CH11 Retail Organization and Human Resource Management

Question 1

retail organization (p. 273)

Answer 1

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

Question 2

hierarchy of authority (p. 277)

Answer 2

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

Question 3

organization chart (p. 277)

Answer 3

graphically displays the hierarchal relationships of a retailer

Question 4

Mazur plan (p. 278)

Answer 4

divides all retail activities into 4 functional areas: store management, communications, merchandising, and financial accounting

Question 5

equal store organization (p. 280)

Answer 5

when buying is controlled by a single authority and branches become sales units with equal operational status

Question 6

diversified retailer (p. 280)

Answer 6

a multi-line firm operating under central ownership

Question 7

human resource management (p. 281)

Answer 7

involves recruiting, selecting, training, compensating, and supervising personnel in a manner consistent with the retailer’s organization structure and strategy mix

Question 8

human resource management
process (p. 285)

Answer 8

consists of the following personnel activities: recruitment, selection, training, compensation, and supervision

goal? obtain, develop, and retain employees

Question 9

recruitment (p. 286)

Answer 9

the activity whereby a retailer generates a list of job applicants

Question 10

job analysis (p. 286)

Answer 10

when info is gathered on each job’s functions and requirements: duties, responsibilities, aptitude, interest, education, experience, and physical tasks

Question 11

traditional job description (p. 287)

Answer 11

contains position’s title, relationships (superior and subordinate), and specific roles and tasks

Question 12

goal-oriented job description (p. 287)

Answer 12

lists basic functions, the relationship of each job to overall goals, the interdependence of positions, and information flows

Question 13

application blank (p. 288)

Answer 13

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

Question 14

weighted application blank (p. 288)

Answer 14

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

Question 15

pre-training (p. 289)

Answer 15

an run-down of the firm’s history, culture, and policies, job orientation on hours, compensation, the chain of command, and job duties

Question 16

onboarding (p. 289)

Answer 16

the process of integrating new employees into an organization and its culture, and understanding the expectations of their new job

Question 17

training programs (p. 289)

Answer 17

teach new (and existing) personnel how best to perform their jobs or how
to improve themselves

Question 18

compensation (p. 290)

Answer 18

direct monetary payments (salaries, commissions, and bonuses) and indirect payments (paid vacations, health and life insurance, and retirement plans

Question 19

supervision (p. 291)

Answer 19

the manner of providing a job environment that encourages employee accomplishment

Question 20

job motivation (p. 291)

Answer 20

the drive within people to attain work- related goals (can be positive or negative)