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11-1 Retail Mgt. 11e (c) 2010 Pearson Education, Inc. publishing as Prentice Hall
Retail Organization and Human Resource Management
RETAIL MANAGEMENT:A STRATEGICAPPROACH11th Edition11th Edition
BERMAN EVANS
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11-2 Retail Mgt. 11e (c) 2010 Pearson Education, Inc. publishing as Prentice Hall
Chapter Objectives To study the procedures involved in
setting up a retail organization To examine the various organizational
arrangements utilized in retailing To consider the special human
resource environment of retailing To describe the principles and
practices involved with the human resource management process in retailing
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11-3 Retail Mgt. 11e (c) 2010 Pearson Education, Inc. publishing as Prentice Hall
Figure 11-1a: Planning and Assessing a Retail Organization
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11-4 Retail Mgt. 11e (c) 2010 Pearson Education, Inc. publishing as Prentice Hall
Figure 11-1b: Planning and Assessing a Retail Organization
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11-5 Retail Mgt. 11e (c) 2010 Pearson Education, Inc. publishing as Prentice Hall
Figure 11-1c: Planning and Assessing a Retail Organization – Management Needs
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11-6 Retail Mgt. 11e (c) 2010 Pearson Education, Inc. publishing as Prentice Hall
Figure 11-2: The Process of Organizing a Retail Firm
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11-7 Retail Mgt. 11e (c) 2010 Pearson Education, Inc. publishing as Prentice Hall
Figure 11-3: Division of Tasks in a Distribution Channel
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11-8 Retail Mgt. 11e (c) 2010 Pearson Education, Inc. publishing as Prentice Hall
Figure 11-4: A Job Description for a Store Manager
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11-9 Retail Mgt. 11e (c) 2010 Pearson Education, Inc. publishing as Prentice Hall
Table 11-1: Principles for Organizing a Retail Firm
Show interest in employees Monitor employee turnover, lateness, and
absenteeism Trace line of authority from top to bottom Limit span of control Empower employees Delegate authority while maintaining
responsibility Acknowledge need for coordination and
communication Recognize the power of informal
relationships
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11-10 Retail Mgt. 11e (c) 2010 Pearson Education, Inc. publishing as Prentice Hall
Figure 11-6: Organization Structures Used by Small Independents
11-11 Retail Mgt. 11e (c) 2010 Pearson Education, Inc. publishing as Prentice Hall
Figure 11-7: The Basic
Mazur Organization
Plan for Department
Stores
11-12 Retail Mgt. 11e (c) 2010 Pearson Education, Inc. publishing as Prentice Hall
Figure 11-8: Equal-Store
Organizational Format Used
by Chain Stores
11-13 Retail Mgt. 11e (c) 2010 Pearson Education, Inc. publishing as Prentice Hall
Figure 11-9: The Organizational Structure of Kroger
11-14 Retail Mgt. 11e (c) 2010 Pearson Education, Inc. publishing as Prentice Hall
Human Resource Management in Retailing
Recruiting Selecting Training Compensating Supervising
11-15 Retail Mgt. 11e (c) 2010 Pearson Education, Inc. publishing as Prentice Hall
Table 11-2: True Cost of Employee Turnover
Costs of using fill-in employeesSeverance pay for exiting employeesCosts of hiring new employeesTraining costsCosts of mistakes and lower productivity
while new employees gain experienceCustomer dissatisfaction due to the loss of
prior employees and the use of inexperienced workers.
Lower continuity among co-workers.Poor employee morale when turnover is high.
11-16 Retail Mgt. 11e (c) 2010 Pearson Education, Inc. publishing as Prentice Hall
Women in RetailingWomen in RetailingIssues to address with regard to female
workersMeaningful training programsAdvancement opportunitiesFlex time: the ability of employees to adapt
their hoursJob sharing among two or more employees
who each work less than full timeChild care
Retailing empires Mary KayAvon
11-17 Retail Mgt. 11e (c) 2010 Pearson Education, Inc. publishing as Prentice Hall
Minorities in RetailingMinorities in Retailing
Issues to address with regard to minority workersClear policy statements from top management
as to the value of employee diversityActive recruitment programs to stimulate
minority applicationsMeaningful training programsAdvancement opportunitiesZero tolerance for insensitive workplace
behavior
11-18 Retail Mgt. 11e (c) 2010 Pearson Education, Inc. publishing as Prentice Hall
DiversityDiversity
Two premises:1. That employees be hired and promoted in a
fair and open way, without regard to gender, ethnic background, and other related factors
2. That in a diverse society, the workplace should be representative of such diversity
11-19 Retail Mgt. 11e (c) 2010 Pearson Education, Inc. publishing as Prentice Hall
Labor Law ConsiderationsLabor Law Considerations Retailers must not
Hire underage workers Pay workers “off the books” Require workers to engage in illegal acts Discriminate in hiring or promoting workers Violate worker safety regulations Disobey the Americans with Disabilities Act Deal with suppliers that disobey labor laws
11-20 Retail Mgt. 11e (c) 2010 Pearson Education, Inc. publishing as Prentice Hall
Figure 11-10:A Goal-Oriented Job Description
for a Management
Trainee
11-21 Retail Mgt. 11e (c) 2010 Pearson Education, Inc. publishing as Prentice Hall
Figure 11-11: A Checklist of Selected Training Decisions
11-22 Retail Mgt. 11e (c) 2010 Pearson Education, Inc. publishing as Prentice Hall
Components of CompensationComponents of Compensation
$ Total compensation$ Salary plus commission$ Profit-sharing
11-23 Retail Mgt. 11e (c) 2010 Pearson Education, Inc. publishing as Prentice Hall
Employee Behavior and MotivationEmployee Behavior and Motivation
Several attitudes may affect employee behavior Sense of accomplishment Enjoyment of work Attitude toward physical work conditions Attitude toward supervisors Confidence in company Knowledge of business strategy Recognition of employee role in achieving
corporate objectives
11-24 Retail Mgt. 11e (c) 2010 Pearson Education, Inc. publishing as Prentice Hall
Style of Supervising Retail EmployeesStyle of Supervising Retail Employees
1.Management assumes employees must be closely supervised and controlled; only economic inducements motivate
2.Management assumes employees can be assigned authority and be self-managers; motivation is intrinsic
3.Management applies self-management approach
11-25 Retail Mgt. 11e (c) 2010 Pearson Education, Inc. publishing as Prentice Hall
All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in
any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written permission of the publisher. Printed in the United
States of America.