DPB6013

HUMAN RESOURCE MANAGEMENT

CASE STUDY

LECTURER NAME : NUR HAFIZAH BT JAILANI

NAME MATRIC NUMBER

SHATINI BT MOHD IESA 05DPM15F1120

NUR IFIQQA BT IDRUS 05DPM15F1080

NUR SAFFIQAH KHARIAH SAMSUMIN 05DPM14F2048

FATEEN NADHEERA BT RIJI 05DPM14F2016

KASYFILLAH BIN ABDULLAH 05DPM15F1991

 Continuing Case: Danish Cleaning Company

1. What should be the format and final form of the store manager’s job description?

The final form and the format for the store managers’ of job description should be Claudia
should include the standards of performance section in the jobs descriptions. Job description
is a written form of statement that list out the tasks to be performed in a job, working
conditions and equipment used in its implementation. It is also the list of standards expected
under each of the main duties and responsibilities. Having the list, it may help the candidate
and employees to understand the company policies and procedures and expectations from
employees without having the store managers answering “because I didn’t know it was my
job” or “because I didn’t know that was the way we were supposed to do it”. Claudia should
provide key competencies that an employee doing that job must exhibit. Key competencies
defined as specific qualities that a company’s recruiters have decided are desirable for
employees to process. Examples of key competencies are teamwork, responsibility,
communication skills, leadership and more. This is because competency analysis focuses
more on “how” the worker meets the job’s objectives or actually accomplishes the work, it is
more workers focused. It is also important to address the problem of the employees not
understanding company policies, procedures and expectations.

2. i) How should Claudia go about collecting the information required for the standards,
procedures and job description?

About collecting the information required for the standards, procedures and job description,
Claudia should first go about conducting the job analysis. Job analysis is the process of
studying and collecting the information on the duties and responsibilities of a particular
employee and the type of workers needed. Then she should check out the existing policies
and procedures of the company in place. She should also go collecting information about
work activities whether it is related to cleaning, selling, teaching and painting. Moreover,
human behaviours of employees such as communication, writing, lifting weights and walking
long distance. Machines, tools, equipment and work aids should also be determined about the
tool used, material processed, counselling and knowledge. However, for performance
standards, information about the job’s performance standard to appraise employees should
also be collected. Then, information about job context including physical working condition,
work schedule, social context and more. Lastly, she should also collect information about
human requirements such as education, training, experience and more. These information is
best collected by using the methods of interview, questionnaires, observation, logs that are
maintained by their employees. In addition, Claudia should ensure that she is identifying the
essential functions of the job, and the descriptions comply with the law.

ii) What, in your opinion, should the store manager’s job description look like and contain?
Draft your answer.
The store manager’s job description should look like and contain the following things.

Carter Cleaning Center

Store Manager

Job Description

Title 2017 Store Manager

Department(s
Cleaning
)

Reports to President (Claudia)

Job summary

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 maintained
through effective control of labor supply and energy costs

Summary of essential job functions

In accomplishing the general aim the store manager’s duties and responsibilities are

 Quality control

 Store appearance and cleanliness

 Customer relations

 Bookkeeping and cash management

 Cost control and productivity

 Damage control

 Pricing

 Inventory control

 Spotting and cleaning

 Machine maintenance

 Purchasing

 Employee safety

 Hazardous waste removal

  Human resource administration

Knowledge, skills and abilities

(The knowledge, skills and attitudes required for satisfactory job performance)

Knowledge

The incumbent must have proficient knowledge in the following areas:

 Customer service

 Accounts payable accounts receivables

 Store and motel management and administration

Skills

The incumbent must demonstrate the following skills:

 excellent customer service and  effective written communications

interpersonal skills skills
 effective verbal and listening  decision making skills
communications skills  time management skills
 analytical and problem solving skills

Personal Attributes

The incumbent must also demonstrate the following personal attributes:

 be honest and trustworthy

 possess cultural awareness and sensitivity

The Store Manager would normally attain the required knowledge, skills and attitudes
through related in experience in a retail setting. Equivalencies will be considered.

Disclaimer

The above statements are intended to describe the general nature and level of work being
performed by people assigned to this classification. They are not to be construed as an
exhaustive list of all responsibilities, duties, and skills required of personnel so classified. All
personnel may be required to perform duties outside of their normal responsibilities from
time to time, as needed.
Additional information

HR use only

Job code

Generic title

Pay grade

Management? (Yes/No)

E/NE status

Last revised