Assignment Help on Retail Manager

Ms. Kim Jones is owner and director of Triangle Tribes and has been successfully running the business of funky and stylish fashion house under the parent of The Triangle Group. The business is targeting the audience with high disposable income and who want to purchase the latest fashion. The store is located in Chapel Street, Prahran, Melbourne and sells both male and female clothing line. The business is flourishing and now Ms. Jones is more concerned about the business and is more focused on the designing side hence a Store manager is required to help Ms. Jones with the Store Activities including all the elements of sales and store.

  1. JOB ANALYSIS:

Price (2013, pp. 1-4) in his guide explains that how non verbal and verbal communication can lead to good selection of the prospect. According to the guide, job analysis is the one map which helps the HR manager to better understand the candidate and hence a good description including the priority wise responsibilities of the required candidate as well as the requirement should be clear. For this retail venture, Doyle (2013) has listed many questions which help to short list the job analysis related to retail store manager and list down the responsibilities and requirement.

 

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RESPONSIBILITIES:

  • A person who completes store requirements by scheduling and assigning employees and completing the task by following up.
  • Maintaining store staff by selecting and training the permanent and contractual employees.
  • Result Orientation by counseling and disciplining the employees while monitoring, planning and doing the job appraisal.
  • Setting and achieving financial objectives by preparing an annual budget, controlling and scheduling expenditure, finding out problems and resolving them.
  • Identifying the market trends and requirement by interacting with current and potential customers and reviewing the market.
  • Ensuring availability goods and maintaining inventory under control.
  • Preparing pricing policies as per the market analysis, determining sales promotion and clearance sales.
  • Taking proper measuring for the security system.
  • Keeping safe and clean store environment.
  • Taking care of stability and reputation of the store.
  • Monitoring legal requirements.
  • Establish changes in the marketing strategy if required to improve profitability and departmental sales records.
  • Updated technical and professional knowledge by attending workshops and reviewing professional publications.
  • Maintaining strict and enforcing programs to follow policies and procedures of the company.
  • Result oriented personality and prompt the same in the team working under the Store manager.

SKILLS:

Customer focus, tracking the budget expenses, Pricing control, Result Driven, Market Knowledge, Good Verbal communication Relationship with the Merchandize  Manager and Vendors, Knowledge of Staffing, Strategic Planning, People Management, Client Management,

REQUIREMENTS:

Minimum experience required of 3 years with experience in retail management. Candidates with professional qualifications in retail management will be preferred. Personal computer retail courses are preferred but are not mandatory.

  1. JOB DESCRIPTION:

Work – Chron.com (1992) defines the job description as yearlong project plan for the Store Manager.

Job

Store Manager

 

Reports to

Director

 

Location

Chapel Street, Prahran, Melbourne

 

PRINCIPAL ACCOUNTABILITIES & PERFORMANCE STANDARDS

Critical Job Elements

Key Performance Indicator (“KPI”)

1. Business / Operating Results:

Portfolio Targets: Manage performance of portfolio products on the parameters of growth, share, image, distribution penetration.

Review performance against targets & devise plans to ensure that budgetary targets are met.

Product Innovation: Improving existing products based on feedback obtained from customer & distribution/sales team.

Evaluate market segments which have not been tapped. Understanding the needs of existing segment which has the potential for future growth. Identify customer segment competitive trends impacting that segment

Evaluate the market in the male and female market and work with the designing team to create designs which have bigger market.

Market Developments: Remain updated with the market in terms of customer needs within product segment. Develop and leverage an in-depth understanding of customer needs within the product segment.

Further keep a vigilant look out on competitive offers & activities to respond accordingly.

·         Conducting post launch research for new products done.

 

·         Carrying out periodic competition scans on new designs presented by other competitors..

Store Development: Leverage & engage team to maximize sales.

·   Develop a process and educate the sales teams on market-place dynamics, providing market knowledge and trainings on a periodic basis.

·   Launch sales campaigns to generate competition and motivate front end-staff.

·   Share monthly performance summary with the team highlighting best & worst performers within the product categories.
       

 

2. Customer Satisfaction/Service:

Brand Building: Responsible for ensuring that marketing plans are executed as per agreed terms.

·         Ensure that ATL/BTL campaigns planned for the year are executed agreed terms.

Liaison with other functions: Ensure the inventory management and other departments are working in the same direction to ensure high customer satisfaction.

·         Discuss ideas with other functions and work with them to deliver expertise which will support in the achievement of overall store objectives

 

3. Employee Management:

Learning & Development of Team: Identify Training & development needs of the team & ensure ongoing capability development

·         Ensure that all the team members including the 8 contractual and 8 permanent staff have undergone necessary training required to support their development & growth.

·         Ensure that team members remain motivated to perform at optimum levels throughout the year.

Competencies
Behavioral Skills & Personal Qualities

 

Skill Level*

Leadership Skills

1

2

3

4

Strong interpersonal skills

1

2

3

4

Technical writing skills

1

2

3

4

Problem solving and decision making skills

1

2

3

4

 

 

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Name                          Signature                Date    (dd / mm / yy)

Approved by

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Next Review Due Date

 

 

 

 

3.       PERSON SPECIFICATIONS

Education/ Qualification

Experience

Bachelors in Retail Management

3-5 years of experience

Trainings (Preferred)

Retail Management Courses, retail Computer Courses.

 

Knowledge/ Abilities

–        Knowledge of market segmentation & industry

–        Knowledge of retail products & procedures

–        Ability to prepare feasibilities for existing & new products

–        Knowledge of market

 

  1. RECURTIMENT:

INTERNAL METHODS:  Promotions and Transfers 
Through within transfers and promotion, this method will help filling up the required vacancies. Human Resource gurus believe that this lateral movement from one department to another or from one job to other will help one grow.  At one end it leads to changes in the duties and responsibilities and on the other side it gives a change in position as well to motivate the candidate.

Different companies create pool of employees which needs to be promoted or whose core capacities and abilities are different than the job they are working in and then once a required position is available best of the lot are presented with the position. An employee while who works at such job for more than 240 days, becomes permanent under Industrial Disputes Act and is entitled to all relevant benefits.

JOB POSTING:

Job posting in the organization is more effective as internal recruitment as it gives management the chance to interact with those employees which are not comfortable in the jobs they are currently working at. The emailing of job posting and information with the job description is forwarded to all the employees as well as with the information concerning the compensation. The employees who are interested show their interest formally through immediate supervisor or through human resources department. This way short listing becomes easier as all the prior information resides with human resource.

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