Run a profitable clothing store

Chapter 41 Recruitment and management of clothing store personnel (1)
The core of clothing store management is that only by discovering the strengths of each person, the reason is applicable, learn from each other, and realize the combination of advantages, can each person's advantages be brought into play and make outstanding achievements in work.Only when managers give full play to the strengths of shop assistants can they create greater value for the store.

The Importance of Staff Recruitment

Recruitment is a very important link in opening a clothing store. In fact, recruitment is not just a link. It also has other meanings in store management, mainly in the following aspects:
1. The recruitment results determine whether the clothing store can obtain the excellent talents it needs
Talent competition is the commanding height of competition in modern society.Only with high-quality talents can we establish a competitive advantage and achieve considerable prosperity and development.

2. Recruitment helps to promote the store image

The recruitment work of clothing stores involves a wide range of recruitment methods, such as using TV, newspapers, radio and other media to carry out recruitment activities.It can enable clothing stores to obtain the talents they need, and at the same time, it can also play a role in promoting the image of the store and expanding its social influence.

3. Recruitment directly affects the personnel management costs of clothing stores

When a clothing store recruits new employees, it will face how to select qualified candidates with work enthusiasm from among the many applicants.Especially in the macro-environment with a large surplus of labor force in our country at this stage, those clothing stores with outstanding business performance will face a vast ocean of applicants.How to select the most outstanding talents that meet the needs of the enterprise from a large number of applicants in an economical way will be the focus of the recruitment work.Effective recruitment, on the one hand, can save the cost of recruitment activities as much as possible, on the other hand, it can recruit excellent talents that meet the needs; and because the recruited personnel are suitable for the job and have a high degree of work proficiency, training can be reduced Expenditures save expenses for clothing stores and create benefits.

4. Recruitment directly affects the personnel management of clothing stores
Effective recruitment work should enable clothing stores to absorb high-quality talents that meet the needs, while also enabling these personnel to understand the real situation of clothing stores.Therefore, when recruiting, you should not only promote the good side, but also let the applicants understand the bad side of the clothing store, so that the applicants have a comprehensive understanding of the clothing store.

For example, in the recruitment process, candidates can have an understanding of the real situation of the clothing store through the way of real job preview.In this way, applicants can conduct self-screening to judge whether they match the current requirements. At the same time, applicants can know what is available and what is not available in this clothing store, so that they have a better understanding of future work. Mental preparation.In this way, clothing stores can obtain talents who are competent and satisfied with the work they are doing, and reduce the turnover of personnel.On the contrary, if only the good aspects of the store are shown to the applicants during the recruitment process, it may cause a lot of trouble in the future work, thus increasing the turnover of clothing stores.

job analysis
When the clothing store has a larger scale and form, in order to facilitate management, it is necessary to use job analysis.Job analysis is the basic work of human resource management, and it provides important basis for other work of human resource management, such as planning, recruitment, performance evaluation, training, and compensation.These bases include information such as the content, responsibilities, job characteristics, key performance indicators, working conditions and qualifications required for positions and positions.

In layman's terms, job analysis is to use a series of scientific methods to clarify the job content and quality requirements of employees in clothing stores.Therefore, the results of job analysis provide information related to the requirements of the job itself. The results of job analysis are finally collected into job descriptions and job specifications, also known as job descriptions and job qualification requirements. They are also commonly referred to as "job descriptions". ".

The human resource department should guide human resource management through job descriptions and job qualification requirements.The job description stipulates the requirements for "things", such as tasks, responsibilities, responsibilities, etc.; the job qualification requirements stipulate the requirements for "people", such as knowledge, technology, ability, professional quality, etc.

1. The specific content of the job description

The basic information includes job title, job number, department, job grade, establishment date, etc.

Work activities and work procedures refer to the basic responsibilities of employees in this position and the scope of activities set when exercising the powers conferred by their duties.Including work summary, scope of work, scope of responsibilities, work equipment and tools, work process, interpersonal communication, management status, etc.

The working environment refers to the clear regulations on the environmental conditions when the employees of this position are engaged in the corresponding work.Usually includes the workplace, the hazards of the working environment, working hours, the comfort level of the working environment, etc.

Qualifications are the prerequisites for engaging in the job.Including age requirements, education requirements, work experience requirements, personality requirements, etc.

2. Specific content of job qualification requirements

Basic quality usually refers to the professional quality necessary for a job.Such as minimum education, areas of expertise, work experience, training and education received, special talents, etc.

Physiological quality refers to the basic physiological requirements of a certain job for the personnel engaged in it.Usually include physical requirements, health status, sensitivity of sensory organs, etc.

Comprehensive quality mostly refers to the social experience and ability to deal with the world required to engage in a certain position.Such as personality, temperament, interest, language expression ability, cooperation ability, aggressiveness, professional ethics, interpersonal skills, teamwork ability, etc.

Do a job evaluation analysis

The operator or manager of the store must conduct a post value assessment for the store personnel before setting up their positions.

What is job evaluation?The so-called position value evaluation is also called position value evaluation or job evaluation. The process of evaluating characteristics such as working conditions to determine the relative value of jobs in the store organization, and to establish job value sequences accordingly.

Why is it necessary to evaluate the value of the position in opening a clothing store?There are mainly three reasons:
1. Help stores establish a unified standard for job value levels
Establish the salary level relationship diagram of the store through job value evaluation.In an enterprise shop, there are many job titles. At the same time, in different shops, the same job may have different job titles, or the jobs that the same job may be engaged in are quite different and different.Due to various needs, shops usually need to determine the value comparison between different positions.For example, when a store determines the remuneration level, it needs to know who has contributed more to the store and who should get a higher salary compared with a salesperson and a purchaser. Generally speaking, it is necessary for the store to solve this problem. There is a set of scientific and reasonable post value evaluation system.

2. Establish an objective basis for salary distribution
When an employee is in the store, he will compare his income with other employees at any time. If he feels that it is unbalanced, it means that there is a problem with the internal fairness of the salary.Post value evaluation can help stores solve this problem.

3. Provide guidance for employees' career development

Job value evaluation can not only make all kinds of work in the enterprise store adapt to the remuneration paid by the enterprise shop, but also make employees and employees, managers and employees have the same views on remuneration. A series of continuous grades are set up to facilitate employees to understand the value standards of the store, so that employees can clearly define their own career development and promotion paths, and guide employees to move towards higher goals.

Generally speaking, the commonly used post value evaluation methods include post classification method, simple ranking method, post reference method, factor scoring method, factor scoring method and so on.

1. Taxonomy

The classification method refers to dividing all positions in the store into different categories according to the different requirements of job responsibilities and job conditions.For example, according to the job level, it can be divided into management-level positions, management-level positions, and grass-roots operation-level positions; and then determine a position value range according to each type of position, and sort the same type of positions to determine the relative value of each position.

2. Simple sorting method
Rank all positions from high to low based on a simple criterion such as job complexity or importance of the job to the store's competitive strategy.This approach requires a complete consideration and analysis of each position.It is applicable to store enterprises with relatively simple positions. For many large stores, this method needs to sort the positions of each department in units of departments, and then sort each part and determine the corresponding coefficient. Through The coefficient is converted to determine the value of each position.The simple sorting method requires the people involved in the sorting to have a good understanding of the situation of all positions. The sorting results can be processed by simple arithmetic average, or weighted average based on the familiarity of the raters with the positions.

3. Post reference method

The position reference method refers to the method that the enterprise store establishes a set of reasonable standard position value sequence in advance, and then evaluates other positions by comparing with the existing standard positions.

4. Factor Scoring

This is a widely used post value evaluation method. Its biggest advantage is that it does not directly compare the specific responsibilities, work content, work environment and qualifications of each post, but abstracts the work characteristics of all posts. Comparing the specific content of the post with the standards of these elements, the value score of each post is obtained, and then the post value sequence is obtained by sorting the scores.The factor scoring method is a method of quantitatively analyzing the value of a position, and it is a very common method in the human resource management of store operations.

5. Factor comparison method

The factor comparison method was originally a branch of the scoring method.The factor comparison method does not need to care about the job responsibilities and qualifications of specific positions, but abstracts the content of all positions into several elements.According to the different requirements of each position for these elements, the position value can be obtained.The evaluation team first divides each factor into multiple different grades, and then associates different factors with different grades according to the content of the job. The sum of the grade values ​​is the job value of the job.

Preliminary preparation for the recruitment of shop assistants

In general, in the recruitment process of clothing store employees, the following preparations need to be made:
1. Employee Hiring Decisions
Employee recruitment decision-making refers to the decision-making process for employee recruitment.The recruitment decision is mainly to determine the number of recruitment, self-recruitment or entrusted recruitment, recruitment budget, process plan, and time and channel for the release of recruitment information.

(1) Recruitment decision-making principles.

①Principle of less but better: Try not to recruit when you can recruit or not, and recruit as little as possible when you can recruit less or recruit more.The recruited personnel must give full play to their role, because the enterprise is a collection of benefits, not a welfare unit, and it is necessary to ensure that the recruited personnel are capable and effective.

②Principle of fair competition: The basic condition in the recruitment process is to achieve fair competition so that talents can stand out. Only fair competition can attract real talents and play an incentive role.

③Principle of preferring vacancy to excess: That is to say, a position would rather be temporarily vacant than let unsuitable people occupy it.

(2) Recruitment decision-making process.

① Submit an application for personnel demand.The person in charge of the department that needs to increase the number of personnel, puts forward the number, position and requirements of the personnel needed to the recruitment department, and explains the reason.

②Recruitment by the recruitment department.The recruiting department should go to the employing department to review the application, check whether so many people are necessary, and write out the review opinion.

③Decision by the senior management of the store.According to the different circumstances of the enterprise, it can be decided by the general manager's work meeting, or at the department manager's work meeting.

(3) The main content of the recruitment decision.Hiring decisions for corporate employees should include the following:
① What positions need to be recruited, how many people are recruited, and what are the specific requirements for each position.

② When to release recruitment information, and what channels to use to release recruitment information.

③Which department is entrusted with the recruitment test.

④ How much is the recruitment budget.

⑤When will the recruitment end?

⑥ When will the new recruits be in place?

2. Determination of recruiters

It is very important for clothing stores to select recruiters.Generally speaking, members of the recruitment team can include not only the personnel of the human resources department of the store, but also the supervisor of the employing department, colleagues and subordinates of the recruitment department.Candidates will use these recruiters as a window for clothing and stores to judge the situation of the store.Therefore, the performance of recruiters will directly affect whether candidates are willing to accept the jobs offered by clothing stores.Studies have shown that whether the recruiter's personal demeanor is elegant, whether he is rich in knowledge, and whether he is competent in handling affairs will directly affect how the recruiter feels and evaluates the store.When some clothing stores set up a recruitment team, the managers designate the candidates, and then provide them with targeted training, such as appearance, questioning methods, store introduction, conversation tone, etc., and mock interviews, and video recordings at the same time. Then show it to these people to watch and discuss for correction.

3. Determination of the position and number of hired personnel
(1) Job determination.For clothing stores, the most basic position is the general store staff, which can be subdivided into formal full-time staff and part-time staff, and then there are all levels of management of clothing stores.Above all the store staff is the store manager or general manager, the store owner is at the top, and some clothing stores are the store owner and store manager or general manager.

Dividing various positions, in addition to clearly dividing the rights and responsibilities of each person, can also establish a good channel for talent cultivation and promotion, so that the talent application system of the entire clothing store can be standardized.

(2) The quantity is determined.The operating conditions of each clothing store are different, so the required number of people cannot be fixed.In this regard, we can use a more reasonable and scientific evaluation method to measure.

The application principle of this evaluation method is to measure the productivity of each person in the store according to the amount of gross profit that each person in the store can create.

Let's take a clothing store as an example to illustrate: Assume that the owner works 12 hours a day, one store manager works for 1 hours, and the deputy store manager also works for 10 hours. 1 hours, adding up to a total of 10 hours, divided by the average time per person per day of 15 hours, you can get that the total manpower used by this clothing store is 8 people, and then divide the daily gross profit by the manpower, and finally you can get each person productivity.

The actual application of this evaluation method is quite simple, and the shop owner can clearly see how much each person is productive, so as to analyze whether the manpower hired is appropriate.However, this method has major flaws. It does not take into account the amount of manpower used during different business hours, and it will inevitably lead to the dilemma of sometimes excess manpower and sometimes manpower shortage.

4. Determination of application qualifications for recruited personnel

For ordinary employees in clothing stores, it is not as demanding as other companies, and the educational qualifications are not strict, just junior high school or above.However, for management positions such as deputy store manager and store manager, it is best to require a college degree or above so that they can be trained to handle some technical work.

As for the age requirement, only those who have reached the age of 18 can come for an interview.As for work experience, this item is mainly for managers, especially in the case of higher-level managers and candidates who are in urgent need of getting started, the qualifications must be specially indicated when recruiting.

5. Guiding principles for clerk recruitment

Recruitment is an important part of ensuring the quality of the workforce and a prerequisite for ensuring the smooth operation of the clothing store.In the recruitment work, the following principles must be followed:

(1) The principle of openness.Before recruitment, the clothing store name, nature, position, qualifications, conditions and interview time should be announced to the public and conducted publicly.On the one hand, the society is given opportunities for fair competition to achieve the goal of recruiting talents; on the other hand, the recruitment work is placed under the supervision of all store employees to prevent malpractice.

(2) The principle of justice.Treat all applicants equally, strive to provide equal opportunities for everyone to compete, and select and recruit those who meet the requirements of employees.

(3) The principle of competition.Through interviews, identify character and ability to determine the pros and cons of personnel and the choice of candidates.In order to achieve the purpose of competition, it is necessary to strengthen the publicity work before recruitment, so that more people can come to apply.

(4) Comprehensive principle.Whether a person is competent for a certain job or how his development prospects are determined by many factors, especially non-intellectual factors play a decisive role in his future actions.Therefore, it is necessary to conduct comprehensive examinations, assessments and investigations on the candidates in terms of morality, knowledge, ability, intelligence, psychology, past work experience and performance.This is also to ensure the safety of the clothing store itself.

(5) The principle of merit selection.Selection of the best is the fundamental purpose and requirement of recruitment.Only by adhering to this principle can we select people with outstanding conditions in all aspects from the applicants to serve the store and future customers, introduce the most suitable personnel for the clothing store or select the most suitable personnel for each position.

(End of this chapter)