Andrews University_Human Resources Management BSAD670_Group Assignment Report
To conduct a Job analysis for Store manager position in Retail industry
Develop effective Job specification, Training module, and Selection process
3. COMPETENCY-BASED JOB ANALYSIS
U.S. Department of Labor Competency Model
Strategy
Organizational
Structure
Workflow:
Value Chain
Standard Occupational
Classification (SOC)
The Occupational Information
Network (O*NET)
TOP-DOWN APPROACH
4. Occupation
Management
Industry Sector
NAICS: North American Industry
Classification System
DATA COLLECTION: (1) SOC & O*NET
General & Ops manager 11-1021.00 - https://www.onetonline.org/link/summary/11-1021.00
First-line supervisor retail sales 41-1011.00 - https://www.onetonline.org/link/summary/41-1011.00
Retail salesperson 41-2031.00 - https://www.onetonline.org/link/summary/41-2031.00
5. STRATEGY
DATA COLLECTION: (2) INTERNAL
Corporate
(Centralized)
Stores
(Decentralized)
Major functions
Functions relationship
Store manager scope:
• Full responsibility
• Partial responsibility
13. COMPETENCIES vs. MBA
Premilinary result:
Validity Test:
MBA should not include in essential criteria
Find if significant corelation between MBA and
performance from existing Store managers
17. Task Analysis A detailed analysis of a job to
identify the skills required, so
that an appropriate training
program can be instituted
Competency
Analysis
Careful study of competency level
to identify a deficiency and then
correct it with a training program, or
some other development
intervention.
ASSESSING TRAINING NEEDS
21. TRAINING MODULE: STORE MANAGER
Strategic planning
Finance
People managing
Store design
Store planning
Merchandising
Visual comm.
Merchandise
Retail pricing
Ads & Promotion
Operations mgmt.
Customer service
Retail selling
MIS/CRM
22. • Audio-visual instruction
includes:
• Overheads
• Slides
• Video
• It has been used for
improving:
• Communication skills
• Interviewing skills
• Customer-service skills
• Illustrating how
procedures should be
followed
PRESENTATION METHODS: AUDIO-VISUAL TECHNIQUES
23. • Training methods that
require the trainee to be
actively involved in
learning
• These methods include:
• On-the-job training (OJT)
• Simulations
• Case studies
• Business games
• Role plays
• Behavior modeling
HANDS-ON METHODS
24. Level 1 - Reaction
Level 2 - Learning
Level 3 – Behavior
Application
Level 4 – Business
Impact
Four Levels
of Training
Effectiveness
EVALUATION OF TRAINING EFFECTIVENESS
25. Level 3- Behavior Application
• The frequency of application
of new skills/knowledge/
attitudes.
• The effectiveness of the
skills/knowledge/ attitudes.
Level 1- Reaction
• Trainees’ reactions to
program.
• Did they like the program?
Did they think it worthwhile?
Level 2 – Learning
• What knowledge was
learned
• What skills were developed or
improved?
Level 4 – Result
• Influenced of each : Work unit,
department.
• Affect to business:
Productivity, Quality, Cost
Control, Satisfaction, other
EVALUATION OF TRAINING EFFECTIVENESS
26. Collect
Data
Isolate the Effects
of Training
Convert Data to
Monetary Values
Calculate ROI of
Training
Tabulate
Program
Costs
Identify
Intangible
Benefits
EVALUATION OF TRAINING EFFECTIVENESS
27. Net Program Benefits
Program Costs
X 100
Return on Investment Formula
ROI =
Example :
• Costs per program (20 participants) $ 90,00
• Benefits per program (1st year) $200,00
$ 200, – 90,00
$ 90,00
ROI = X 100
ROI = 122,2 %
29. Situation
• Shortage supply of store managers
• Develop Go-Forward University plan
• Job-oriented selection approach
Revise Recruitment Process
Build Succession Plan
Do Emloyment Branding
31. Promote from Co-Store Mgr/ Asst Store
Mgr or equivalent positions
Figure 1: Retail 2 career paths
(Source: Dunne, P. M., Lusch, R. F., & Carver, J. R. (2011).
Retailing, Seventh Edition. Cengage Learning.)
INCREASE INTERNAL SOURCE
32. Professional websites recruitment :
www.linkedin.com
Employee referral
Figure 2: Recruiting pyramid
(Source: Byars, L. L., & Rue, L. W. (2011). Human Resource
Management, Tenth Edition. McGraw-Hill Irwin)
INCREASE EFFECTIVE RECRUITMENT CHANNEL
36. Select prospective internal & external
sub levels
Use Campus recruitment
Figure 1: Retail 2 career paths
(Source: Dunne, P. M., Lusch, R. F., & Carver, J. R. (2011).
Retailing, Seventh Edition. Cengage Learning.)
SUCCESSION PLAN
38. The creation of an image of the organization as an
employer
Dissemination of information to employees and
market labor, focus on:
• High competitive payment
• Promotion opportunity
Attract qualified employees
EMPLOYMENT BRANDING
39. CONCLUSION & RECOMMENDATIONS
• Revise Job criteria more realistic by Competency-based method.
• Focus to Organizational Development with Go-Forward University Project,
effectively develop content (from Competency model) and delivery methods.
• Increase Internal Recruitment with Succession Plan.
• Include more effective External Recruitment Channel.
• Decide better Interview and Test with orientation to practical experience.