CARTER CLEANING COMPANY The Job Description
G. Anitha 2t1-04 TPS-2nd shift Human Resource Management Feb 26, 2012.
1)What should be the format and final form of the store manager’s job description? A job description defines a person's role and accountability. Without a job description it is not possible for a person to properly commit to, or be held accountable for, a role. After performing job analysis, job description is produced, this contains what He /She should do, how He /She does it, what the job working conditions are, and job specification which contains knowledge, skills, abilities that are required to perform job satisfactorily. There is no standard format for writing a job description, The format and final form of store managers job description includes:
JOB IDENTIFICATION: JOB TITLE : STORE MANAGER
JOB CODE : XXX
JOB TYPE : FULL TIME/EMPLOYEE
JOB LOCATION : XXXXX
DEPARTMENT : BUSINESS UNIT
REPORTS TO : GENERAL MANAGER
DATE : FEBRUARY 2012
RECOMMENDED SALARY:XXX
JOB SUMMARY: The person in this position is responsible for directing store activities and ensuring quality work, customer relations, and sales maximization and profitability . JOB SPECIFICATIONS : Skills and specifications required in a person to be a store manager are the ability to provide excellent customer service to enhance sales and profits. The store manager must be skilled in managing the accounts (book keeping).The store manager must also have excellent communication skills. EXPERIENCE AND EDUCATIONAL QUALIFICATIONS :
Qualifications required for a person to be a store manager is a Bachelor’s degree in Business Management and at least 2 years of experience in store management, or retail management etc.
RESPONSIBILITIES AND DUTIES: The person appointed as store manager should be responsible for
Directing store activities Ensuring Quality of work produced. Greet customers, resolve customer issues, identify and fill customers , overall good customer relationship is to be maintained. Ensuring Sales maximization and profitability is maintained. Controlling of the labor. Minimizing operational cost (cost control) and maximize productivity. Well - stocked and well-merchandised with the correct, clearly-priced inventory. Store appearance, Maintaining cleanliness and order in the store, machine maintenance. Employee safety, Human resource administration, PEST control.
STANDARDS OF PERFORMANCE: The store manager should meet the standards like sales maximizing(not less than units per day) profitability Maintain book keeping without errors.
WORKING CONDITIONS: The person selected as store manager should work under externally imposed conditions , like environmental conditions called PEST. The Store Manager have to manage a number of projects at one time, and should be able to meet the needs and requests of customers.
2)Is it practical to specify standards and procedures in the body of the job description, or should these be kept separate? Yes , i t i s p r a c t i c a l t o s p e c i f y s t a n d a r d s a n d p r o c e d u r e s i n the body of the job description, They do not need to be k e p t s e p a r a t e ly , a n d i n f a c t b ot h J e n n i f e r a n d t he e m p l o y e e s would be better served by incorporating standards and procedures into the body of the description as they are the functions and contributions of the company. But when the standards and procedures are so complex it is exceptional to keep separate.
3)How should Jennifer go about collecting the information required for the standards, procedures, and job description?
G e n e r a l l y j o b d e s c r i p t i o n i s d o n e a f t e r j o b a n a l y s i s, s o f i r s t t h i n g Je n nif e r sho uld do is con duc ti ng the job analysis. This job analysis produces information for writing job description an d job specifications . Job analysis includes collecting information about the work activities, human be haviors, machin e s, e quipme nt, and work aids, perf ormance standards, job context, and human requirements.
The best methods for collecting this information in the case are as through
The interview Structured interviews: can use a structured or checklist format to guide the interview. Unstructured interviews Questionnaires: Contains open-ended questions. It is a quick and efficient way to obtain information from a large number of employees Observation: Jennifer use direct observation. Participant Diary/Logs Quantitative job analysis techniques (PAQ): Position analysis questionnaire is the most popular quantitative job analysis tool and consists of a detailed questionnaire containing 194 items. Internet based job analysis.
Based on the job analysis techniques Jennifer goes to collect the information required for the standards, pro ced ur es, and job de scr ipt io n.
4)What in your opinion, should the store manager’s job description look like and contain?
In my opinion, store managers job description should contain
Job identification Job summary Relationships(Reports to ,Supervises, Works with, Outside the company) Responsibilities and duties Authority of incumbent Standards of performance This lists the standards the employee is expected to achieve under each of the job descr iption’s main duties and responsibilities, and wou ld ad dre ss th e p rob le m o f employees not understanding company policies, procedures, and expectation. Working conditions Job specifications Competency based job analysis (Means Describing job in terms of measurable, observable, behavioral competencies) General competencies like reading, writing, and mathematical reading Leadership competencies like leadership, strategic thinking, and teaching others. Technical competencies like programming, writing advertising copy etc.
Compe te ncy analysis focuse s more on “ h o w ” t h e w o r k e r m e e t s t h e j o b ’ s o b j e c t i v e s o r a c t u a l l y a c c o m p l i s h e s t h e w o r k , i t s m o r e “ w o r k e r f o c u s e d ” .
