...Case study Job Evaluation at Whole Foods Purchase here http://devrycourse.com/hrm-598-week-3-case-study-job-evaluation-at-whole-foods Product Description Written Case Study: Prepare a Job Structure Read "Job Evaluation at Whole Foods" Case Study (text pp. 153–157). The Whole Foods Market has completed a job analysis and written job descriptions for Jobs A thorough Job I. Respond to the following: • Evaluation of Jobs and Job structure Evaluate the jobs listed in the case study and prepare a job structure based upon its evaluation. Assign titles to jobs, and show your structure by title and job letter. • Process, Techniques, and Factors Describe the process you went through to arrive at that job structure. The job evaluation techniques and compensable factors used should be described, and the reasons for selecting them should be stated. • Evaluation of Job Descriptions Evaluate the job descriptions. What parts of them were most useful? How could they be improved? You will need to follow APA style and format and have a title page, brief introduction and conclusion, centered headings for major parts, page numbering and page headers, and a reference page. The case study should be approximately 4–6 pages in length. The assignment will be reviewed using the following criteria: Written Case Study: Prepare a Job Structure rubric. Written Case Study: Prepare a Job Structure Rubric Possible Points Earned Points Comments • Evaluation of Jobs and Job structure ...
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...Running head: JOB EVALUATION WHOLE FOODS MARKET Job Structure for Whole Food Market Comfort Cooper DeVry University –Keller School of Management May 22, 2015 Job Evaluation for Whole Foods Market Introduction To begin the evaluation process for Whole Foods Market it is important to understand the dynamics behind the company. Whole Foods Market was founded in Austin, Texas, when four local business people decided the natural foods industry was ready for a supermarket. Whole Foods’ job structure is divided into teams and are grouped are grouped by which departments the team members work. This structure created by company is not a “happenstance” model, it is methodical because Whole Foods relies on the store, the organization, and the community it operates within to run smoothly and is profitable, which why each team member is responsible for ensuring that the operation of the teams run smoothly. Whole Foods along with many other companies want to attract and retain employees who share the same core values. The model that Whole Foods has created is one where high quality and organic products are sold, providing excellent customer service and supporting their Team Members or in layman employees happiness and growth. Whole Foods core values center around building communities and creating partnerships that last a lifetime. To analyze the jobs presented in the case study, I used the information from the job descriptions to determine the job structure for Whole Foods Market. ...
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...Whole Foods Market: Case Study DeMarcus J. Roberts Keller Graduate School of Management INTRODUCTION Whole Foods Market, Inc is the largest chain of natural foods supermarkets operating in the United States. The company enjoys strong brand name recognition in the fast-growing niche market for natural foods. The company operates under SIC Code 5411, Grocery Stores. Whole Foods defines natural foods as foods that are not processed or are processed to a very small extent and almost free of artificial ingredients, preservatives and other non-naturally occurring chemicals. The company operates stores in 26 states of the US and in the District of Columbia (Whole Foods Market, 2010). The company’s growth strategy focuses on internal expansion, acquisitions and increasing same store sales. Whole Foods offers a range of products such as bakery items, catering menus in stores, coffee, grocery, meat and poultry, prepared foods, seafoods, liquor, and nutritional dairy foods (Datamonitor, 2004). Food products stocked in Whole Foods stores are designed to appeal to both gourmet and natural foods shoppers (Datamonitor, 2004). The point method system strategic evaluates each job by breaking them down into compensable factors and evaluating them each separately. Whole Foods Market (WFM) has in total six core values that drive company operations daily. Using these values, four compensable factors can be derived that can be used when evaluating jobs within the company. These four are: ...
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...Job Title: Job A- Prepared Foods Team Member Job B- Customer Service Team Member Job C- Prepared Foods Department Team Leader Job D- Prepared Foods Supervisor Job E- Dishwasher Job F-Customer Service Front End Supervisor Job G- Prepared Foods Associate Team Leader Job H- Associate Store Team Leader Job I-Grocery Retail Team Member The job structure put the above jobs into two categories: Managerial and Store Support.. In the Managerial structure: Job C, Job D, Job F, Job G and Job H. In the Store Support: Job A, Job B, Job E, and Job I. Evaluation of Job (Process, Techniques and Factors) The Job evaluation technique used in this case study is the job ranking method. Reason for choosing this technique was simple. While this is the simplest method of job evaluation, Whole Foods themselves have placed the jobs in order, ranging from the highest, Store Team Leaders, Facility Team Leaders, Regional Presidents, and Presidents at the top and Team Members or Specialized Team Members at the lowest or entry level. Four compensable factors Can be derived that can be used when evaluating jobs within the company. These four are: * Quality: Ensuring that the products and services are fresh, vibrant, safe and of great satisfaction to the consumer * Customer service: Ensuring that the experience at Whole Foods is pleasant, fun, fast, and leaves the customer with a strong understanding of the Whole Food’s brand * Awareness: Acknowledging that team members have a strong...
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...Resource Management Compensation and Benefits HRM541 Supervision by: Dr. Padmakumar Ram Saad AbuRiyah 1302487 Fall 2013 Your Turn; Job Evaluation at Whole Foods; 153 Whole Foods Market, Inc. Who are we? Well, we seek out the finest natural and organic foods available, maintain the strictest quality standards in the industry, and have an unshakeable commitment to sustainable agriculture. Whole Foods Market has more than 350 retail and non-retail locations in the US, Canada and UK. Core Values Selling The Highest Quality Natural And Organic Products Satisfying And Delighting Customers Supporting Team Members Excellence And Happiness Creating Wealth Through Profits And Growth Serve And Support Local And Global Communities Practice And Advance Environmental Stewardship Create Ongoing Win-Win Partnerships With Our Suppliers Promote The Health Of Our Stakeholders Through Healthy Eating Education Job Structure is a layout that defines what a particular career entails. The structure has well defined job descriptions of a particular job, responsibilities, qualifications, and salary structure and performance matrix. Job Evaluation is a formal and systematic approach to analyzing jobs and categorizing them in regard to their relative worth in an organization. Job Evaluation Methods Ranking: simply orders the job description from highest to lowest based on a global definition of relative value or contribution to the organization's success. Classification:...
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...who share their core values. Whole Foods Core Values include selling the highest quality natural and organic products, satisfying and delighting customers, supporting their Team Members (Whole Food Employees) happiness and growth, creating wealth through profits and growth, caring about the communities and our environment, creating win-win partnerships with their suppliers and promoting the health of their stakeholders through healthy eating education. I will take these core values and apply them to the job analysis and prepared job descriptions when determining the job structure at Whole Foods. Evaluation of Jobs and Job Structure In looking at the job descriptions provided in the case study, I was able to assign job titles in the following manner: Job A- Prepared Foods Team Member Job B- Customer Service Team Member Job C- Prepared Foods Department Team Leader Job D- Prepared Foods Supervisor Job E- Dishwasher Job F-Customer Service Front End Supervisor Job G- Prepared Foods Associate Team Leader Job H- Associate Store Team Leader Job I-Grocery Retail Team Member The job structure that I came up with put the above jobs into two categories: Managerial and Store Support. In the Managerial structure I would place Job C, Job D, Job F, Job G and Job H. In the Store Support I would place Job A, Job B, Job E, and Job I. Process, Techniques and Factors The Job evaluation technique I used in my case study is the job ranking method. My reason for...
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...1: Whole Foods, Prepare a Job Structure By Matthew Osborne HRM 598 Professor Frederick Perry Introduction Whole Foods is a supermarket that has several different positions that it needs to evaluate. This paper will address the recommended titles, and levels to be associated with this group of positions. This will help the company determine what and how to pay its associates. It will also help the associates understand what to expect when working at Whole Foods, what it takes to do a good job at Whole Foods. This will also help the company determine career paths for high potential individuals. Evaluation of Jobs and Job Structure In creating the job structure, each job needs to be evaluated to see where it falls in the organization. In the case of Whole Foods, there is a larger organization and then the smaller store. Job H rotates among stores, and assists in hiring and evaluating staff, as well as training. It also has responsibility for the financials, the job description states assist the Store Team Leader, which could mean supervise. This position has responsibilities in multiple stores, and also manages the transfers between the stores. It is responsible for maintaining the culture of the organization. In the structure it appears to be an Area Team Lead, which is the appropriate title. Job C reports in to the Store Team Leader and provides “overall management and prepared supervision of the prepared foods department”. In evaluating this job, it...
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...Introduction Whole Foods’ primary goal is to attract and keep employees who share the company’s goals and values. Which include selling high quality natural and organic products, making sure that their customers are satisfied, supporting and ensuring the happiness and growth of the employees that work for them, and creating wealth through profits and growth. They care about the communities and the environment and they create partnerships with their suppliers and promote the health of their stakeholders by teaching them about healthy eating. These core values would be applied to the job analysis and job descriptions when determining the job structure at Whole Foods. Evaluation of Jobs and Job Structure The following job titles were assigned as follows: Job A – Deli Clerk: Must have excellent customer service skills, be able to communicate clearly and effectively, and cooperate with others. The person in this position will be responsible for the preparation, processing, packaging and stocking of Whole Foods products according to their standards. This position requires some deli experience. Job B – Cashier: Grocery store cashiers assist customers with final purchases and answer questions at the checkout counter. Primary job duties include ringing up purchases, scanning coupons, answering specific questions about products, services, or policy, and ensuring customer satisfaction. Cashiers typically work with computerized cash registers and credit card machines as well...
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...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. 3. Methodology: The report was done by dividing the nine jobs among 5 group members and everyone did job description, job specification job evaluation of at...
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...goals. Taking performance management to approach training means that the training effort must make sense in terms of what the company makes each employee to contribute to achieve the company’s goals. Puan Rusma also mention that training is not only for the organisation but also the employees. It is for the sake of the individual itself to seek for a better changes towards improvement. TNA & TRAINING DEVELOPMENT A Training Needs Analysis (TNA) is a process that defines the training required for an individual, for a position, group, team, department, organisation or industry sector. This analysis can focus on the job role, and the training needed to achieve competence in the job role, or on the individual and their training needs, or on the organisation, and its training requirements, depending on the methodology used. The TNA at the three levels of job role, individual and organisation...
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...Whole Food has started out with one small store in Austin, Texas in 1980. Today, they are the world’s leader in natural and organic foods, with more than 310 stores in North America and the United Kingdom. They still honor their original ideals, and they think that has a lot to do with their success. They seek out the finest natural and organic foods available, maintain the strictest quality standards in the industry, and have an unshakeable commitment to sustainable agriculture. Add to that the excitement and fun they bring to shopping for groceries, and people start to get a sense of what they are all about. They are a mission-driven company too. Around here, they often talk about their mission in terms of Whole Foods – Whole People – Whole Planet. Basically, we think these elements all play a huge role in our success. Job evaluation is the process by which the organization develops a job structure. The job structure is the hierarchy of jobs within the organization, ordered according to their value and importance to the organization. Job evaluation involves comparing jobs to each other or to a standard, and then ranking them by the standard of organizational importance. Point Factor Method The point-factor method, or point plan, involves rating each job on several compensable factors and adding the scores on each factor to obtain a point total for a job. A carefully worded rating scale is constructed for each compensable factor. This rating scale includes a definition of...
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...From the job descriptions provided, I have titled them as follows: A. Prepared Foods Team Member B. Customer Service Team Member C. Prepared Foods Department Manager D. Prepared Foods Assistant Department Manager E. Prepared Foods Kitchen Team Member F. Logistics Crew Department Manager G. Prepared Foods Shift Leader H. Operations Team Manager I. Logistics Team Member From this structure we can break it down between managerial duties and store support. Managerial staff being: C, D, F, G, H Store Support being: A, B, E, I I am a little torn as to which technique would better benefit Whole Foods. I feel like classification and job ranking methods would both sufficiently benefit the company. From the list provided and descriptions written, it seems as though Whole Foods operates based on hierarchy which would prove the job ranking method to be of use, but the descriptions also are a paragraph long classifying the most crucial and important information for the job available. Using the core values and job description I was able to find a few compensable factors. Quality, customer service, knowledge/skill, ability/responsibility. In creating the job structure, each job needs to be evaluated to see where it falls in the organization. The analysis and the job structures are as follows: Job A This job requires the employee to provide good quality customer service right from taking orders to delivering them. The job requires some deli experience from the operational...
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...Introduction Whole Foods Market allows their team to make their own decisions at the same times creating an environment where people are treated with respect and are highly motivated to excel. Whole Foods mentor their employee through education and on-the-job experience. This will able them to fill a majority of leadership roles from the current team member base. There is several training programs that is provide to bring those new leaders into the company. Whole Foods divides the employees into “teams” which are group by departments. It teams goal is to ensure the daily operations are run professional and profitable. The store has several different departments like Seafood, whole body, produce, specialty, Bakery, customer service, facilities, floral, meat, prepared food and grocery. Base on the information provide these are the job title: 1. Job A – Customer Service Clerk 2. Job B – Customer Service, Cashier 3. Job C – Prepared Food Leader 4. Job D – Prepared Foods Specialized Team Member, Night Supervisor 5. Job E – Store Team lead 6. Job F-Grocery Team Supervisor 7. Job G- Prepared Foods Associate Team Leader 8. Job H-Associate Store Team Leader 9. Job I-Grocery Store Team Member Process, Techniques, and Factors Job classification method is the best one to use when determining the actual job title of the each team employee that will evenly engaged to the structure of the teams and which teams the individual members report to. With...
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...accounting, marketing, and manufacturing from the management processes (Stewart R Clegg, 2011). Thesis Statement This paper takes a detailed look at the application of these five management functions at Food Basics. Food Basics is a US based local chain of grocery stores where I worked as a customer service representative. During my job there, the top level management took the decision to turn the company into a customer-oriented organization. This paper also takes a critical look at the practice of the five management functions for the implementation of this organizational strategy. Planning Planning is the foremost management function which sets the groundwork for other management functions. At Food Basics, planning is a continuous ongoing process in which the courses of action are determined. It is the responsibility of the top level management to devise a blueprint for all organizational activities including activities in all retail stores to reach the overall objectives. First the top level management determines what resources are needed, the resources in this case being supplies and the management of the logistics to achieve greater economies of scale by having strategic locations of warehouses. Next the top level management determines the personnel they will need. As Food Basics plans to expand in few other cities more managerial and supervisory staff will be needed, and the top level management is currently determining how much staff will be needed according to their...
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...others in the course of assembling material for the work, the finished article has been completed without help or participation of any other person (other than, in group assignments, other members of the same group). 2. The work contains no material drawn from unattributed sources. Student Signature ______Raymond Kwok_______________ Date Signed ______ 5-3-2016____________ Introduction I’m currently working in Holiday Inn Golden Mile Hong Kong as a Captain in an Italian restaurant for around two years, so I would choose this organisation to evaluate in this essay. Holiday Inn is belongs to IHG Group. The IHG Group is a huge organization so I would not evaluate the whole IHG group in here...
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