Carter Cleaning Company

4-18

 Job identification

o This should include a job tile (Store Manager), who the position reports to

(Jennifer), the location of the position (USA), and the date the job description was

approved (23 Sept 2019).

 A summary

o This should be a small summary of what the position is. “In general, 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.”

 Responsibilities and duties

o “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, and pest control.”

 Relationships

o Who the position reports to (Jennifer), who the position supervises (about 7

employees), who the position works with (other branch managers and workers),

and who they interact with outside the company (customers and suppliers)

 Standards of performance

o A list of the standards the company expects the employee to achieve. For example,

have a store revenue of at least $500.000; to create and maintain good relationships

with customers and suppliers; to reduce customer complaints to 3 per quarter.

  Job specifications

o A list of the human requirements for the job. For example, a Bachelor’s degree in

human resource management or a related field preferred; at least 5 years

experience in an accounting position or related work; organized and goal oriented

individual; can lift a minimum of 75 pounds.

4-19

Yes, I think standards and procedures should be included in the body of a job description. It creates

a clear picture of what the job entails and how the job should be done. It’s also something that a manager

or supervisor can review if they forget how something should be done or what they’re supposed to be doing

in that role.

4-20

Some methods that Jennifer could use to acquire the needed information are interviews,

questionnaires, observations, diaries/logs, and various websites.

4-21

I think the store manager job description should be a hybrid of a traditional job analysis and a

competency-based job analysis. I think it should still include the six topics listed in question 4-18 but I also

think it would be beneficial to Jennifer to initiate a competency-based analysis so that current and future

managers and supervisors can understand the measurable, observable, and behavioral competencies

required for doing their job well. Those competencies could be divided into categories like general

competencies, leadership competencies, and technical competencies. These competency categories would

match the responsibilities & duties and job specifications of a traditional job analysis.