Week 6 EOC: Perform job analysis, write job descriptions, and job specifications

Retail Store Manager Description

 

            “Effective hospitality managers provide ongoing performance feedback to their employees. This process is integral to maximizing the effectiveness of an operation's workforce. Documenting performance appraisal efforts may be a human resources responsibility, but those who directly supervise the worker and have firsthand knowledge of the performance often can best perform the evaluation, and they are best able to help employees improve their performance levels.” (Page 296)

            Being a retail store manager is someone that can assist you. When it comes to being a retail store manager job responsibilities are the most important things is serving customers by providing merchandise and also supervising staff. Other job duties are completes store operational requirements by scheduling and assigning employees and also following up within the work results.

·        Maintains store staff by recruiting, selecting, orienting, and also training new employee’s

·        Ensures availability of merchandise and services by approving contracts and service requirements

·        Achieves financial objectives by preparing an annual budget for the store, scheduling expenditures, analyzing variances and inciting corrective actions

·        Identifies current and future customer’s requirements by establishing report with potential and actual customers and other person’s in a position to understand service requirements.

Basic procedures should be used to evaluate the performance of all employees at the same organizational level regardless of their functional department. HR managers can develop policies and procedures that address concerns such as: •Specific goals of the appraisal process

•Mechanics of the system

•Frequency of appraisal

•The process, if any, by which appraisal comments are provided to employees before the formal session

•Suggested length of time for the appraisal session

•Disposition of appraisal information (e.g., a copy provided to the employee and included in the staff member's permanent personnel (Page 300)

What you need to be a retail store managers are skills and also the qualifications to gain the position. Such as being a customer’s focus, tracking budget expenses, vendor relationships, market knowledge and also client relationship. With all these skills you gain over the year within the industry. You do not gain these qualifications while taking classes or even by having one job under your belt. You do gain these skills within the years and many employment that you have on your resumes. Within these different sills you gain many experience to lead you towards the right job for yourself.

“Management (hopefully in conjunction and consultation with employees) should set and communicate the employee's targets or goals, whether they are of a financial, attitudinal, or behavioral nature. An inherent advantage of this approach is that those employees who know their goals and who participate in establishing them will more likely work diligently to achieve them. Note: Goal setting and goal achievement measurements and rewards are not new concepts. Management by objectives (MBO), the concept of using identifiable objectives to measure performance and to assign employee rewards, is decades. “(Page 306)

Week 4 EOC: Hiring Factor

Hiring Factor

            “You've probably heard the old expression, “You only have one opportunity to make a good first impression!” This commonsense observation sets the scene as we address a new employee's initial on-job activities and ethical considerations that should guide the organization and its employees as decisions are made.” (Page 133)

            When it comes to the hiring factor with people they are many ways for an employees to look for new hires. My opinion of the advisability and legally of references such as tattoos, personal hygiene and scars any can get a job if they keep up to these standards. Such as with personal hygiene if someone doesn’t brush their teeth, wash their body or look at least decent when coming to work. When a situation such like this happen the store manager or supervisor should pull this person aside then talk to them how things can get better. It’s not like you’re picking on them but your looking out for the company. When hiring new associates this is the main factor to look example such as does the person fit the company, can they represent this company or if they don’t can they come to working looking like they do represent the company.

“Managers should consider their own initial work experiences and the impressions that were created. Background information about the process by which new staff members adapt to a work situation establishes the context within which orientation programs are planned and implemented. The orientation process is important for both the new staff member and the hospitality organization. Therefore, it should be carefully planned and, once used successfully, its major components can be replicated for use as initial on-job activities for future employees are required.” (Page 134)         

            Even when it comes to a tattoos any one can hide the art piece. For example with women’s they can wear a sweater over their blouse, wear a accessories if the art piece is locate on their waist or even using a bandage if the art piece is bigger than three inches.  Then with the men’s wear in any workplace their uniform are required to wear a dress shirt or even a button up shirt. Either of these shirts are longer enough to cover the art piece from shoulder to waist. If any employees won’t hire you for these reason this is wrong.

 When it comes to scars on any part of your body an employees can ask happen to you to get that scars or honesty it is not their problem. For example a scar can happen from a simple accident, since you were born, or something terrible that happen to you that you don’t want to talk about. The scar can be something personal to you that every time you think about its like nightmare. No one cannot make you talk about or explain why it is on your body just to get a job.

“Ethics relates to concerns about what is right and what is wrong. Professional managers are ethical managers, and they consistently use procedures that incorporate ethical considerations. The best-run organizations are influenced by a culture driven by ethical concerns, and their manager’s role-model the practices that are appropriate for their employees. These staff members will likely treat guests in the same manner as they are treated, so the success is better assured when ethical concerns are at the forefront of the decision-making process.” (Page 134)

            No job is worth feeling small for any worth of money. Any job that you apply for should not make you do anything that you don’t want to. If the standard of the job is not up to your standard or beyond your standard just don’t accept the job.

Week 3 EOC: WorkPlace Fairness

Workplace Fairness

            While during researching on the website National Employment Lawyers Association (NELA) it inform people of workplace rights to if there any problems at their workplace. This NELA is a website for you to hire an attorney if your workplace is treating wrongful.” The Civil Rights Act of 1964 makes it illegal for employers to discriminate in hiring and in setting the terms and conditions of employment. Labor unions are also prohibited from basing membership or union classifications on race, color, religion, sex, or national origin. The law also is clear in its prohibition of employers retaliating against employees or potential employees who file charges of discrimination against them, refuse to comply with a discriminatory policy, or participate in an investigation of discrimination charges against the employer.” (Page 35)  A workplace can’t turn around an employee’s due what they don’t like. Every single person in the world does deserve a chance for a job. If though if the applicant is from another country a job can’t not turn them away. The only reason a job can turn an applicant away is due to them not being right for the job or doesn’t have enough experience to accept.

            NELA can assist you with many different options that you need to get support for a job that is not treating you correctly. “Employment law in the United States arose, in most cases, as a result of the demands of workers for better working conditions and the right to organize. Whenever these worker demands were deemed reasonable by a majority of society or the courts, legislation was enacted and became part of the accepted employment practices of the country.” (Page 28)  When you first get to the website you are able to know about your workplace fairness rights. It also lets you know about what they are talking about for the week. For this week topic is overcoming your first interview, yes it might seem like a scaring situation at first. While reading the topic of the week it gives you a summary about it be about to get read more. But also on the main page of NELA it gives you tabs to learn more about their website, ways to protect your rights, their blog, and also they have a page for a press release.  If you want to get more information about your workplace rights the main page can assist you with all that.

             “Hospitality managers interact with governmental entities in a variety of different ways, and they must observe the procedures and regulations established by the government. Managers must fill out forms and paperwork, obtain operating licenses, maintain their property to specified codes and standards, provide a safe working environment, and, when required, even open their facilities for periodic inspections.” (Page 30) Some information an employees that would use this website for discrimination, benefits, leaves, and the main problems most companies get avoid is harassments. The NELA is the best website that anyone can use to help them out with any problems that they are experience without being notice.

            A hospitality mangers can best address these different situation is take the person to the side and talk to them nice without pointing fingers. You don’t want the employees to think you are taking sides due to management being higher than they are. Hospitality mangers want to seem like they are the middle person without accusing anyone.