CORPUZ DEPARTMENT STORE

(Case Analysis)

Submitted to: Prof. Eloisa Macalinao

Submitted by: GOTO, Erika B. HERNANDEZ, Ann Jullian A. IBAY, Irish O. JIMENEZ, Adrian K. BSA II-2

Based on the review of the store, Nicole, the general manager, concluded that one of the first things she had to attend to involve developing the job description of her store supervisors. During her first few weeks on the job, Nicole found herself asking one of her supervisors, Jet, why he was violating what she knew to be recommended company policies and procedures. Jets only response was that he was not aware of that policy and was not aware it was part of his job.

Nicole knew that a job description, along with a set of standards and procedures that specifies what was to be done, and how to do it, will go a long way toward alleviating the problem.

Discuss the process that Nicole should follow to solve this problem.

I. Time Context:

September 2011

Lets just assume that this problem occurred in the current year, 2011, since there are no specifications on the year it happened, and its obvious that it is one of the common problems in most of the companies, i.e., department stores, in the Philippines.

II. Viewpoint: Top Management Nicole, being the General Manager, thus responsible in developing job descriptions, along with a set of standards, should still consult and take the approval of the top management.

III. Central Problem: Vague job description and company policies; and the fact that the store supervisors* are unmindful of this vagueness *We assume that this will apply not only to Jet but also to other store supervisors. We further assume that this problem arose either because: (1) The company conducted an orientation but the job description and company policies are unclear and the store supervisors are unmindful about it; or (2) The company did not conduct an orientation so the store supervisors are not aware of it.

IV. Statement of Objectives: Must Objective o To be able to come up with the appropriate job description and company policies and make it known to all

Want Objectives o o To develop sense of responsibility among the store supervisors To help the store supervisors work effectively and efficiently, and in an organized manner

To improve company performance

V. Areas of Consideration:

STRENGTH INTERNAL ENVIRONMENT

Nicole, the General Manager, is very committed to her job even though it is new to her.

WEAKNESSES
Vague job description and company policies Negligent store supervisors

OPPORTUNITIES
Demonstrate sound work ethics Unleash supervisor potential Increase productivity of the store supervisors Maintain good customer service Improve company performance

THREATS
Poor performance Negative publicity Vulnerable to reactive attack by major competitors

EXTERNAL ENVIRONMENT

VI. Alternative Courses of Action: 1) Reorient the store supervisors about the current job description and company policies.

ADVANTAGES
Store supervisors will be refreshed of what needs to be done and act according to what is written in their job description Violations will be avoided GOOD performance

DISADVANTAGES
Current job description may be inaccurate and incomplete Additional expenses

2) Develop a well-written (accurate, complete, and competency-based) job description and make the store supervisors aware of punishment for violations of company policies.

ADVANTAGES
Fully described job requirements that will be beneficial in the long run They will know if the store supervisors are really fitted in the job and the company may find another if not More concrete examples of expectations Develop competency, discipline, and sense of responsibility Store supervisors will be satisfied because the developed job description seems to be more appropriate for their position Lesser violations

DISADVANTAGES
Additional expenses It will undergo a long process Needs extra effort on the part of Nicole

Increase productivity BETTER performance

VII.

Final Decision:

ACA #2

A competency-based job description has one significant feature that traditional job descriptions do not possess. In addition to listing duties assigned to a position, the skills and behaviors required to successfully perform these duties are also included. It may be costly to develop such but it is outweighed by its benefits.

VIII.

Detailed Action Plan:

A. The top management should create an Ad Hoc Committee on Company Policies who will study the existing and recommend the best job description and updated company policies and procedures. It will be the committees responsibility to: 1. Perform a job analysis. a. Current job responsibilities of the store supervisors b. Internet research and sample job descriptions online highlighting similar job c. Research and sharing with other companies that have similar job d. Analysis of the work duties, tasks, and responsibilities that need to be accomplished e. Articulation of the most important outcomes or contributions needed from the position 2. Write the job description. a. Purpose of the position

b. Scope c. Responsibilities d. Knowledge, skills, and abilities e. Working condition f. Certification B. Then, it will be the Human Resource Departments responsibility to: 3. Make an orientation. 4. Review the job description periodically. To make sure it accurately reflects what the supervisor is doing 5. Use the job description as a basis for the performance development plan. To provide the store supervisors with a clear direction