Job Description of Store Manager-Free-Samples-Myassignmenthelp.com

Questions: 1.What should be the format and final form of the Store Managers Job description? 2.Is it practical to specify standards and procedures in the body of the job description, or should these be kept separate? 3.How should Jennifer go about collecting 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? 5.What are some ethical issues dealing with the recruitment? Answers: The human resource management of any company deals with the management of the human resource team. The human resource manager of a retail shop in Australia would like to hire a store manager for which it is important to assess their organizational procedures and policies. The organizations recruitment, selection and induction policies are highly admirable. The company has worked hard to provide its associates with a good working life. It gives equal importance to the employees personal life and other non monetary factors. The recruitment and selection procedures of the company are also commendable. Candidates are selected on the basis of their talent and skills, without any biasness or prejudices. The company has a strict procedure of selecting candidates, with personal tests, skill tests and face to face interviews (Ashleigh, Higgs and Dulewicz 2012). However, implementing innovative technologies in the selection procedures can help in improving the effectiveness and efficiency of the organization. Job recruitments posts can be updated on the companys website. By making the posts more appealing and attractive, one can increase the interests of the candidates. Moreover, the company encourages diversity and therefore, it can attract the diverse culture. After the recruitment process is over, short listing the candidates become an important factor. Technology can help in a huge way by carrying out the procedures through resume screening processes. Various software tools for recruitment exist, which the company can apply. Moreover, online tests, aptitudes, score cards and others help in hiring the candidates and make the selection procedure easier (Lamba and Choudhary 2013). It is important to be clear about the selection procedures to the jobs senior manager. In many companies, hiring candidates is the responsibility of the human resource managers. Therefore, they must communicate their work to the senior managing department. The human resource department must communicate the selection procedures to the senior team, for ensuring a fair as well as compliant hiring procedure. The senior team must be made aware of all the procedures and plans the department is following for selecting candidates. Moreover, they must be assured that the team is following a fair method of selection. This must be done in a professional manner. The procedures of interviews, sample job descriptions and information of salary must be conveyed to the senior management team (Killawi et al. 2014). The companys culture as well as guiding principles has a major impact on any companys human resource policies. It includes manpower selection, recruitment, trainings, development and others. The company while hiring new candidates must organize an orientation program for them. This will help them become aware regarding the companys policies and procedures. New employees and trainees must be given basic trainings on a regular basis (Williams 2013). Mentoring programs must be conducted daily for fifteen to twenty minutes and the employees must attend those. The staff members must be encouraged and motivated to share their views and opinions without any fear. Arranging events or social gatherings will help in generating feedbacks from the new employees. This in turn will help in communicating with the new employees and staff members. However, maintaining such strategies will benefit the company to a huge extent (Trevino and Nelson 2016). 1.The final format of the job description of stores manager must include several standards of the performance section in job descriptions. The list may assist the employees as well as the candidates to understand the policies and procedures of the organization and moreover, the expectations of the employees. Jennifer must provide the organization with key competencies of the workers, which will give a brief description of the jobs in terms of observable, behavioral and measurable competencies, which a job should exhibit. Competency analysis helps in focusing more upon, how the employees meet the objectives of the job or in simpler terms how they accomplish their tasks (Van den Brink, Fruytier and Thunnissen 2013). 2.In order to specify the standards as well as procedures in the body of the job descriptions, it is not practical to keep separately. This is because both the employees and Jennifer will incorporate the given procedures and standards. If the given procedures as well as standards are too complex in nature or too involved, then it becomes more difficult to maintain separate procedure manually. It should be included in order to assist the managers as well as supervisors to focus on and remember the standards more effectively and efficiently, as it is an integral part of the job description (Stone 2013) 3.Jennifer can collect information for the standards, procedures and job description through various methods and procedures. The methods include; interviews, questionnaires, observations, diaries, logs and websites. Jennifer must conduct an analysis of the job for the store managers position. She must check the existing procedures as well as policies of the organization. She must use the methods of interview, questionnaire and others for the collection of information regarding standards, job description and procedures of the job. Moreover, Jennifer can also utilize the quantitative techniques for measuring the job description of the store manager. This includes; analyzing the position, department of the labor procedures as well as functional analysis of the job (Asad, Al-Khal and Fetters 2014). 4.The store managers description of the job must look like the following; Store Manager of Carter Cleaning Company Job Description Title 2025 Store Manager Department(s) Cleaning Reports to President (Jennifer Carter) Job summary Responsible for all kinds of store activities. Must be able to produce quality work. Should maintain customer relations. Profitability must be maintained and sales must be maximized. Labour supply and energy costs must be controlled effectively. Essential Job Functions Duties and responsibilities include; Store appearance as well as cleanliness Quality control Book keeping Maintaining customer relations Cash management Damage control Cost control and productivity Inventory control Pricing Machine maintenance Spotting and cleaning Purchasing Pest control Human resource administration Maintaining employee safety Hazardous waste removal Knowledge Consumer service Managing accounts Accounts receivables Store as well as motel management Skills Excellent interpersonal skills and customer services. Sound communication skills. Quick decision making skills. Verbal as well as listening skills. Time management. Problem solving skills. Personal Attributes Hard Working. Cultural awareness. 5.Ethics play a major role during the procedure of recruitment and selection. There are several laws in order to protect the individuals during the time of recruitment. It helps in maintaining an ethical as well as professional standard at the time of hiring employees. Human resource professionals often face with dilemma which extends beyond their principles. Some common issues faced at the time of recruitment include; placing wrong or misleading advertisements for the jobs, not recruiting qualified and deserving candidates, biasness and prejudices, misrepresentation of the requirements for some particular position and not reviewing the candidates on the basis of their merits (Weiss 2014) References Ashleigh, M.J., Higgs, M. and Dulewicz, V., 2012. A new propensity to trust scale and its relationship with individual well?being: implications for HRM policies and practices.Human Resource Management Journal,22(4), pp.360-376. Killawi, A., Khidir, A., Elnashar, M., Abdelrahim, H., Hammoud, M., Elliott, H., Thurston, Asad, H., Al-Khal, A.L. and Fetters, M.D., 2014. Procedures of recruiting, obtaining informed consent, and compensating research participants in Qatar: findings from a qualitative investigation.BMC medical ethics,15(1), p.9. Lamba, S. and Choudhary, N., 2013. Impact of HRM practices on organizational commitment of employees.International Journal of Advancements in Research Technology,2(4), pp.407-423. Stone, R.J., 2013.Managing human resources. John Wiley Sons Australia. Trevino, L.K. and Nelson, K.A., 2016.Managing business ethics: Straight talk about how to do it right. John Wiley Sons. Van den Brink, M., Fruytier, B. and Thunnissen, M., 2013. Talent management in academia: performance systems and HRM policies.Human Resource Management Journal,23(2), pp.180-195. Weiss, J.W., 2014.Business ethics: A stakeholder and issues management approach. Berrett-Koehler Publishers. Williams, C., 2013.Principles of management. South-Western Cengage Learning