At the completion of these three-month Employee Development Workshops, trainers and supervisors will meet with the sales clerks to go over their experiences, with a review in hand and asking for input from the sales clerks as to how to make their job more efficient and rewarding.
Supervisors who work with employees on a daily basis must realize that training does not stop when the three-day Training and Orientation Program is completed, but continues on the job, as personnel deal with customers in many different situations. Local school are encouraged to work with personnel and help them learn new techniques regarding sales and customer relations. In return, the Department Store will look for employees from among their graduates.
New Sales Personnel will be encouraged to train on their own outside of work in order to improve their position and pay. Unions and professional associations sometimes...
When outside training is done, or an employee initiates a new and efficient process which helps the Department Store to improve its service and profit, the Department Store will honor that employee with a plaque and a celebration.
Job satisfaction comes when personnel feel that they are part of the process of improvement. It is then that loyalty to the Department Store becomes a matter of personal pride for each employee.
Orientation and Training In assuming the role of training supervisor of a large, local retail company that maintains seven different department stores in one respective city, one major problem that the company faces is its ability to adequately train new salesclerks. Because salesclerks represent the company to the public, the manner in which they conduct themselves is highly important to overall company success and the maintenance of a repeat-client base.
Training Needs Analysis Practices for Managers: A Study of Saudi Arabia Private Firms Training needs analysis (TNA) is defined by Mabey and Salman (1995:158) as a "process of collecting data which allows an organization to identify and compare its actual level with its desired level of performance." The authors also indicate that this performance could be interpreted as meaning the competencies and attitude necessary for the staff to do the
The subjective aspects of performance are preferable in how well a sales representative is doing in serving and understanding their customers, how well the sales rep working internally with team members and critical pre-sales support staff, and how the communication skills of the sales representative are making the entire selling cycle in major accounts more effective or not. Subjective attributes are then critical for measuring how well a sales representative is working in conjunction with and
Since the 1970s, the global retail clothing industry has experienced intense international competition and major shifts in the pattern of consumer demand. These pressures have had far-reaching implications for the clothing industry in the areas of pricing, design, quality, manufacturing processes and employment (Rath, 2002). According to this author, "In the 1970s, traditional manufacturers, particularly High Street retailers with their own manufacturing capacity, found themselves unable to compete with low
Training Needs Analysis Abstract/Introduction: This paper focuses on "Strategic Organizational Culture Management and Its Training Needs" as a tool to preserve a company's competitiveness in a given market. While there seems to be unanimity that "Strategic Organizational Culture" has become a necessary asset of the modern company, there is the question of whether such culture can be managed and whether such management can be trained. The purpose of the paper is
Training Program Bradley Stonefield Limo Service Training Plan Employees are essential the success of any organization. They have to carry out different activities, which assist the company to attain its business objectives. Various activities can be performed at diverse levels. Every level of activity might require a different set of skills and experience. Despite the fact that employees can be hired on a daily basis in agreement with job requirements, it is