Retail Management Module 10 Retail Operations Managing the

Retail Management Module 10: Retail Operations Managing the Store

Finding Personnel

Learning Outcomes: Finding Personnel 10. 1 Explain how retailers find the best personnel • 10. 1. 1 List some ways to screen prospective employees • 10. 1. 2 Describe the information a retail manager wants to get from interviewing a prospective employee • 10. 1. 3 Compare and contrast various approaches to training new employees

Six Steps for Hiring There is a six step process for screening a prospective employee. 1. Filling out an application 2. Completing a test, if it’s required for the position 3. Executing the interview 4. Checking the applicant’s references. 5. Completing a physical exam, if required for job duties. 6. Making the final decision

Interviewing Prospective Employees Structured interview: • • • Learn wide range of information about each candidate Calmer setting Learn information in uniform way Unstructured interview: • • • Additional questions can be asked It is more relaxed, more like a conversation However, it might not lead to as reliable of information

Training New Employees • • • Each company has specific method to train employees Orientation must happen first Training: process of learning the steps and processes of the job Different ways to offer training 1. 2. Lectures Practice (most effective)

Retaining Personnel

Learning Outcomes: Retaining Personnel 10. 2 Explain how retailers keep the best personnel • 10. 2. 1 Describe how to evaluate retail employees and provide feedback • 10. 2. 2 List some reward and compensation plans for great employees • 10. 2. 3 Identify qualities of strong management leaders

Activity • What are some of your best and worst experiences with on-boarding at a job? Discuss your experiences with a partner, and use the vocabulary in this module to describe what happened.

Employees Evaluations and Feedback • Don’t think about evaluations as critical: more as a way to evaluate performance and make improvements • Properly implemented performance reviews, evaluations, resulting feedback provide productive feedback to help employees • Suggesting changes and coaching is effective • • Look at effort, abilities, and clarity of tasks to determine job performance Graphic rating scales and checklists can be used

Rewards and Compensation Plans • Financial awards • Pay increase Non-financial rewards: • • Additional personal time off Training opportunities Personal perks Onsite fitness center or yoga classes Flexible hours Day off Parking

Strong Leader Qualities Transformational leadership involves helping employees to work to betterment of group Qualities common among great managers: • • • Provides training and instruction to employees Motivates, praises, rewards, gives constructive criticism Leads by example Has awesome communication skills Seeks information and opinions from everyone Make sure everyone is satisfied in their work

Operating Functions

Learning Outcomes: Operating Functions 10. 3 Describe the operating functions that can reduce costs • 10. 3. 1 List the key aspects of efficient employee scheduling • 10. 3. 2 Describe the activities involved in general store maintenance • 10. 3. 3 Explain strategies to reduce inventory shrinkage

Employee Scheduling What is the best way to prepare a schedule? • Know your employees • Build shifts around your star employees • Have way for employees to communicate • Get schedule out in timely manner so employees can plan better • Make sure to honor time off requests and work preferences • Shift responsibility to employees • Have list of part-time employees

Store Maintenance • • • Everyday, floors should be mopped, shelves dusted, and bathrooms cleaned Cash registers may need to be opened at beginning of shift and totalled at the end Make sure doors are unlocked and then locked and food is covered and stored Checklists are the key Insuring that all tasks get done require proper planning Restaurants are more challenging when it comes to opening and closing

Reducing Inventory Shrinkage • • • Train employees well Tighten security Keep employee on sales floor at all times Have certain employees accepting and verifying shipments Review purchase orders Count and recount

Quick Review Human resources are huge part of retail business landscape From screening potential employees, interviewing, hiring, and training, each step requires skill and planning New employees must be onboarded effectively to feel comfortable in new role Continued training to maintain and improve skills must be organized, tracked, and implemented Service is the key, and excellent staff give great service