... | |Retail Job Group A2: Store/Retail Management | |Job Titles: Assistant Manager; Assistant Operations Manager; Assistant Store Manager; Associate Store Manager; General Manager/Retail Store Director; Key | |Holder; Manager of Retail Operations; Retail Manager; Sales Associate; Store Manager | |Job Summary: | | | |These positions, at the varying levels of responsibility are responsible for providing staff leadership and management of store/retail operations. This | |includes client support, coaching and developing staff (e.g., sales performance, artistry, and customer service), inventory adjustments, planning and running | |events, store appearance and presentation of merchandise. Positions may receive inventory and perform checks for accuracy which may involve handling of boxes | |up to 20lbs intermittently. Receiving inventory may take 2-4 hours in a busier store and is distributed among several store employees. Note: Product handling | |is less in stores with a stock...
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...long checkout lines. This sparked the idea for a smaller store that only carries the most frequently bought items for the customer’s convenience. Nicknamed convenience stores for very obvious reasons, these little establishments exist all over the world and carry just about any little thing you might need at a very local distance. Inventory differs largely based on location and ownership, but these stores will carry everything from water to groceries and even motor oil. In Japan, most convenience stores are smaller and family owned with many of the locals nicknaming them “family marts.” One lucky owner managed to make enough money to open several stores and created a franchinse named Famima!!, a contraction of the family mart nickname. Through smart investing and marketing, he was able to turn his tiny convenience store into a corporation and business. Today Famima!! has extended its reach into the United States and offers an alternative to the well-known and dominant 7-11’s and Circle K’s. The Famima!! stores currently serve the greater Los Angeles area and one of the stores has even appeared in the 2010 movie Inception by Christopher Nolan. Today I will be meeting with Kevin Chan, the Los Angeles District Manager and interviewing him about the internal control policies Famima!! Co. has in place. Name, Title and number of years working with that current company? KC: Kevin Chan, Los Angeles Famima!! District Manager. I have been working for Famima!! for 6 years. What is the...
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...SUMMARY We are “Performing Above and Beyond.” Our client is Olde Hearth Bread Company which is a local, artisan small bakery located in Casselberry, Florida. They have been in business for over 17 years but do not have a current performance management system in place. Our clients’ focus are their products and the quality of the ingredients that they use; due to this focus, some of the administrative policies and plans have not been implemented or developed. We will be outlining our performance management system for the position of Retail Manager for their location in East End Market located separately from their bakery, in Orlando. Our report will outline six specific sections: Prerequisites, Performance Planning, Performance Execution, Performance Assessment, Performance Review, and Performance Renewal and Reconstructing. Prerequisites will give an outline of the specifically important responsibilities that are expected of the Retail Manager. Performance Planning will outline our recommendations for percentages of time spent doing certain tasks in this position as well as knowledge, skill, and abilities that are highlighted with higher importance. Performance Execution will show step-by-step how the Performance Management Plan will be communicated to employees in order to be accepted by them. Performance Assessment will outline our recommendations to Olde Hearth Bread Company regarding reviews, personal development, mentoring, and general employee improvement recommendations...
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...Sciences, Lahore Human Resource Management Questions 1. What should be the format and final form of the store manager’s job description? There is no standard format as to what should be included in the job description of store manager but most job descriptions cover the following sections • Job identification • Job summary • Responsibilities and Duties • Authority of incumbent • Standards of performance • Working conditions • Job specification 2. Is it practical to specify standards and procedures in the body of the job description, or should these be kept separate? Not all the standards and procedures are important to mention in the body of job description except the ones that are relevant and important for the applicants to know i.e. Performance and Competency standards. Note: It depends upon the type of job under discussion as to what sort of standards to include. 3. How should Jennifer go about collecting the information required for the standards, procedures and job description? First of all Jennifer should conduct a complete job analysis for the job of store manager and she should also check out existing policies and procedures of the company in place, then she should use one or more of the following methods for collecting information about Standards, Procedures and Job description for the job of Store Manager. • The Interview • Questionnaire • Observation • Participant Diary/ Logs In addition...
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...Plan Summary Summary: Kudler Fine Foods, the company, is a specialty fine food store with locations in La Jolla, Del Mar and Encinitas, California. The stores are stocked with the very best domestic and imported foods and the stores are divided into five different departments, Bakery, Meats and Seafood, Produce, Cheese and Dairy, and Wine. Kathy Kudler, owner and operator of Kudler, is in the process of expanding into other parts of Southern California and is considering a new store in Carlsbad, California and looking forward the company needs to evaluate their employee policies. I am writing this proposal to propose to upper management the recommendations and justifications for the following company policies, job descriptions for the modified positions, the implementation of a training program, the methods for evaluating employee performance, the disciplinary action program here at the company, explain the incentive and benefits program and the strategies for managing employee’s careers, and explain a fair and appropriate compensation program. Job Descriptions and Qualifications: Store Manager: The Manager will focus on the overall operation of the store and all the staff at their store locations and also focus on store inventory and will implement a just in time inventory system for stock to optimize cash flow and to minimize the wastage of products. The manager will develop a list of current sales projections, of products that are selling during the...
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...descriptions, and this is what I came up with. In Managing Human Resources (Snell, Bohlander 2013 pg.153) job descriptions should have the job title and location section, a jobs identification section, and a job duties section. Both, job descriptions did include this information, but the title headings were labeled differently. In the identification section, the job of retail manager, listed online, lacked the information of who the employee reports to and the date the information was last revised. There is no way of knowing if the information is up to date, as job duties tend to change in the ever changing business industry. In the Employment Assistant job description there is two sections, one titled “job statement” and the other titled “essential functions” (Snell, Bohlander 2013 pg. 154) that list the job duties, functions, and responsibilities. There is much more of a description listed of what is to be expected of the employee on this job description. On the retail store manager description it is titled “your role” (Lifetouch Portrait Studios, Inc.), and it contains much less information and less of a clearer picture of what is to be expected of you. While both job descriptions have included the necessary information for a job description, the retail manager job description included some additional sections that told you about their company and why should work for them. I found the information to be appealing and beneficial and knowing more about the company...
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...Job Description Store Manager Store Manager 5/30/2005 Page 1 PURPOSE OF THE POSITION (The main reason for the position, in what context and what is the overall end result) The Store Manager is responsible for maintaining the store in order to ensure residents and visitors have access to necessary supplies and accommodations. SCOPE (The way that the position contributes to and impacts on the organization) The Store Manager is responsible for maintaining customer service, maintaining cash controls, purchasing and maintaining the store and motel facilities. RESPONSIBILITIES (Major responsibilities and target accomplishments expected of the position including the typical problems encountered in carrying out the responsibilities.) 1. Maintain customer services and facilities Main Activities Greet customers and provide assistance Maintain cleanliness and order in the store Clean motel rooms Perform laundry duties 2. Maintain stock, supplies and inventories Main Activities Take inventory Order groceries and supplies Check received stock against invoices Mark prices on stock Restock shelves 3. Maintain accounts Main Activities Record prices in the log book Receive cash and provide correct change Operate the cash register Balance cash receipts Make deposits Record visa and debit accounts Maintain a manual general ledger Print and record receipts Store Manager 5/30/2005 Page 2 Reconcile bank statements Keep track of customer...
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...Management The purpose of this paper is to produce a job description for a retail sales associate, generate an organizational behavior modification plan to define key behaviors that are required for successful job performance as a retail associate, specify ways that HR would measure whether current employees exhibit the key job performance behaviors, outline a plan with methods of providing feedback to employees, and examine three key legal and ethical issues that could potentially impact the performance management system. Retail Sales Associate Job Description According to Noe/Hollenbeck Gerhart/Wright 2014, a job description is “a broad, general, and written statement of a specific job, based on the findings of a job analysis. It generally includes duties, purpose, responsibilities, scope, and working conditions of a job along with the job's title, and the name or designation of the person to whom the employee reports. Job description usually forms the basis of job specification”. Retail sales jobs comprise an expansive range of duties and activities conditional on the service and merchandise offered by the organization. The job description undoubtedly summaries the tasks and activities of a retail sales job and provides a description of the skills, knowledge and key competencies required for the job. Below is a job description for the position of a Retail Sales Associate. Duties Support a team selling store environment that conveys a customer dedicated experience for the guest...
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...area, we have a lot people live around, and passing by, such as the darmo baru barat, or the darmo permai selatan, kupang indah etc, this street will be a best-pass-by street if they come back from the downtown or work. Parking convenience During the street is quite narrow, so it has a limited parking capacity approximately 4 cars in front the shop, but in front or near the shop has other place to park. Organizational structure Job Description General Manager * Develops and executes sales and profit plans that are in-line with budgetary goals. * Ensures and is accountable for profitability of the store by growing sales and controlling costs of goods, inventory levels, labor, supplies and expenses. * Maintains and utilizes daily, weekly, quarterly and annual financial reporting tools. * Ensures proper team member coverage, scheduling according to the needs of business while maintaining target labor costs. * Oversees all cash and media management functions. Able to perform all POS duties, front and back of house functions including opening and closing procedures, coordinating with the Corporate Office as necessary. * Maintains proper loss prevention standards, reviewing cash handling procedures, deposits and safe procedures. * Plans, executes and...
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...Sciences, Lahore Human Resource Management Questions 1. What should be the format and final form of the store manager’s job description? There is no standard format as to what should be included in the job description of store manager but most job descriptions cover the following sections • Job identification • Job summary • Responsibilities and Duties • Authority of incumbent • Standards of performance • Working conditions • Job specification 2. Is it practical to specify standards and procedures in the body of the job description, or should these be kept separate? Not all the standards and procedures are important to mention in the body of job description except the ones that are relevant and important for the applicants to know i.e. Performance and Competency standards. Note: It depends upon the type of job under discussion as to what sort of standards to include. 3. How should Jennifer go about collecting the information required for the standards, procedures and job description? First of all Jennifer should conduct a complete job analysis for the job of store manager and she should also check out existing policies and procedures of the company in place, then she should use one or more of the following methods for collecting information about Standards, Procedures and Job description for the job of Store Manager. • The Interview • Questionnaire • Observation • Participant Diary/ Logs In addition...
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...culture into 99p Stores Ltd. retail organization Assignment date for submission: 25th July 2011 Word count: 3880 Contents: 1) Description of Health & Safety culture introduction into organisation...........3 a. Drivers for change..............................................................................3 b. Objectives to be achieved by change.................................................4 * 2) Strategy of change implementation throughout the company.......................5 1. Cause and effect diagram...................................................................5 c. Hierarchical responsibilities................................................................6 3) Implementation assessment..........................................................................7 d. Processes to be implemented............................................................8 1. Structural resistance scheme.............................................................9 4) Implementation difficulties and constant improvement strategy....................9 5) References, used literature...........................................................................11 1) The change within the organization to be described and further analysed is an implementation and promotion of Health & Safety culture and management throughout a large retail organization 99p stores Ltd within its 150 stores. To outline the state...
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...CHAPTER 1 INTRODUCTION The term paper is based on different types of works of a Super Shop named Whole Foods. There are nine types of jobs given in the question without any job title; it says what the jobholders need to do, and what requirements the jobholders need to have. We need to assign titles to each job and do job descriptions and job specifications for all the job positions, and conduct Job Evaluation of all the jobs using the Point Method. To do the point method we need to identify and define the compensable factors on which we will do the evaluation, then justify why we have chosen those factors, decide the scale for the factors, assign weight to the factors, then justify why we gave such weight. At last, from the result, we need to prepare a job structure. 1. Objective: The objective of the report is to have the real time experience of preparing the following things: ✓ Job Description ✓ Job Specification ✓ Job Evaluation by using Point Method ✓ Job Structure. We have prepared these things from information provided from Whole Foods Market. 2. Scope: The report contains detail job description, job specification, job evaluation using Point method of Whole Foods market. And from the results of job evaluation, we have prepared the job structure. It helped us to develop these things by our own which would help us later in our jobs. ...
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...Phase FOur The Beer Store Submitted By: Brandon Borrelli Submitted On: Jan 1st, 2012 Table of Contents THE BEER STORE CORPORATE OVERVIEW 1 The Beer Store History and Corporate Structure: 1 Industry and Regulations: 1 Company Mission and Values: 1 RETAIL STORE OVERVIEW 1 How the Retail Stores Function: 1 How 3260 is Operated: 1 Hiring and Work Culture: 1 Training: 1 Safety procedures: 1 Tasks of all Employees: 1 Management Specific Tasks: 1 Compensation and Benefits: 1 Evaluation and Incentives for Employees and Managers: 8 Exhibit 1 The Beer Store organization chart 1 Exhibit 2 Beverage Retail Outlets 1 Exhibit 3 Flow of Goods 1 Exhibit 4 Ontario System Chart 1 Exhibit 5 Contract between the Minister of Public Infrastructure Renewal and Brewer Retail Inc. (Section 1.15) 1 Exhibit 6 ODRP Sales, deposit value by container type and share of market (ODRP Packaging 2010-2011) 1 Exhibit 7 Deposit Return Schematic 1 Exhibit 8 Full Time Employees Salary 1 Exhibit 9 Part Time Employee Salaries 1 Exhibit 10 Employees Evaluation 1 Exhibit 11 Manage Performance Scorecard 1 Exhibit 12 Mission Statement and Values…………………………………………………….19 Exhibit 13 Interviewee Profiles………………………………………………………………...19 References 20 THE BEER STORE CORPORATE OVERVIEW The Beer Store History and Corporate Structure: The Beer Store came into effect in 1927 as a result of prohibition, the government allowed Brewers Retail/ The Beer Store to regulate the sales...
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...Dunkin Donuts Stores Introduction Dunkin Donuts is America’s favorite everyday coffee and baked goods store. Franchise of Dunkin Donuts is planning to open five new locations over the next two years. I have been the Manager of Dunkin Donuts store in the Midwest for past two years. By seeing my past working and successful track record, franchise has increased my post to district manager and has given complete autonomy, authority and responsibility to structure, staff and arrange five new locations. This responsibility includes the designing of job, organizational thereof, training and performance appraisals as the District Manager of Dunkin Donuts. Job Design Dunkin Donuts have several retail stores and is opening 5 new stores also. Being a district manager, it is required to oversee operations of stores every day. District manager can contact with the Head office about the operations of the stores. Movement and distribution of goods to different stores is the part of stores. The work of district manager involves working in stores. Visit to all five stores within certain time period and adhering to schedule on daily basis is required by the District Manager. The main focus of the district manager is to increase the efficiency of stores. New employees are to be hired for all five stores. Developing and maintaining contact with manufacturers as well as suppliers to ensure that the products get deliver to all stores within the time period...
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...Manage personal work priorities The assessment task is due on the date specified by your assessor. Any variations to this arrangement must be approved in writing by your assessor. Submit this document with any required evidence attached. See specifications below for details. Performance objective The candidate will demonstrate the ability to establish personal work goals. The candidate will also demonstrate the ability to set and meet work priorities. Assessment description Using a position description, you will set work goals and prioritise work goals. You will then develop two work plans to achieve two work goals. You are required to keep a journal containing your reflections on and explanation of the process of managing work priorities. Procedure 1. Review your job description and your organisation’s business plans, business goals, policies and procedures. 2. Based on your job description (and following your organisations business plans, goals, and applicable policies and procedures), establish 4-5 personal and team goals. In your journal, describe how your personal and team goals reflect your job description, the function of the team, and any organisational requirements. 3. Develop KPIs to measure performance related to work goals. In your journal, describe: * How the KPIs will be used to measure goal-related performance. * How you will maintain performance under varying conditions and contingencies. Give specific examples. *...
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