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Proposal for Big Turtle Clothiers

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by

Kody Harrell

on 6 December 2013

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Transcript of Proposal for Big Turtle Clothiers

Proposal for Big Turtle Clothiers
Retail Salesperson

Answer Questions Regarding the Store and Its
Merchandise
-English Language, Oral Expression, Speaking,
Speech Recognition and Clarity, Service
Orientation, Active Listening

Recommend, Select, Locate, and Obtain
Merchandise Based on Customer Needs and
Desires
-Customer and Personal Service, Sales and
Marketing, English Language, Active Listening,
Persuasion, Social Perceptiveness, Critical
Thinking, Oral Comprehension

Overview
Big Turtle Clothiers

50 Retail Locations Throughout the Southeast
Proposed 40 New Stores Within 5 Years
Over 600 Employees

Five Wise Guys Consulting Group
FWG Consulting

Weston Mounce


Kody Harrell
Joseph Harrison


Andrew T. Jones
Montez Griffin
Retail Salesperson
• Compute Sale Prices, Total Purchases and
Receive and Process Cash or Credit Purchases

-Mathematics, Critical Thinking, Written
Expression, Deductive Reasoning
• Maintain Knowledge of Current Sales and
Promotions, Policies Regarding Payment and
Exchanges
-Customer and Personal Service, Sales and
Marketing, Mathematics, Service Orientation,
Reading and Oral Comprehension, Critical
Thinking

Methods of Job Analysis
-Incumbent Observation
Record Tasks and Duties Performed by SMEs
-Task Analysis Inventory
Specific Tasks are Defined and Placed Into a Questionnaire
-Structured Interviews
Supervisor Provides What S
hould
Occur
Incumbent Provides What A
ctually
Occurs
Identifies Critical Job Tasks



Job Analysis
SMEs of Each Method
-Incumbent Observation
High-Performing Incumbents Monitored to Assess
Tasks, Duties, and Responsibilities
-Task Analysis Inventory
Administered to 2 Highest-Performing Incumbents
at Each Retail Location with 6-Months Employment
-Structured interviews
Assess All Retail Sales Managers
Assess High-Performing Job Incumbents


Initial Test Recommendations
1)
Standardized Application Form
2) PsyMetrics
Cognitive Aptitude Test - 12 min
Overall Mental Aptitude
Mathematical Reasoning
3) Biodata
Customer Service Profile Assessment - 30 min
Service Orientation
Sales and Marketing
4) IntegriView
Applicant Review - 25 min
Honesty
Physical Aggressiveness
5) Structured Interview - 30 min
Situational Retail
Behavioral Teamwork and Customer Service

Conclusions
Off-the-Shelf Predictors Selected Based on KSAs Discovered Through Job Analysis
Chosen from Reputable Publishers
Low Cost Compared to Self-Developed Tests
Administered Online to Reduce Resource Usage
Multiple Hurdles
Low Cutoffs for Entry Level Position
Reduces Applicant Pools and Avoids Adverse Impact
Less Costly as the Selection Process Progresses
Structured Interviews
Developed from the Job Analysis
Reviewed by Interview Specialists
Selection
Decision-Making
Multiple Hurdle
Must Meet Minimum Cutoff for Each Predictor Before Moving to Next Test
Minimum Level of Each Attribute is Essential for Performance
As Applicant Pool Reduces, More Expensive Tests can be Administered

Disadvantages
Must Underestimate Validity Coefficients
Requires Time to Administer Tests Step-by-Step
Validation
PsyMetrics
Cognitive Aptitude Test - Online
Criterion-Validation
Concurrent
Biodata
Customer Service Profile Assessment - Online
Criterion-Validation
Concurrent
IntegriView
Applicant Review - Online
Criterion-Validation
Concurrent
Structured Interview - Store Manager and Sales Manager
Criterion-Validation
Concurrent


Employee Information
Pay Scale: 8.00 to 9.75 Depending on Location
15% Employee Discount
Health Benefits After 6 Months of Employment

Job Analysis
Communication
Verbal Reasoning
Current Concerns
Unstandardized Application Forms
30% Turnover Rate
Shrinkage
Legal Defensibility of Selection

Structured Selection Process
Reduces Turnover

Lead Consultant
Interview Specialists
Job Analysts
Full transcript