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4-18
Job identification
o This should include a job tile (Store Manager), who the position reports to
(Jennifer), the location of the position (USA), and the date the job description was
A summary
o This should be a small summary of what the position is. “In general, the store
manager is responsible for directing all store activities in such a way that quality
work is produced, customer relations and sales are maximized, and profitability is
bookkeeping and cash management, cost control and productivity, damage control,
Relationships
o Who the position reports to (Jennifer), who the position supervises (about 7
employees), who the position works with (other branch managers and workers),
and who they interact with outside the company (customers and suppliers)
Standards of performance
o A list of the standards the company expects the employee to achieve. For example,
have a store revenue of at least $500.000; to create and maintain good relationships
o A list of the human requirements for the job. For example, a Bachelor’s degree in
4-19
Yes, I think standards and procedures should be included in the body of a job description. It creates
a clear picture of what the job entails and how the job should be done. It’s also something that a manager
or supervisor can review if they forget how something should be done or what they’re supposed to be doing
in that role.
4-20
Some methods that Jennifer could use to acquire the needed information are interviews,
4-21
I think the store manager job description should be a hybrid of a traditional job analysis and a
competency-based job analysis. I think it should still include the six topics listed in question 4-18 but I also
think it would be beneficial to Jennifer to initiate a competency-based analysis so that current and future
managers and supervisors can understand the measurable, observable, and behavioral competencies
required for doing their job well. Those competencies could be divided into categories like general
competencies, leadership competencies, and technical competencies. These competency categories would
match the responsibilities & duties and job specifications of a traditional job analysis.