CH11 Retail Organization and Human Resource Management Flashcards
retail organization (p. 273)
a structured system through which a firm allocates tasks, policies, resources, authority, responsibilities, and rewards to effectively meet the needs of its target market, employees, and management
hierarchy of authority (p. 277)
outlines the job interactions within a company describing the reporting relationships among employees (from lowest to highest level)
coordination and control are also provided by the hierarchy
organization chart (p. 277)
graphically displays the hierarchal relationships of a retailer
Mazur plan (p. 278)
divides all retail activities into 4 functional areas: store management, communications, merchandising, and financial accounting
equal store organization (p. 280)
when buying is controlled by a single authority and branches become sales units with equal operational status
diversified retailer (p. 280)
a multi-line firm operating under central ownership
human resource management (p. 281)
involves recruiting, selecting, training, compensating, and supervising personnel in a manner consistent with the retailer’s organization structure and strategy mix
human resource management
process (p. 285)
consists of the following personnel activities: recruitment, selection, training, compensation, and supervision
goal? obtain, develop, and retain employees
recruitment (p. 286)
the activity whereby a retailer generates a list of job applicants
job analysis (p. 286)
when info is gathered on each job’s functions and requirements: duties, responsibilities, aptitude, interest, education, experience, and physical tasks
traditional job description (p. 287)
contains position’s title, relationships (superior and subordinate), and specific roles and tasks
goal-oriented job description (p. 287)
lists basic functions, the relationship of each job to overall goals, the interdependence of positions, and information flows
application blank (p. 288)
an initial screening tool that collects basic data on an applicant’s education, experience, health, job history, hobbies, and references
it is concise, easy to interpret, and serves as a foundation for interview questions
weighted application blank (p. 288)
a hiring tool that assigns higher numerical values to factors strongly related to job success (i.e., education, experience, etc.), allowing employers to quantitatively evaluate and compare applicants based on their likelihood of performance
pre-training (p. 289)
an run-down of the firm’s history, culture, and policies, job orientation on hours, compensation, the chain of command, and job duties