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Job Evaluation at Whole Foods - Assignment Example

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Job Evaluation at Whole Foods

The teams have been clustered into departments and the work is conducted by the team members. The teams need to ensure that successful operations are maintained and thus the teams are profitable to the stores, the communities and the organization. The teams have their own roles and responsibilities at the stores and thus functions as being the part of the bigger teams such as stores. It has been noticed that in the store level there are numerous store teams such as bakery, floral, meat, prepared food, products such as fruits and vegetables, customer service and facilities such as store maintenance and janitorial staff, sea foods, specialty such as cheese and chocolates. The other team members are store team leaders, departmental team leaders, specialized store support, associate store team leaders, specialized team members, associate team leaders and team members. At this instance, it is significant to determine the job titles upon the basis of the information that has been provided. Assigned Titles to Jobs It can be mentioned that Job A required a store manager or more specifically the Chef/ Cook. Job B requires a Customer Service Cashier. Job C requires a Departmental Manager or Prepared Foods Team Leader. Job D requires a Prepared Food Supervisor. Job E requires Prepared Food Dishwashers. Job F requires Overnight Grocery Team Member. Job G requires Specialty Associate Team Leader. Job H requires Associate Store Team Leader. Job I requires Grocery Team Member. Job Structure by Title and Job Letter Job A: Store Manager Job H: Associate Store Team Leader Job C: Departmental Manager Job D: Prepared Food Supervisor Job G: Specialty Associate Team Leader Job F: Overnight Grocery Team Member Job I: Grocery Team Member Job: Customer Service Cashier Job E: Prepared Food Dishwasher Process, Techniques, and Factors Process Followed to Arrive at Job Structure In the hierarchy above, the job that holds the best position in the organization was given the top most priority. Furthermore, on the basis of who reports to whom the rest of the positions have been placed in the hierarchy. Job Evaluation Techniques and Compensable Factors It can be viewed from the above hierarchy that store manager holds the highest position which has been characterized as Job A. Therefore, according to the ranking method, it has been observed that the store manager holds the benchmark job and thus all other jobs will be compared with that of the benchmark job. At the outset, Job H needs to be compared with that of the benchmark job since it lies in the second position of the hierarchy. It has been noted from the case study that the Associate Store Team Leader has to endorse and assist the store team leaders with all the store functions. He is responsible for coordinating and thus supervising the products as well as personnel at the stores. The job of the store manager has been to look after the customer service, pursue and thus fulfill with the health and sanitation procedures. Store manager needs to perform wider variety of tasks at a time. Therefore, his job has been ranked at the topmost level of the hierarchy. The department manager needs to report to the associate store team leaders as well as to the store team leaders. He tends to manage and supervise the Prepared Food Department. The Prepared Food Supervisor is supposed to perform all the work related to the Prepared Food Team Members. He needs to report ...Show more


Job Evaluation at Whole Foods Introduction Job evaluation can be explained as the procedure of determining the significance of the jobs so that the job structure can be created for the organization. The evaluation of the particular job depends upon job contents, value of the organization, external market, skills required and culture of the organization (Slideshare, 2009)…
Author : kareem54
Job Evaluation at Whole Foods
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