Group Members:

Isidro, Benjamin Joseph

Dela Cruz, Maui
De Guzman, Kier
Manalo, Liezee Noreen
Malate, Lugie
Malubay, Yvette
De Luna, Joanamie
Retail
What we already know in retailing:

What is Retailing
WE understand retail customers
Where is the best location
How to Manage a merchandise
Retail
How to
A Manage
Retail Store
Define the operational policies and tasks
Effective employees are the backbone of any business. In a retail business, employees are the
first people your customers meet. Without an excellent workforce filled with people who are
happy with their work, your business might suffer.

How do you
FindThe
RightPeople?
How do you
FindThe
RightPeople?
Finding the right people and matching them up with the correct job is a component of the
tasks of your human resources department.

What are the specific tasks that they need to accomplish? How do they accomplish your hiring
goals? In this section, we’ll discuss employee screening, interviewing and hiring. Once you have
hired people then the real training begins in order to help them serve your customers.
nding personnel: how retailers find the best personn
Retail may experience a high staff turnover, so finding and keeping the best people means that
retail owners and managers need a comprehensive strategy for identifying and hiring.

7 reasons for high retail Personnel turnover

1. A highly competitive job market
2. Relatively low wages
3. (Mis)management of expectations
4. Insufficient onboarding
5. A lack of Learning and Development
6. The manager
7. They’re just not a right fit
ScreeningThe
Effective
Employees
creening Prospective Employees
Screening employees is an important component of the hiring process.

ere is a six step process for screening a prospective employee

1. Filling out an application
2. Completing a test, if it’s required for the position
3. Executing the interview
4. Checking the applicant’s references.
5. Completing a physical exam, if required for job duties.
6. Making the final decision
 1. Filling out an application
Once you put the word out that you are filling positions, the first step will be to collect
applications. With the very low unemployment rate right now, it can be challenging to get a
good applicant pool. In a perfect world, you would get multiple applications for a position, that
you could then weight based on education, experience or another criteria for the particular
position. Once you have decided who to interview, make the calls and the appointments.

2. Completing a test, if it’s required for the position

If there are certain testing procedures that might be helpful, such as an aptitude test for math
needed for a job or perhaps a physical test to insure that the applicants can lift the boxes
necessary for stocking shelves. A bookkeeping test might be helpful if you are hiring in the
accounting department, and personality tests may be done to insure that the employee will fit
the job you are filling.

Drug tests are also important for certain positions. If you are hiring a forklift driver for example,
having someone who is not using illegal substances might be extremely important. As an
employer, you have the option to implement drug testing if you see that as an important
component of your environment.
 3. Executing the Interview
Some organizations have very planned and structured interviews. A series of question are
asked to all applicants and there are a few people doing the interviewing. Other companies
prefer a more casual approach to interviews, letting one question organically lead to the next.
Which method works for your company will vary based on management styles and culture.

Unstructured interviews though can pose problems in that you do not have the same
information for each applicant to compare. Structured interviews on the other hand, can
provide systematic data for comparison, but may not get as much information as an
unstructured one where you can ask further questions to get more information.

4. Checking the applicant’s references.

Once you have picked your top candidates for a position, it is time to check references. Asking
for personal and business references can be helpful, but since it is the applicant giving you the
names, it may not be as useful as you may think!
 5. Completing a physical exam, if required for job duties.
6. Making final Decision
So, if the position you are hiring for requires certain physical components, such as the ability to
lift a certain amount of weight repeatedly over the course of a shift, you will want to do some
physical testing as well. Reminder—this can only be done if it is a component of the job. As you
may remember from the unit on handicapped accessibility, you are, as an employer,
responsible for making reasonable accommodations for disabilities when hiring.

All of these steps will lead you to final selection.

 Training is the process of learning the steps and
processes of the job. It is like a course to learn the
position. Training is also a continuous process, as new
equipment, machinery or processes develop. Training is
a complex and ongoing process, which starts when an
employee is hired, and continues through the length of
employment. Training can also be called “on-boarding.”

Starting with a training needs assessment, which helps managers determine what
training needs to be provided is a good idea. Then programs can be put together to
meet the needs of the employees and departments.
There are several different ways to offer training:
1. Lectures. Can be effective, but not a good way for all learners or all positions. Some
people have the ability to learn by listening, but others need a more hands on approach.

2. Practice. This method is more effective for most learning processes. Imagine you are
hired to work at the checkout terminal of a retail grocery store. Would it be more effective
to have a cart full of groceries to practice with, or listen to someone walk you through the
process? Most people would learn better by practicing!
 Adults may need a different training process, especially if an adult is already skilled in
the area they will be working in. Treating adults as partners in the learning process,
rather than as passive participants is important. Offer practice situations to help them
see how your organization does a certain task. Make sure to offer assignments and
practice that encourages critical thinking and effort to learn the process, and that
correlate closely to the work they will be doing.

Training is a very important component of the on-boarding process. Make sure to put
together a good program that helps employees feel confident in the tasks needed to
fulfill their job roles.
Employee
Scheduling
Employee
Scheduling
Employee scheduling can be a tricky task. All employees have
different needs and skills. Your retail operation also has different
needs during different times of the day. It can be a challenge to
coordinate the two. Depending on the type of retail establishment
you are scheduling for, there are some tricks to creating the most
economic schedule you can while keeping employees and customers
happy.
 Know your employees
This includes knowing their skills, strengths and weaknesses to make sure the shift runs
smoothly. Don’t have three dishwashers, one cook and no prep folks on a restaurant shift, or
three sales clerks and no managers on a retail store shift (especially if none of the clerks have
access to void a sale or accept a return).

Build shifts around your star employees

If you have a few folks who you know can run the show, build a shift around them. This may
include personality type, making sure you have someone outgoing covering the front of the
house or someone who is meticulous covering the kitchen. Also insure that you have people
with the right certifications on each shift. An example here might be insuring that you have a
kitchen manager on each shift if it is a requirement of your licensing.

Have a way for the employees to communicate with each

A text other
list or a messenger app is the best way with the prevalence of smartphones. Have a way
for employees to message others if they need a replacement or would like to trade shifts.
Requiring employees to find their own substitutes for rescheduling will save you time as well.
 Get the schedule out in a timely manner
Employees can plan better if the schedule is out early. The best is if you can have it out two
weeks before the end of the current schedule. This allows employees time to reschedule any
personal commitments or trade shift.

As much as possible, make sure to honor time off requests

and work preferences
This isn’t always possible, but it does help to increase employee satisfaction and keep good
employees! It can be a huge time consumer for the scheduler though, so keeping some type of
document or cloud based system will work best for this task.

Delegate responsibility to employees

Schedule one or two of your best employees on each shift, and then give everyone access to
the incomplete schedule and let them fill in when they want to work.
Use part-time labor, if possible
Have a list of part-time available employees for those inevitable times when there is an
emergency or you need someone quickly.
 Store
Maintenance
StoreMaintenance
Everyday the floors need to be mopped, the shelves dusted and the bathrooms cleaned.
Regardless of the type of retail outlet you manage, these things are ongoing and very needed
tasks. The cash registers may need to be opened at the beginning of a shift and totaled at the
end of the shift. Doors unlocked and locked and food may need to be covered and stored.
How can you make these tasks happen on autopilot?

Check for your keys Walk the floor Ready the outside of stor
Arrive early Rearrange tags Assign daily duties
Turn the lights on Check cash registers Conduct a staff meeting
Disable the alarm Turn on electronic systems Open the store
 Put
It all
Together!
You’re now
Ready
A
to Manage
Retail Store
References
Why It Matters: Retail Operations and Managing the Store | Retail Management. (2022). From
https://courses.lumenlearning.com/wm-retailmanagement/chapter/why-it-matters-retail-
operations-and-managing-the-store/

7 Reasons for Employee Turnover in Retail - Harver. (2022). From https://harver.com/blog/reasons-

for-employee-turnover-in-retail/

Daily Store Opening Checklist | Process Street. (2022). From

https://www.process.st/checklist/daily-store-opening-checklist/