Human Resource Management

Title: Creating Your Dream Job

Student’s Name: Kimberly Bentley

Professor’s Name: Dr. Iris Boyd

Course: BUS 310 Human Resources Management

Date: 7/13/15

Creating Your Dream Job

Question 1: Create a job description and specification of your dream job

Job Title: Store Manager

Department: Retails Management

Reports to: Regional Manager, Human Resource Manager, and CEO of concerned company

Basic Functions: Maintaining cash control, maintaining consumer services, motel facilities, purchasing, and maintaining the store (Clark 2013).

Minimum Qualifications:

1. Bachelor Degree in Business Administration.

2. Preferably a Master Degree in retail management with a minimum of 2 years of experience in retail marketing.

3. Possess skills to handle marketing, accounting; business ethics, communication, and able to form management strategy for his store.

4. Hands-on experience of technical tools such as Microsoft Office, databases, and others.

Preferred Qualifications:

1. Account Payable and Accounts Receivables

2. Managing consumer relationships

3. Motel/ Store administration and management

4. Office administration.

Special characteristics:

1. Skills: bookkeeping skills; interpersonal skills; decision making skills; analytical and problem solving skills.

2. Personal Attributes: - flexible; honest and trustworthy, respectful, cultural awareness and sensitivity and know work ethics (Grant 1989). The Store Manager would usually accomplish the essential knowledge, attitudes, and skills through association in practice in a retail location.

Description of work:

1. The crucial duty of a retail manager is to maintain consumer services and provide facilities like greeting their consumers and giving proper assistance.

2. The Manager is responsible for cleanliness of motel rooms; order in the store and proper performance of laundry duties.

3. Maintain store supplies, stock, and inventory such as how much groceries to be ordered, check his stock against invoices, restock shelves, mark prices of the product, proper cash management, etc.

4. Maintain complete accounts of the store such as recording price in the log book, proper cash receivable and correct change returns; manage cash register; recoding of debit and visa accounts; manual general ledger and reconcile the bank statements.

Working Conditions:

1. The store manager has to give his maximum hours standing and maintain the shelves. So his physical demand is highest in the store.

2. The store manager would be required to handle a number of projects at a time and also meet consumers as and when they demand so.

Question 2: Design a compensation and benefits packages related to the dream job

The Manager of any store is usually the highest salary getter since he is the one who is taking care of all the crucial responsibilities and duties. Apart from base pay and cash, he is entitled to receive perquisites for extra and hard work. For the post of a store manager in retail context, the following compensation and benefits package would suffice at a minimum:

Direct compensation: Direct compensation is in the form of salary which the manager receives in his hand. It includes:

1. The base payment which varies as each company has its own norms for providing salary to their managers.

2. Direct compensation also adds overtime salary if the managers work for more than the required hours.

Indirect compensation: includes benefits/perks or perquisites which are awarded for performance which exceeds expectations. In this category:

3. Incentives are also added like Commission, Bonus, Profit sharing and stock option, etc.

4. Last in indirect compensation are deferred pay which includes stock purchase, saving plan and annuity.

The sum of above all is the total compensation package which is in cash form. Additionally, the company provides benefits-in-kind to the manager, which is not directly attached to the salary and such benefits, are:

1. Protection Programs: Life insurance, medical insurance, disability income, social security and pension.

2. Pay for Time not worked: Sick leaves, jury duty, vacations and holidays.

The above in-kind benefits are a means to provide job security to an employee and his family so that the psychological contract between the employer and the employee and the employment relationship are strengthened.

Question 3: Rationalize your compensation and benefit package. Be sure to indicate the research and consideration that went into the design of compensation and benefit package.

While designing the compensation and benefits package for the job of a store manager, the company has to see the return on investment that it receives in lieu of spending on the position. Candidates who would aim this position must have high-quality amalgamation of edification and related employment knowledge to perform in the capacity of a store manager with such high compensations and benefits.

It is certain that no firm would like to reimburse inefficient people at work. The firm sets the work load and targets for its employees, and then designs their salary structure accordingly. So, the compensation and the benefits mentioned above will not be too high for the companies to meet up. In numerous professional organizations, the managers are also offered certification courses to enhance their creditability and business skills. This makes sure that the manager’s analytical skills are well -groomed and worthy of the post occupied.

The above are the company requirements for the placement of a store manager. When we see the job outlook, we can straightforwardly substantiate the compensation and benefit plan. The store manager needs to work 24*7. He is the only personality in amass who has to be in the store full time.

He is supposed to make his store proficient and profitable, scrutinize and make best use of the product inventory and retail budgets, sales and purchasing, synchronize with his subordinates along with their regional head, finalize the most lucrative marketing agenda and hiring strategies required for his store, etc. He maintains and manages the company software and is accountable to give report to the main branch on daily basis.

From floor management viewpoint, the store manager is the one who has to do rotation of merchandise, in such way, that the products magnetize the patrons. All routine store jobs are performed and examined by the store manager. He is the creative head of his team. After analyzing all the obligations and the objectives of the store manager, it can be said that the compensation and benefits package designed is worthy and valid.

Question 4: Imagine this is the only position of its kind in the organization. From this perspective, design a performance appraisal program for the job.

For designing any performance appraisal program, the person under authority must comprehend that as per the place of duty what the fundamental requirements which require verification are. The performance appraisal is a fundamental and imperative program which is considered necessary by each corporation under which there are proficient mechanisms.

There are numerous methods for appraising a manager’s post like Management by Objective (MBO) methods, Critical Incident Method, Behaviorally Anchored Rating Method, Behavior Observation Scale and 360 Degree Performance Appraisal Method (Dessler 2014).

For the appraisal of managers’ positions, there are minority summits which the company keeps in wits before reviewing the performance, for example, the job description; rate of the person’s level of performance; reviewing with each employee’s performance and evaluation; and last giving overall rating for the performances.

The performance appraisal will include some performance factors which include a store manager’s administration skills pertaining to planning, managing and handling the store issues and eliminating the problems; his knowledge of work and that how well he is understanding all the phases of job; his communication ability as to how much he is listening to others; his teamwork ability regarding how well he is working in a team and leading the members; his decision making power, understanding the problems and solving them without hindrances in work, etc.

Also, his expenses management skills and ability to run the store at minimum cost; his human resource management skills, reporting and controlling his subordinate’s performance; capability of taking independent actions; the knowledge about his job; his leadership qualities; is he able to manage any change his personal appearance; his dependability and last but not the least, his employees responsiveness.

Question 5: Rationalize your performance appraisal program. Be sure to indicate the research and consideration that went into the design of performance appraisal program.

The research and consideration that went while crafting the above mentioned performance appraisal program is that the appraisal is for the position for which extreme efforts are detected as the store manager has to maintain good tuning with his subordinates, his management and his consumers.

The manager’s attitude performance review; creative and innovation performance reviews; performance review phases for decision making; interpersonal skills performance reviews; problem solving skills and employees evaluation review; teamwork skills performance skills review, etc; all are to be prepared and taken into account. Further, since a store manager would be the leader, mentor and coach of his peers and colleagues, he is expected to exhibit skills at an edge over his team members and store acquaintances. This justifies the point as to why the performance appraisal program for store manager would be a little complex and inclusive of more factors than that for other positions.

The performance appraisal is designed by the company by keeping an important point in mind that this will help them tighten the bond with their employees and achieve synchronization between the day-to-day work of the employees and strategic business objectives. The ideal target setting with a collective technique to allow manager’s advancement and categorize the obstacles for timely removal will always help to accomplish both personal and professional goals easily and promptly.

Gratifying the employees as per their performance will encourage them to attain their goals and targets. Even the managers want to feel victorious and to do enormous in their job. The company management and managers need to guarantee that to achieve their targets; both of them must have unambiguous understanding of their role and responsibilities. Company-wide employee appraisal, regular individual analysis and clear visibility will help the manager identify the skills gaps and corporate competencies and with the help of performance appraisal report the companies can easily identify new training and development programs that are needed for future developments of their human resources. The performance management program and its effective implementation will consequently benefit the company, managers and employees.

References

Clark, M.M. (2013). The Job Description Handbook. USA: Nolo

Dessler, G. (2014). Human Resource Management. Pearson Education.

Grant, P.C. (1989). Multiple Use Job Descriptions: A Guide to Analysis, Preparation and Applications for Human Resource Managers. USA: Quorum Books.