have a 19% increase, 2% points...
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