Sustaining Employee Performance
May 2, 2016
Dr. LauraAnn Migliore
Sustaining Employee Performance
The jobs that I have chosen to use within my company are:
Store Manager: Responsible for the overall management of the store including the sales, financial, operation, and human resources to ensure maximum profitability.
Sales Representative: Responsible for ensuring a great customer experience and maximum profitability. Performs various sales and register transactions and aids in controlling shrink through customer interaction.
Performance management is the process by which an organization ...view middle of the document...
My company uses performance management systems during the on-boarding and training process, along with touch bases before each shift to review, daily store goals, and individual goals to include KPI’s (key performance indicators ex:, units per transaction, average dollar sale)
Yearly evaluations are performed and through the constant communication with the manager the associates should not be surprised by the results on the yearly assessment.
Job analysis or job evaluations for both positions can use the same methods of evaluations. Store managers have the same selling responsibilities as sales associates with the common goal to increase store sales productivity. While the manager has more than just the one responsibility it is up to the leadership to assist with the selling techniques.
The overall the most common evaluation method for sales associates would be the classification method. All sales associates have the same title and job responsibilities and their experience does not usually come into play unless they are going for a higher position within the company. Sales associates are held to the same expectations within a company, by having job standards and instructions to ensure they are understood and followed.
The advantages of classification evaluations would be the simplicity of it. The category structure exists independently of the job, making new jobs classified more easily with the job title. The disadvantages of classification could be that the judgements are subjective, certain groups of employees could be affected due to a built in biases. The most recognizable disadvantage would be that some jobs could fit within more than one category.
The second method of job evaluations for the sales associates would be the point method. The compensable factors include the categories of, skill, responsibilities, effort, and working conditions. By taking the categories and using a point factor to form a total point score for the job, salary grades are assigned and similar jobs are placed within the same salary grade.
Advantages are the value of the job are expressed in monetary terms, can be applied to a wide variety of jobs, and newly created jobs can be added in easily. Disadvantages are the pay for each factor is based on judgements that are questionable.
Store managers are evaluated under the point method for the exact same reasons as sales associates. They are responsible for many factors within the store and company, and breaking down their job duties to have a pay grade associated with the manager scale. The disadvantage to this method of evaluation would be if the store volume is not a factor in the points system. Not all stores within a company will perform with the same results or KPI factors based on location and accessibility of a store. Higher volume stores require more staff to manage and product to process.
The second common job evaluation would be the ordering method (ranking method). While...