CH11 Retail Organization and Human Resource Management Flashcards

1
Q

retail organization (p. 273)

A

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

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2
Q

hierarchy of authority (p. 277)

A

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

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3
Q

organization chart (p. 277)

A

graphically displays the hierarchal relationships of a retailer

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4
Q

Mazur plan (p. 278)

A

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

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5
Q

equal store organization (p. 280)

A

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

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6
Q

diversified retailer (p. 280)

A

a multi-line firm operating under central ownership

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7
Q

human resource management (p. 281)

A

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

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8
Q

human resource management
process (p. 285)

A

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

goal? obtain, develop, and retain employees

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9
Q

recruitment (p. 286)

A

the activity whereby a retailer generates a list of job applicants

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10
Q

job analysis (p. 286)

A

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

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11
Q

traditional job description (p. 287)

A

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

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12
Q

goal-oriented job description (p. 287)

A

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

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13
Q

application blank (p. 288)

A

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

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14
Q

weighted application blank (p. 288)

A

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

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15
Q

pre-training (p. 289)

A

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

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16
Q

onboarding (p. 289)

A

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

17
Q

training programs (p. 289)

A

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

18
Q

compensation (p. 290)

A

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

19
Q

supervision (p. 291)

A

the manner of providing a job environment that encourages employee accomplishment

20
Q

job motivation (p. 291)

A

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