Task evaluation at whole food market dissertation

Intro

The goal of any company is to entice and maintain employees who also share their particular core ideals. Whole Food Core Principles include advertising the highest quality organic and natural products, gratifying and delighting customers, helping their Associates (Whole Meals Employees) delight and progress, creating wealth through profits and growth, nurturing about the communities and our environment, creating win-win relationships with their suppliers and promoting the health of their stakeholders through healthy eating education. Let me take these core ideals and apply them to the job analysis and also job points when determining the job structure at Complete Foods.

Evaluation of Jobs and Job Composition

In taking a look at the job information provided in the case study, I used to be able to assign job game titles in the following manner:

Job A- Prepared Foods Part of the team

Work B- Customer care Team Member

Job C- Prepared Food Department Staff Leader

Job D- Prepared Foods Supervisor

Job E- Dishwasher

Job F-Customer Service Front Supervisor

Job G- Prepared Food Associate Staff Leader

Job H- Associate Store Team Leader

Task I-Grocery Full Team Member

The task structure i came up with put the above jobs into two categories: Managerial and Retail store Support.

In the Managerial structure I would personally place Job C, Task D, Job F, Task G and Job L. In the Store Support I would place Job A, Job N, Job Elizabeth, and Task I.

Procedure, Techniques and Factors

The work evaluation approach I employed in my example is the job ranking method. My cause of choosing this method was basic. While looking with the Whole Food website and their career pathways page, the job opportunitiesin every single store were hierarchal in nature. Although Whole Food itself is fairly a large firm, per the information on the organization website; there are less than thirty different work classifications. Although this is the simplest method of work evaluation, Whole Foods themselves have put the jobs to be able, ranging from the greatest, Store Group Leaders, Center Team Market leaders, Regional Presidents, and Presidents at the top and Team Members or perhaps Specialized Affiliates at the cheapest or basic.

The rempla?able factors which i used in identifying these work rankings based on the job information provided: task responsibility, skill, knowledge and ability. When Whole Foods does have different departments in their stores, with distinct work requirements, these types of jobs could be grouped into one classification and put into a predetermined grade. My meaning with this is which a Team Member in Bakery gets the basic expertise and understanding as a Team Affiliate in Meat. The respsonabilities may be diverse, bakery vs meat, but at Complete Foods the responsibilities and qualifications are the same. Excellent customer support and maintaining the departments that they are operating are a few that can come to mind.

As Whole Foods is a group focused office, placing more appeal on one task versus another goes against their key values. Naturally there will be diverse pay scales based on the person’s position in the hierarchy; it is far from something that makes one person essential than an additional. Per their own company website, “Whole Foods seek individuals who believe in their mission of Whole Foods, Whole Foods, Whole People, Whole Planet-people who will be enthusiastic about foodstuff and our products, and who want to join a lifestyle of distributed fate (Whole FoodsMarket. com). Therefore , individuals who work for Complete Food understand they are respected and with the teaching and expansion programs that exist, a person can showcase to a higher level with the experience, knowledge and skills they have obtained inside their positions.

Evaluation of Job Descriptions

The job descriptions in this instance study can use more composition. I found that very difficult to decipher a few of the information inside the job explanation. Even after going to the WholeFoodsMarket. com internet site to review, I had problems giving a job title to many of the information. While the job descriptions themselves did possess most of the informationneeded to help a person place a job title with the description, they could have been better created. These task descriptions would not give a extremely general position overview which will would have been helpful. For instance , for Job A, the positioning overview would have listed a number of the tasks the work has. Here i will discuss taken from the Prepared Food Team Member placement description within the position overview: “Performs inside the Prepared Foodstuff Department each of the following responsibilities: preparation, countertop service, sterilization and inventory of products. Maintains a positive organization image by providing courteous, friendly, and useful Customer Service. Facilitates team innovator and regional coordinator in training and maintaining regional standards. (WholeFoodsMarket. com)

Instead of listing all of the job responsibilities under “Kind of Work, listing them out in a responsibilities section would have caused it to be much easier for the reader. The requirements sections had been sufficient. Real estate out the reporting structure for each and every position likewise would have been helpful. All the information that was listed in the position descriptions I did previously compare to using the job descriptions on the Whole Food Market site; it was only a difficult method without a better layout. The ability, skills and abilities needed for each task should have been listed in its section to get a proper task description. Having had these, it will have been a much smoother method in assigning job games.

Conclusion

Since this is my initial attempt at determining job games and work structure, I discovered it to be a difficult procedure. When you do not have the best task descriptions available to you, or the opportunity to job darkness a person in the position, the conclusion that a lot of job needs to be done on the front. It starts with collecting and summarizing each of the job data for each situation at a firm. By having every one of the possible info needed to result in a proper job description, a compensation specialist can properly determine the value of the job, assess the relative worth of the task and place that in a work structure that may be clear and concise to all stakeholders. (Milovic, Newman and Gearhart) This case study showed me what happens when everything is not performed properly in the beginning.

References

http://www.wholefoodsmarket.com/. Whole Food Market

http://www.wholefoodsmarket.com/values/corevalues.php. Entire Foods Marketplace

primary values http://www.wholefoodsmarket.com/careers/index.php. Whole Food Marker professions Milkovich, Newman and Gerhart. Compensation, tenth Edition

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