Store Manager in Woolworth Limited - Assignment Example

Assessment Task 1: Part A JOB DESCRIPTION Job Title: Store Manager in Woolworth Limited Location: Sydney Context: The job is to be the store manager for Wooloworth Limited Look after the store and ensure proper customer satisfaction through availability of goods, better services and report the working to the upper level managers Job purpose: Responsible for ensuring customer satisfaction for those visiting the stores. The role will incorporate different areas like ensuring proper conducive environment for display of goods, staff helping customers find their requirements and maintaining cleanliness and stock as per the requirements Job tasks: Responsible for promoting customer satisfaction by ensuring easy avaliablity of goods by communicating to the top level managers. Key tasks include: ensuring maximum customer staisfcation keeping enthusiasm among employees to sell the products responding to the queries of the clients and employees acting as a liaison between the upper level managers and customers having arrangements for all the necessary goods that customers wants along with prepration to deal with emergencies clear demonstration of all offers and schemes that customers can avail bringing forward the problems that the employees encounter on the floor Performance standards: Maintaining peace and harmony so that customers are supplied with the correct services and products according to their requirements which will help to enhace customer satisfaction and will transform into increased salea Advancement opportunities: There provides an opportunity for the floor manager to move ahead and have better job opportunities by getting promotion and working as higher level managers entrusted with the job of decision making Working conditions: The shop floor where both the customers and the employees come face to face Working hours: is the time when the store remains open This is employment as it helps to develop the skills and during working hours enhances skill of dealing with people PERSON SPECIFICATION Job Title: Floor Manager Location: Sydney Selection Criteria: Essential Desirable Measured by: Enthusiastic √ Ability to monitor the employees √ Ability to take decision √ Good communication skills √ Ability to represent the employees √ Have the desire to maintain decorum √ Ability to handle pressure √ Passion for being a leader √ Knowledge about different equipments √ Having a good relation customers √ An outgoing personality with the ability to communicate with the upper level managers, employees and customers √ Clear communication skills √ Ability to understand and cope under different situations √ Previous experiences √ Commitment towards work √ JOB ADVERTISEMENT Assessment 1: Task B Leading Newspaper Floor Manager Location: Sydney Responsible for ensuring customer satisfaction and motivating the employees to ensure better services and creation of brand image. Must be able to handle the additional pressure, represent the employes, act as a liaison between the top managers and the employeesr, an outgoing personality, having good communication skill and being able to work in situation of crisis. An experience on smilar type of jobs will be preferred. The person applying to the job should understand the benefits and opportunities that will accrue to them in the future. Application material for the job can be obtained from the companies’ website, leading job application journals and also from the store. Elligible candidates need to submit an electronic copy along with the CV and application form on the website or delivery by post in the adress stated in the application form. Closing date: 21st August 2012 Assessment Task 2 There are different methods through which the floor manager can be selected. While selecting a floor manager the interviewer or the committee selecting the personnel has to pay attention to the qualities that will help to fulfil the role. The floor manager can be selected through a process of interview. Before moving to the process of interview it is important that the bio data of the interested candidate is verified. The interviewer should look towards rejecting candidates at each stage like the preliminary stage where candidates based on the application forms are rejected and selected. The interviewer at this stage should reject the candidates who don’t match the criteria. This will help to improve focus and ensure that the remaining candidates are interviewed properly by asking questions in varied areas to gauge the strength of the candidate. From the remaining, candidates should be selected based on the basis of bio data and called for the final interview only when the criteria are matched. The following questionnaire will help the interviewer to gauge the relative strength help to select the candidate for the job of the floor manager. Questionnaire 1. Name? 2. Sex? 3. Tell us something about your past job or experience? 4. What are your strengths? 5. What are your weaknesses? 6. Why do you want to be selected as a floor manager? 7. What do you think you will enjoy the most as the floor manager in Woolworth? 8. How will you cope with the additional pressure the post brings along? 9. What would you do if the maintaining the problems of the employees and customers both contradict each other? 10. Suppose you have a problem where there is differences between in the manner the management wants the employees to work and the manner in which they actually work. What would you do then? 11. Sometimes there will be a situation where you have to do multiple tasks like getting the racks arranged, ensure proper space for movement of customers, order the stocks which are replenising and solving the problems faced at differnt level. How would you maintain all this at the same time? 12. What are qualities do you think differentiates from the others? These are some of the questions that can be used in the questionnaire while interviewing but the list is not exhaustive. It should be ensured the action plan should be devised as follows Time Duration Things to do 1-2 weeks Advestisement and gatherining of biodata of interested candidates Week 3- week 4 Screening of the application form and calling candiates for interviews Week 5 – Week 6 Conducting Interviews Week 7 – Week 8 Selecting the candidate and having an induction program Interview Guide The interview should be conducted in a cordial manner and it should be ensured that the place is easily accessible by all. Further, it should also be ensured that the intervier and interviewee are well prepared for the same. The interview process should look towards having question related to all areas of the candidate and measures should be taken to ensure proper utlization of all the skills. Further, strategies whould be in place to deal with the manner in which the differences between the process will be dealt and strategies should me made to ensure that maximum integration and process development is looked at so that the correct candidate is selected for the job. Assessment 3 (Header of the Company on the paper) Date: 30th August 2012 Dear Mr (Your Name) Your Address, Sub: Offer of Employment for the job of Floor Manager Dear Your name, Further to your interview held on August 25, 2012, I am pleased to offer you the role of FLOOR MANAGER in WOOLWORTH LIMITED at Sydney. The role will be full time and you will report to Mr. Alex, Senior Level Floor Manager at Woolworth, Sydney. If you accept the role position then your employment will take effect from September, 15, 2012 and will be subjected to your performance for which you will be in a probation period of 3 months. The terms and conditions for the role offered to you are Terms & Conditions:- The terms and conditions for your job title with Woolworths Limited is as follows Performance Review: Your performance will be reviewed after 3 months as you are on a probation period and after that will be on a yearly basis Accountable: Your role title for the Floor Manager will be accountable to the Senior Floor Manager Contract of Employment Salary: The salary for the positio of the Floor Manager will be $18,000. The salary will be paid on a monthly basis. Your monthly salary will be credited to your bank account and will be available for use the next day following the one on which it is deposited in your bank account Superannuation: Woolworths Limited will contribute an amount of 9% of the salary to the superanuation fund that has been selected by you on a monthly basis Hours of Work: The role position is a full time one and will start from the time when the store open and will close when the store closes. The hours of work will be 8 every day and has to be done for 6 days every week. Annual Leave: Insert entitlement Personal Leave: Insert Entitlement Confidentiality: You must abide by the terms and rules laid down by Woolworth which further represent the rules of the government and should ensure confidentiality in all matter which are of public relevance. Acceptane of Offer Please sign the documents if the terms and conditions are accepted Signature Date Assessment 4 The induction checklist is as follows Employee Name: Date of Employment: Position: Supervisor: Department: Section: Task Elements Date Initials Employment Contract Job Details Award Employment Status Probabtion Period Leave Salary Hours of Work Time of Work Leave Hours Documents Place where they are kept Company Policies Smoking Uniform Absent Drug Policies Disciplinary Policies Greivances Policies Telephone Calls Parking Harrasement Policies Caught in such acts Rehabilation Policies Copy sighted Hazards & Training given Equipment Human Skills Environment Cusomter Handling Manual Handling Emergency Process Person to be contaced First aid station Evacuation method Workplace tour Toilets Outlet Front area Back area Ground Introduction Colleagues Employees Supervisor Management Paper Work Tax computation Superannuation Employee form Union Membership Bank account Others: Induction program coordinator: Date of induction program: Employee Signature: References Hicks, R. & Andrew, J. 2005. Developing teamwork skills inside and outside the classroom”, Social science monograph, Volume 1 Miles, S. 2002. Overcoming resource barriers: the challenge of implementing inclusive education in rural areas. Enabling education network Read More