...JOB ANALYSIS _________________________________ _____________________________________________ Employee Name (Print) Employee Job Title |Company: Estee Lauder Companies, Inc. | |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...
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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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...professionals who practice this science of pharmacy in diverse techniques. They sometimes act because intermediaries between physicians and patients and even participate in disease-state management in collaboration with physicians and other health professionals. Pharmacists are also also known as chemists infrequently. Pharmacists are an imperative source of medical knowledge during clinics, hospitals, retail stores, medical laboratory and community pharmacies across the world. They experience many areas of expertise and hold positions in the pharmaceutical industry and in the pharmaceutical education, research and...
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...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. Performance Review is going to evaluate how well...
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...Cover Letter Template - Applying with Cover Letter Only (A Youth Central Cover Letter Template) Use this cover letter template if: You're applying for a job that has been advertised You've been asked to apply using only a cover letter Some organisations will ask you to respond to their job requirements in a one-page cover letter. When this happens it's important to make sure you use your cover letter to link your experience and skills to the requirements of the job. When writing a letter like this you should include: Your name, email address and phone number at the top of the page on the right The name of the business and the contact person's full name on the left The date you wrote the letter on the right A reference line (e.g., "Re: Application for Administrative Assistant position") An address to the reviewer directly (e.g., "Dear Mr. Moyle" - don't use "To whom it may concern") An opening statement that briefly introduces you to the reader A paragraph that summarises your experience and skills A list of bullet points that uses one bullet per job requirement, clearly outlining the requirement and explaining how you meet it in no more than two lines A closing paragraph asking to arrange an interview If you don't have any formal work experience, other things you can mention in your cover letter include: General skills that help you work in a team and as part of an organisation Personal attributes that will help you learn...
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...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 ………………………………………………….....…………………………………………………………………. 18 Table - Quick Facts ………………………………………………………………………………………………………………………….…... 18 Table - Turnover …………………………………………………………………………………………………………………………….……. 20 Table - New Hires ………………………………………………………………………………………………………………………………….20 Table - Job Flows Retail Trade Michigan ………………………………………………………………………………………………. 21 External Labor Market...
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...I will be comparing the purpose of the different recruitment and selection documents that were used by the selection panel at Warwick Castle.The different documents that were involved were: Job description and person specification CV and application form Job advert The short listing form Contract (post interview) Job description and person specification Job Description The job description document was used by Warwick Castle during the recruitment and selection process and this document is generally a summary of the duties that would need to be done by the potential candidate who is hired for the retail supervisor role. Unlike a person specification, a job description tells the Warwick Castle candidates what they must do when they are...
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...Seattle Goodwill Available Positions as of March 5, 2015, please refer to the website for the most up to date list of available positions: www.seattlegoodwill.org/jobs Mission: Goodwill provides quality, effective employment training and basic education to individuals experiencing significant barriers to economic opportunity. Because jobs change lives. Job Opportunities: Come join an organization that has built its reputation by helping others. For more than 90 years Seattle Goodwill has provided quality, effective employment, training and basic education to low income individuals so they may achieve self-sufficiency through work. Do you value respect, teamwork, stewardship, diversity, and collaboration? Seattle Goodwill may be the place for you. OPEN POSITIONS: LOCATIONS: Custodian Donation Station Attendant E-Commerce Book Lister E-Commerce Jewelry Production Associate Juanita Woodinville, Sammamish, Kirkland Seattle Seattle E-Commerce Shipping & Receiving Clerk JTE ABE Employment Specialist JTE ESOL Instructor JTE Youth Program Case Manager Material Handler Seattle Bremerton Bremerton, Seattle, Marysville JTE Silverdale, Ballard, Port Orchard, Bellingham, Juanita, Shoreline, Lynnwood Capitol hill Seattle Juanita, Burien Material Handler Lead Mobile Site Attendant Production Assistant Manager Production Associate Burien, Port Orchard, Lynnwood, South Lake Union, Ballard, Marysville, North Everett, Juanita, Shoreline, Bellevue...
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...training” (DeCenzo, 2013 pp. 244). In the coming paragraphs we will discuss: performance management systems, job evaluation methods, possible compensation plans and the importance of providing employee benefit programs as they pertain to Customer Service Representatives and Retail Sales Professionals of AT&T. Function of Performance Management Systems Performance management systems are put in place to apply organizational and individual objectives. “Performance management is a process by which managers and employees work together to plan, monitor and review an employee’s work objectives and overall contribution to the organization. More than just an annual review, performance management is the continuous process of setting objectives, assessing progress and providing on-going coaching” (Community Foundations of Canada, 2013, para. 1). Performance management systems have been criticized as they may lead to emotional outbursts from employees. A properly designed performance management system allows a manager to focus on the process and not the individual. This shift in focus assists the performance evaluation to be more constructive and not viewed as a personal attack. In addition, Human Resource Management is regulated by Equal Employment Opportunity laws and required to administer bias-free HRM practices. HRM performance management systems must be objective and job centric....
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...500 March 1, 2015 Performance 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...
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...ATTN: Human Resources Dear Human Resources, Re: Retail Store Manager Position I would like request you to consider my application for the post of Retail Store Manager with COTTON ON as it was advertised in your stores and website. I have been working in the retail industry for more than four years now. I have a strong background in the department of retail, which is doubled with my interest in fashion. I think that I have what it takes to be a team member at an exclusive store like COTTON ON. While working as a retail team memeber, I have implemented various initiatives with store layout and stock, which has greatly enhanced my customer experience. I have worked towards making successful sales and marketing initiatives, which has boosted my previous companies profit by nearly 50% in six months time. I am a dynamic leader who knows how to develop a good rapport with staff members and a positive working environment, which is customer focused and relaxed. The tremendous result in my sales growth in the last retail job has helped be develop the proper skills. I am excellent team player with good communication skills and I always think outside the box for making sure that my store is always two steps ahead. I am highly passionate about fashion and have completed my education in Business. I take pride in being a good fashion follower, who always stays on top when it comes to knowing the current trends in the industry. I think that my experience, when mixed...
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...Analyzing a Job Sergio Gonzalez MRM/531 November 5, 2012 Professor Tonya Curry Analyzing a Job–Financial Analyst “A job description can best be thought of as a blueprint of the position, by outlining the essential duties and responsibilities that are expected of the employee and the basic purpose of the work the employee is expected to perform” (Gan, 2005). With this in mind, I have chosen the company that my wife works for, Interstate Batteries, and found a posting on their site for a financial analyst (posting ID 2012-1536). I have attached a screenshot of the job description to the last page where there is a hyperlink to that site. In reading the job posting, I will rewrite it to make sure that the need, strategy, performance, and skill requirements are met. As I go through each section, I will identify any differences from the original posting. The first section is the overview of the job. Overview Interstate batteries, the number one replacement battery company in North America with more than one billion in annual sales, has an exciting new position in our fastest growing entity in our company. Interstate All Battery Center (ABC) is the retail business unit of the company and is also the fastest growing sector of our business. Founded in 1998, its mantra of “Every Battery for Every Need” has more than 125 company owned stores and 75 franchised stores. ABC is looking for a financial analyst to join the team. Our group is composed of a dynamic, fast-paced...
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...morale and encouragement from employees in regards to their opportunities internally will keep morale high and the motivation will be higher if employees know that the company values them over external talent. Hire Yourself or Outsource When possible, it is recommended that Tangelwood hires as opposed to outsourcing. Again stressing the importance of a culture-rich organization, as much of the talent development process should be internal. An outside organization will be more concerned with the “what” of hiring and not the “how”. External or Internal Hiring When job vacancies are created, the organization should first seek to fill these vacancies from an internal labor market. This will allow the organization to create a more stable, committed workforce. This gives employees an opportunity to launch more long-term careers. External hiring should be limited to more entry level or temporary (seasonal) positions. Core of Flexible Workforce Stressing the value of the company culture, a core workforce should be utilized more often, if not at all times, as opposed to a flexible workforce. The core workforce is made of individuals who are viewed...
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...Dear Human Resources, Re: Retail Store Manager Position I would like request you to consider my application for the post of Retail Store Manager with COTTON ON as it was advertised in your stores and website. I have been working in the retail industry for more than four years now. I have a strong background in the department of retail, which is doubled with my interest in fashion. I think that I have what it takes to be a team member at an exclusive store like COTTON ON. While working as a retail team memeber, I have implemented various initiatives with store layout and stock, which has greatly enhanced my customer experience. I have worked towards making successful sales and marketing initiatives, which has boosted my previous companies profit by nearly 50% in six months time. I am a dynamic leader who knows how to develop a good rapport with staff members and a positive working environment, which is customer focused and relaxed. The tremendous result in my sales growth in the last retail job has helped be develop the proper skills. I am excellent team player with good communication skills and I always think outside the box for making sure that my store is always two steps ahead. I am highly passionate about fashion and have completed my education in Business. I take pride in being a good fashion follower, who always stays on top when it comes to knowing the current trends in the industry. I think that my experience, when mixed with creative design skills...
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...Job Analysis Regina Page Industrial/Organizational Psychology University of Phoenix Sales merchandisers in the retail industry are individuals who closely work with a buyer to ensure that the products maximize and achieve the business’s sale plan as well as to maintain the perfect balance of the company’s financial objectives and the customer’s expectations. Sales merchandising involves a sharp analytical mind for careful planning and strategy. This individual is instrumental in the decisions regarding the various lines that are purchased, the quantities needed, setting the retail prices to maximize profit, and inventory control functions that allow for a continuous flow of goods. A sales merchandiser is required to perform analysis and research. Monitoring the organization’s weekly or monthly sales trend of goods allows the merchandiser to determine the proper stock levels that are distributed to each of the company’s stores. Since most stores purchase their inventory from multiple suppliers, this individual must maintain proper lines of communication with suppliers in order to maneuver the appropriate inventory to meet demands. Since the primary goal of the merchandiser is to maximize profits, it is essential that the individual holding such a position to have certain attributes. These attributes are communication skills, analytical skills, computer literacy an innate ability to thrive under pressure. Communication skills will allow the merchandiser to effective...
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