CARTER CLEANING COMPANY

The Job Description

By 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 managers 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 TYPE : FULL TIME/EMPLOYEE DEPARTMENT : BUSINESS UNIT DATE : FEBRUARY 2012 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 :

JOB CODE : XXX JOB LOCATION : XXXXX REPORTS TO : GENERAL MANAGER RECOMMENDED SALARY:XXX

Qualifications required for a person to be a store manager is a Bachelors 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, it is practical to specify standards and procedures in the body of the job description, They do not need to be k e p t separately, and in fact both Jennifer and the employees 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?

Generally job description is done after job analysis, so first thing J e n n i f e r s h o u l d d o i s c o n d u c t i n g t h e j o b analysis. This job analysis produces information for writing job description and job specifications. Job analysis includes collecting information about the work activities, human behaviors, machines, e q u i p m e n t , a n d w o r k a i d s , p e r f o r m a n c e 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, procedures, and job description.

4)What in your opinion, should the store managers 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 descriptions main duties and responsibilities, a n d w o u l d a d d r e s s t h e p r o b l e 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.

Competency a n a l y s i s f o c u s e s m o r e o n h o w t h e w o r k e r m e e t s the jobs objectives or actually accomplishes the work, its more worker focused.