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Anna Christensen
Anna Christensen
Anna Christensen
Anna Christensen
Anna Christensen
Anna Christensen
Anna Christensen
Anna Christensen
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Anna Christensen

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  • 1. Nordstrom BA 301 Presented by Anna Christensen
  • 2. Nordstrom <ul><li>Nordstrom was established by John W. Nordstrom in 1901. Since the beginning the Nordstrom business philosophy has been based on exceptional service, selection, quality and value. Instead of categorizing departments by merchandise, Nordstrom created fashion departments that fit individuals&apos; lifestyles. The specific part of Nordstrom I am focusing on is the juniors section, called Brass Plum. This section of Nordstrom department store provides services and products. The services include: dressing room attendants, alterations, and sales representatives. The goods available in Brass Plum are: clothing, accessories, shoes, and beauty items. </li></ul>
  • 3. Nordstrom Employees <ul><li>Nordstrom employees all start out as sales associates. They are paid with the draw system. This means that they are either paid about $9/hr or based on commission if that exceeds the hourly wage. This is because Nordstrom wants sales to be higher and this gives employees incentives to boost sales. </li></ul>
  • 4. Nordstrom operations <ul><li>Managers must consider many things such as scheduling ( Brass Plum has the highest traffic in the afternoon, evening and weekend times because their customers are younger), quality of merchandise and services, costs of products, training and development of employees, and store layout. </li></ul>
  • 5. Flowchart of Employees Sales Associate Assistant Manager FNL (Future Nordstrom Leader) Manager Regional Merchandise Manager Assistant Buyer Buyer Corporate or Store Manager
  • 6. The Problem <ul><li>The retail industry as a whole has a hard time with maintaining a low employee turnover percentage. This should stay low because employee/customer relationships are essential, especially at Nordstrom. The reason Nordstrom sees a problem with retention is because the pay isn’t extremely competitive, and it is hard to advance quickly. </li></ul>
  • 7. Recommended Solution <ul><li>There should be management that employees want to work for; strong managers will make people want to stay. In addition to that, an increase in pay, or more competitive pay, would be an incentive for employees to stay. If they make pay more based on performance the high performers will have a better reason to stay. Sales will also increase if employees are focusing more on performance. </li></ul>
  • 8. Lessons Learned while completing the project <ul><li>During the completion of this project I learned that operations management has a significant impact on the success of a company because it affects sales, customer and employee satisfaction and many other things. There are several components of operations management such as capacity management, manpower planning, acquisition and control, scheduling, managing for quality, cost control, employee training and development, and facility location and layout planning that affect the entire organization greatly. </li></ul>

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