Jeniffer is a consultant for Carter Cleaning Company who is tasked with developing a job description for store managers. The document discusses the importance of having clear job descriptions and outlines recommendations for the key components a store manager job description should contain. These include job duties and responsibilities, performance standards, reporting relationships, and qualifications. It is recommended that standards and procedures be included in the job description to help managers focus on them. Jeniffer should collect information through interviews, surveys, observations and documentation reviews. The job description should utilize a competency-based approach describing the knowledge, skills and abilities required for the role.

1. Carter Cleaning
Company

2. Main Theme
• Job description is more important than as usual we learn it in our academic
courses. In carter cleaning company, managers were doing something
different from organization policy, because they didn’t know well about the
job description.

3. Actors
• Jeniffer: Troubleshooter or consultant of carter cleaning company

4. Determination
1. What should be the format and final form of the store manager’s job
description?
2. Is it practice al to specify standards and procedures in the body of the job
description, or should these be kept separate?
3. How should Jeniffer go about collecting the information required for the
standards, procedures and job description?
4. What, in your opinion, should the store manager’s job description look like
and contain?

5. Comprehensive Analysis
What should be the format and final form of the store manager’s
job description?
• Job Description: A list of Job’s duties, responsibilities, reporting
relationships, working conditions and supervisory responsibilities.

6. 01. Job Identification
• Job Title: Store Manager
• Job Family: Management
• Reports to: Jenifer
• Location: Southeastern U.S.A.
• Date: 17.04.2015

7. 02. Summary
• In simply, store manager is responsible for directing all store activities to
accomplish the firm’s goal including Bookkeeping, pricing, maintaining HR,
maintaining productivity.

8. 03. Responsibilities & Duties
• Control of Labor
• Control of Resources (supply and costs)
• Quality Control
• Store Appearances and cleanliness
• Customer Relations
• Bookkeeping & Cash Management
• Cost Control & Productivity
• Damage Control
• Pricing
• Inventory Control
• Spotting & Cleaning
• Machine Maintenance
• Purchasing
• Employee Safety
• HR Functions
• Pest Control

9. 04. Relationship
• Reports to - Jeniffer
• Supervises - 7 working employees
• Works with – Others branch manager and workers
• Outside the company – Customer and suppliers

10. 05. Standards of Performance
• At least make revenue 500000
• Good relationship with customer, reduce the customer complaints to 5
persons in a year

11. 06. Job Specification
• MBA in HR
• Good in Accounting, Financing
• Goal focused personality

12. Q-2. Is it practice al to specify standards and procedures in the body of the job
description, or should these be kept separate?
• Yes, It should be included. That will help the managers and supervisors to
remember and focus on standards more frequently as it is a part of job
description.

13. Q-3. How should Jeniffer go about collecting the information required for the
standards, procedures and job description?
There is some methods like-
• Interviews
• Questinaries
• Observations
• Diaries/ logs
• Websites

14. Q-4. What, in your opinion, should the store manager’s job description look
like and contain?
• I think, it is better to formulate a competency based job analysis. Describing
the jobs in terms of measureable, observable, behavioral competencies, that
an employee doing that job must exhibit to do the job well.
• The competencies can be divided into 3 categories
General competencies
Leadership Competencies
Technical Competencies

15. Conclusion
• At conclusion, it is proved that job description is not just a job but a
important job for manager.