Hrm598 – Case Study 1

INTRODUCTION Given nine untitled think over descriptions for the entire Foods Market corporation, my assignment was to review them, give them appropriate moving in titles and assign a trading structure, explaining my thought process and manner of analysis. I was then to evaluate the job descriptions and provide feedback on what information was estimable and what could be improved. EVALUATION OF callingS After reading the job descriptions I designate a job title that I felt twain stand for the job duties and aline with the other Whole Foods job titles menti genius(a)d in the exercise.These argon the job titles I origin eachy decided on, prior to establishing a job structure. JOB A Deli aggroup up Member JOB B Register group Member JOB C Prepargond Foods Team leader JOB D Prepared Foods Assistant Team draw JOB E Kitchen Team Assistant JOB F foodstuff Assistant Team loss leader JOB G Prepared Foods accomplice Team Leader JOB H Regional Team Leader JOB I Grocery Team Member ? JOB body structure When establishing the job structure, I realized there was no need for the part to be part of the title.Although the duties might be different depending on their charge department, the take aim of office was approximately the same and jobs could be considered one generic wine position (i. e. Team Member). Therefore, I make the positions to a greater extent everyday in title and chose to conduct a basic ranking method in order to determine the job structure. WHOLE FOODS MARKET storage JOB STRUCTURE Regional Team Leader ( assembly line H) Store Team Leader Associate Store Team Leader (Department) Team Leader (Job C) Associate Team Leader (Job G) Assistant Team Leader (Job D-Prepared Foods and Job F-Grocery) Team Member (Job A-Deli, Job B-Register, and Job I-Grocery)Team Assistant (Job E) PROCESS, TECHNIQUES AND FACTORS In my tackle to title each of the positions, I source simply read by dint of the job descriptions multiple times, noting the job d uties, take of responsibility and decision making and relationships to other positions, if any were mentioned. These relationships helped me to decide what appropriate titles would be for Whole Foods Market. Although my first set of job titles included service clerks in several positions, these were in conclusion changed to Team Members because of the obvious emphasis Whole Foods Market places on the team concept.Therefore, I chose to incorporate the word team into every title. When assembling the positions into an naturalised job structure, the stated relationships betwixt positions were key yet again. I wrote downward every position mentioned, so that I could ensure my positions were accurately aligned and appropriately named in comparison to one another. I chose to look at acquaintance, experience, responsibility/authority and leadership/guidance potential as the paying(prenominal) factors which provide the most value. All of the positions fork out virtually the same loc omote environment, which is why this factor was not considered.Similarly, customer service related attri exclusivelyes were as well not selected, even though it is obviously a huge precedency for the organization, because there were no positions where this was not the case all equally underline positive and courteous interaction with their customers. The above job structure was effected by weighing the compensable factors of each position and considering any insurance coverage relationships directly stated in the job descriptions. I believe that responsibility was the characteristic that uninfectedly set the positions apart from one another.As you ascend the job structure you will find that each position has more responsibility, both in depth and breadth. Because of these additional job requirements, an advanced level of cognition goes some(prenominal)(a)what hand-in-hand. Higher level individuals must not only go greater in-depth knowledge of the Whole Foods Market policies and procedures, but they are composite in a a lot wider scope of activities. Experience is a uniform factor that also sets positions apart. A team assistant is an entry level job that requires no prior experience and is the kind of position that one expects an individual can learn as they go.A Department Team Leader, however, is expect to have already put some time in. They have knowing process, procedure and the organization well enough to prepare them for the advanced responsibility. Finally, it seems as though Whole Foods Market places an emphasis on providing a public life path for the employees, in order to encourage long term employment. This is emphasize by many positions requiring the provision of leadership and guidance to lower level positions. They want to encourage a strong relationship between all levels, to reinforce the team environment and ensure support of all employees.Although I have no doubt Whole Foods Market has a much more extensive job structure organi zationally, this structure focuses specifically on an individual store location. Even the Regional Team Leader could believably be moved to another job structure focused more on organizational administration rather than individual store operations however, I chose to limit the scope of my analysis to the given positions. EVALUATION OF JOB DESCRIPTIONS Overall, I think the job descriptions are fairly well indite and provide a good base. They describe the scope of duties and what experience or skills are needed for each position.However, the main thing these job descriptions neglect is consistency. Some clearly reference a relationship to other Whole Foods Market positions some do not. Some state who they report to some do not. Some clearly supervise, train and mentor other positions some are not as clearly defined. Additionally, job duties in one job description which should probably apply to other positions as well, are not always listed (customer service, health and sanitation c ompliance, good communication skills, team dress, knowledge of corporate policy and standards, etc). Something all of the job descriptions are missing is the applicable work environment.Although most of the positions will be performed in a exchangeable environment, this information should still be provided. My suggestion to improve the job descriptions would be to establish a template that all positions would follow. The template would include the avocation categories a brief summary of the position, the duties and responsibilities, who the position reports to, who the position supervises, the typical work environment, tools or equipment that will be used in the position, requirements for the position (knowledge, experience, education, skills, etc), and maybe a job classification.Job classifications are not a necessity but can be a good idea to distinguish between the fundamental types of job (i. e. entry-level, journey-level, mentor, supervisor, manager, executive, administrativ e, etc). CONCLUSION After my analysis, I believe we have an excellent understanding of how the staff of a Whole Foods Market functions. It is clear that the organization highly values customer service and teamwork and wants to encourage rush employees at every level.With the established job structure and implementation of the recommendations made to improve their job descriptions, positions would be more clearly defined. Employees would easily be able to understand every position, what it does, how it interacts with other positions and how to get there themselves. REFERENCES Milkovich, G. T. , Newman, J. M. , &038 Gerhart, B. (2011). Compensation, tenth Edition. New York, NY McGraw-Hill/Irwin. Whole Foods Market. (n. d. ). Career Paths. Retrieved March 2013, from Whole Foods Market http//wholefoods. com/