Leadership and Management Analysis

This assignment requires you to critically analyze a job advertisement for a Store Manager position at Clarks. The analysis should focus on the required leadership and management skills, the company's values and culture as reflected in the advertisement, and any potential areas of concern or bias. You will need to draw upon academic sources and your understanding of leadership theory to support your analysis.

Working with leading
people

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Documentation to select and recruit a new member of staff.................................................1
1.2 Impact of legal and ethical considerations to the enlisting & selection process...................2
1.3 Take part in the selections process........................................................................................3
3.2 Demonstration of selecting one application and dealing with team members conflict as
well..............................................................................................................................................3
1.4 Evaluation of own contribution in the process of selections.................................................4
TASK 2............................................................................................................................................4
2.1 Explain the skills and attributes needed for leadership.........................................................4
2.2 Explain the difference between leadership and management...............................................5
2.3 Compare leadership styles for different situations................................................................5
2.4 Ways to motivate staff to achieve objectives........................................................................6
TASK 3............................................................................................................................................7
3.1 Advantages of team working for Clarks...............................................................................7
3.3 Effectiveness of team while achieving goals........................................................................7
TASK 4............................................................................................................................................7
4.1 Factors involved in planning and monitoring ......................................................................7
4.2 Plan and deliver the development needs of individuals........................................................8
4.3 Evaluate the success of the assessment process....................................................................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11
APPENDIX....................................................................................................................................12

INTRODUCTION
Working with leading people simply means to work those who have ability to handle and
control all tasks and activities in best possible manner. In an organisation, responsibility of these
persons is to provide proper guidance or direction while accomplishing any task or activity. In a
large scale association, there is required a systematic leadership who can manage all functions
effectively and also able to make optimal utilisation of available resources (Alloway, Bibile and
Lau, 2013). The present assignment is based upon C & J Clark international Ltd., its a British
based multinational Shoe manufacturer and retailer company that established in 1825. The firm
offers its products and services over the world thus it requires those people who have enough
capability to lead entire working procedures in systematic way. The report is going to be
described entire concept of recruitment & selection and various leadership styles which can
motivate staff members to work effectively.
TASK 1
1.1 Documentation to select and recruit a new member of staff
There is required certain documents while recruitment and selection process thus collect
and keep proper records of all candidates. HR manager of the company wants all activities and
tasks should be done in proper manner then he or she focus on hiring those people who have
effective skills and capabilities. Following documents are required to select or recruit new
employee, such as -
JOB DESCRIPTION
There is a vacancy of Store manager in C. & J Clark international Ltd.
Post – Store manager
Type of Role – Permanent
Report to – Branch manager and other senior managers.
Salary – Up to £22,000
Main Purpose of the job – To be responsible for strategic direction and effective management
of stores and its trading activities. The person will be liable to support, coach and empower each
employee within store in order to attain company's goals and objectives through service
excellence, example setting etc.
Roles and Responsibilities -
 Demonstrate leadership skills and sense of urgency to meet company's goals and
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objectives.
 Demonstrate and support employees to adhere to company's policies, expectations and
standards to maximize sales and profitability.
 Communicate solutions, suggestions and ideas to make changes for better.
PERSON SPECIFICATION
Job Title Store manager
Details of job Responsible for ensuring that all business activities are managed in
proper manner. Motivate staff members to manage positive
working environment.
Qualification Should be graduate and post graduate
Strong knowledge of finance and accounting.
Experience Minimum 2 years of experience in store handling and retail
marketing.
Skills Leadership, customer focus, accountability & dependability,
decision making & judgement.
Further documents are also required at the time of joining, such as -
 Qualification documents
 Extra-curricular activities certificate if any
 Identify proof
 Passport size photo
1.2 Impact of legal and ethical considerations to the enlisting & selection process
Certain laws and legislations need to be followed by HR manager of C. & J Clark
international Ltd. in recruitment process. The person has to be aware with such laws and
properly followed them while recruiting people. Below is defined brief description of such legal
and ethical consideration - The Equality Act 2010 – The law was introduced with an aim to eradicate discrimination
between employees at the time of hiring (Arnold, Fletcher and Molyneux, 2012). The
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equality act states that employer will not make any discrimination on the basis of caste,
race, religion and color etc. So, while Clarks will conduct recruiting process it should
give equal chance to all people.
 Equal Pay Act 1970 – The law signifies that employees who works at same position
should be provide equal remuneration. It helps in motivating and encouraging people to
show their efficiency in best possible manner. While formulating pay-rolls, HR manager
of Clarks needs to make sure that employees at same level are treated in well being
manner.
1.3 Take part in the selections process
My role as a HR manager -
As a HR manager, I have responsibility to take participate in recruitment and selection
activities of the company. In Clarks, presently there is a vacancy of Store manager. Thus, I need
to ensure that all tasks should properly conducted and right people get placed at right post.
Following steps will taken while selecting suitable candidates -
 Selecting the recruitment and selection team – Top management of the company
decides who will be involved in recruitment and selection process. We are a team of 5
members while selection of new Store manager within organization.
 Short listing the candidates – In this stage, team will identify a pool of large applicants
from various sources then shortlisted few people who have goods skills and competencies
to perform the job.
 Interview session – Afterwards, shortlisted candidates called for interview sessions
through which our team can decide whether or not the person is suitable for job. I also
formulate certain common question to check intellectual skills of individuals. Final appointment – At last, Recruitment team selects final candidate for the job and
offer them appointment letter for the same.
INTERVIEW ASSESSMENT FORM
Candidate’s Name: ______________________________ Date: _______________________
Interviewed By: ________________________________
Scoring Candidate evaluation forms are to be completed by the interviewer to rank the
candidates overall qualifications for the position.
Under each heading the interviewer should give the candidate a numerical rating and write
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specific job related comments in the space provided. The numerical rating system is based on
the following:
5 – Exceptional 4 – Above Average 3 – Average 2 – Satisfactory 1 – Unsatisfactory
Educational Background – Does the candidate have the appropriate educational qualifications
or training for this position?
Rating: 1 2 3 4 5
Comments:
Prior Work Experience – Has the candidate acquired necessary skills or qualifications through
past work experiences?
Rating: 1 2 3 4 5
Comments:
Technical Qualifications/Experience – Does the candidate have the technical skills necessary
for this position?
Rating: 1 2 3 4 5
Comments:
Administrative and budgetary experience: financial planning, staff supervision, management
of resources – Does the candidate demonstrate the knowledge of these areas necessary for this
position?
Rating: 1 2 3 4 5
Comments:
Leadership Ability – Did the candidate demonstrate the leadership skills necessary for this
position?
Rating: 1 2 3 4 5
Comments:
Customer Service Skills – Did the candidate demonstrate the knowledge and skills to create a
positive customer experience/interaction necessary for this position?
Rating: 1 2 3 4 5
Comments:
Communication Skills – How were the candidate’s communication skills during the interview?
Rating: 1 2 3 4 5
Comments:
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Candidate Enthusiasm – How much interest did the candidate show in the position?
Rating: 1 2 3 4 5
Comments:
Overall Impression and Recommendation – Final comments and recommendations for
proceeding with this candidate.
Rating: 1 2 3 4 5
Comments:
Interview questions to be formed by HR manager of Clarks -
Following is given some specific questions asked by the HR managger of the company, such as
-
 What are your main strength and weaknesses?
 What tasks, when executed incorrectly, directly impact sales?
 How would you teach a colleague how to close the register?
 Describe the inventory process at your previous store. What are the necessary steps?
 How would you address shrink in your store?
 What’s the most important decision you make every day as a store manager?
Role of a candidate who is applying for job role -
As an applicant, I am applying for the post of Store Manager in Clarks, it is my duty to
get brief description about the job thus to recognize what roles and responsibilities I need to be
performed in future. Before going to job interview, I need to carry out my CV, higher
educational certificate, pass port size photo, experience letter and further other documentations.
It will put good impact on HR manager of the company.
CV of candidate 1: -
Name – Maxine curry
Store manager
Email – [e-mail]
Summary – Having a 7+ years of experience in multinational company as a Store manager.
Responsible for the store's product section, goal setting, visual merchandising, financial targets
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and for developing the shops online retail strategy.
Duties –
 Promoting efficiency within all areas of the store in order to attain service standards in
line within company's expectations.
 Completing all store administrative records and ensuring total compliance with related
policies and procedures.
 Making sure that colleagues and specifically the retail assistants to develop and manage
online store shops.
Professional skills -
 Creating a happy and relaxed atmosphere at workplace in which people feel good,n
 Can recognise and meet and exceed the various need of every person.
 Have a flexible approach to working in line with needs of stores.
 Adhering at all times to strictest interpretation of relevant codes
Academic qualification -
 Master in business management (2010)
 Bachelors in business management (2007)
CV of candidate 2
Name
Email -
Summary – Resourceful assistant store manager equipped with extensive experience in retail
management and sales. Employs an excellent leadership skills and multi tasking strnegth.
Highlights -
Inventory management
Sales coaching
Focus on service and result
Recruitment and training
Payroll
Business development
Experience – Having a 7+ years in as an assistant store executive.
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Qualification – Bachelor in business management (2013)
After comparing CV of both candidates, HR manager of Clarks determine that both
people are best at their place and befitted for the job of Store manager. But in respect of choosing
one so that I would like to give preference to candidate 1 as firstly the person has defined all of
its skills and duties in briefly in CV. Another one is, the person has worked with reputed
company and also completed Master degree it shows that knowledge of this person is more
instead of second person. Therefore, I would prefer candidate 1 for the job of Store manager.
3.2 Demonstration of selecting one application and dealing with team members conflict as well
As per the give scenario, recruitment team of Clarks has selected two members A and B
for the job. Although both have similar skills, qualification and experience as per the job criteria.
This puts recruitment team into dilemma as they have to select only one candidate; it may arises
conflicts among team members. Therefore, as a HR manager its my responsibility to tackle this
situation and give suitable suggestions for the same. I applied middle class approaches thus to
stop disputes and select best one candidate.
 In this manner, firstly I need to go through with CV of both candidates and evaluate
carefully their skills, capabilities, past experience and achievements. Then, one who is
more superior will be preferred.
 Afterwards, I will called both applicants for re-interview and assess their leadership,
managerial and decision making skills through giving them a role play. It will support me
to chose the best one.
1.4 Evaluation of own contribution in the process of selections
HR manager of the company plays a vital role in selection process. Here, my
responsibility is to collect all necessary documents, i.e. CV, identity proof, job description etc. In
order to get large pool of applications, advertisements are also posted on company's website,
newspapers and job portals. Afterwards, all candidates must told about the entire job profile
through a job description. People who will come for face to face interaction must be judge on th
basis of skills and expertise knowledge.
I personally take interview of each candidate thus to ensure that effective people can be
selected. Since knowing their skills, adequate individuals will put on hold thus to selected best
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one among them. I would also ensure that there will no discrimination or partiality among people
on the ground of sex, colour, caste, religion, race etc.
TASK 2
2.1 Explain the skills and attributes needed for leadership
Clarks is needed a great leader who is enough capable to direct entire workforce in
systematic manner. Having an effective leaders, refereed organization can easily attain its goals
and objectives. Below is given certain necessary skills and attributes require for leadership -
 Honesty – It is one of the foremost skills for leader, by having this attribute leaders of
Clarks can easily deal with their employees. Honesty and transparency also develops a
strong interpersonal relationship between leaders and their followers.
 Decision making abilities – Having instant decision making skills within individuals
helps them to become future leaders; such abilities also helps people to grab opportunities
which are beneficial for firm (Azhar, 2011). Sometimes, while recruiting employees there
is required to take effective and critical decisions.
 Communication skills – Job of a leader is to convey message top to bottom and bottom to
top management. In Clarks, leaders should have strong communication skills as they can
interact within departments and determine best solution of problems.
2.2 Explain the difference between leadership and management
Most of people confused with leadership and management, they thought both are similar.
But it is to be noted that these elements are completely variant from each other. In Clarks,
leaders and managers perform different roles.
Leadership Management
Leaders are having accountability of
generating attractive and innovative ideas so
that Clarks can generate new and unique
products.
Mangers on the other hand have duty of
examining that ideas are correct or not. They
make plans how to apply such ideas or
thoughts.
Leadership skills can be achieved after training
and development assistance (Bush and
Middlewood, 2013).
Whereas managerial skills comes automatically
in a person with experience and over the time.
For example – In Clarks, team leads give For example – As a HR manager in Clarks my
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appropriate solutions of problems and focus on
how to make tasks more effective.
responsibility is to apply various concepts that
can make a job perfect and helps firm to
achieve its goals and objectives.
2.3 Compare leadership styles for different situations
There are many leadership styles can be adopted by mangers Clarks in order to
accomplish their working activities in best possible manner.
Autocratic leadership styles Democratic leadership style
In this leadership styles, only leaders or
managers have authority to take any kind of
business decision. Autocratic leadership styles
is only used where there is an ample range of
employees are working thus the leadership
style is acquire to manage each and everything
in proper manner (Mendenhall, 2012)
Here, leaders also involves their subordinates
in decision making process. They allowed their
followers to give ideas or suggestions to make
any working activity best.
For example – when there is confusion
between selection of two employees, as the HR
manager of the Clarks was only responsible for
re-examine the plan and take last decision.
For example – in recruitment process of new
store manage there is confusion between
candidate A and B thus the entire recruitment
committee was liable for selecting the best one
candidate. All people were involved in re-
evaluating CV and other skills of both
candidates.
Basis Similarities Differences
Autocratic and
democratic
leadership style
The autocratic and democratic style
values speed, focus, and certainty. In
both styles, thoroughness,
participation, and consensus are
treated as priority.
An Autocratic leader is involved
in power and decision-making to
himself whereas Democratic
leaders ate characterised by
consultation with their
subordinates and also involve
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In addition, Democratic and autocratic
leadership styles are very different in
their intent, the level of expertise of
the employees and the environment
where the leadership style is most
effective.
them in formulation of plans and
policies.
2.4 Ways to motivate staff to achieve objectives
Employee motivation plays a lead role in growth and success of the firm; it helps
attaining and retaining people at workplace for long run. In order to do this, managers are
required to properly understand basic needs of employees and try to fulfil them in best possible
manner (Mayfield, 2014). Therefore, Maslow’s hierarchy of needs theory can be suitable for
Clarks' for motivating staff members to attain its goals and objectives - Psychological needs – There are certain biological requirements of human beings, i.e.
food, drink, air, shelter etc. as if such needs of employees are not satisfied then they
cannot function in well being manner. For example – managers of Clarks needs to give
proper breaks and eating opportunities to employees. Safety needs – These urges involve physical, environmental and emotional safety and
protection from negative aspects of society in which people live. For example – job
security, financial security, health security etc. Social needs – it encompasses need for love, care, affection etc. Social needs of
employees link with encouraging teamwork and conduct social events. Esteem needs – Every individual wants self respect, achievements, rewards,
competencies, power, status, admiration and so on things. For Example – managers can
inspire employees to perform well through giving them rewards and appreciate them
(Lev, 2013).
 Self actualization needs – It means realizing personal experience, seeking personal
development, self fulfillment and peak experience. Managers can give staff members
challenging jobs in which the employees’ skills and competencies are fully utilized.
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TASK 3
3.1 Advantages of team working for Clarks
It is advice to companies that they need to increase teamwork within organizations so as
to accomplish all tasks and activities in best possible manner. Teamwork has an important role in
performing all working practices and also helps in determining various ideas or suggestions
towards a specific problems (Chen and et. al., 2014). Along with this, in Clarks teamwork bring
effective growth of employees as well as business organization because when people work
together brainstorming comes into existence. Combining unique perspective from each team
members is liable for generating effective selling solution which leads high profitability and
revenues.
Working together builds trust between entire team that raise strong relationship between
all team members; trusting employees renders a feeling of safety which permits ideas to emerge.
It supports staff members to open up and inspire each other.
3.3 Effectiveness of team while achieving goals
Employers of Clarks is facing various adverse situations within organization and it also
assign responsibilities to people for resolving all such issues. In this context, all managers are
required to formulate certain teams and ordered them to identify most appropriate solution of
business problems. Therefore, teamwork helps in determining various ideas and thoughts thus to
generate innovative and qualitative products; it results company will easily attain its production
targets. In addition to this, performing in a team supports employees' to improve their abilities;
it also raise speed of working that leads enhancement of production and performance level of the
company (Drennan, 2012). Thus, higher production aids Clarks to achieve its goals and
objectives in a certain time period. On the other side, working with others help individuals to
recognize numerous ways to work as it is liable for personal development of staff members. Such
activities improvise quality of work or task within association.
TASK 4
4.1 Factors involved in planning and monitoring
Planning and monitoring is a critical task of managers which has to be done carefully. In
context of Clarks, HR managers develop certain plans and monitor them carefully before
execution. Several factors are getting involved in planning and evaluating work performance of
employees which are clearly defined under beneath -
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 Learning style of employees – While planning and monitoring process, HR manager of
Clarks needs to ensure that employees use effective learning style; selection of learning
styles based upon employees' understanding, abilities and knowledge level.
 Sample methods – There are various methods that supports to control or tackle
employees effectively; it helps in attaining firm's goals and objectives in a certain time
period (Goffee and Jones, 2013).
 Performance evaluation – Store manager appointed by the company has obligation to
continuously check performance level of staff members and provide them effective ideas
to improve the same. Although, performance can be measured on weekly, quarterly, and
monthly basic so that firm can attain its goals and objectives.
 Interview – In planning process of recruitment, interviews provide assistance in
determining skills and knowledge level of candidates thus best one alternative can be
selected.
 Analysis of clients and customers – It is also essential for Clarks to analyse customer
base and their needs and wants then current plans of the firm will be measured on the
basis of same. It increase customer value for the company and draw wide range of clients
towards it.
4.2 Plan and deliver the development needs of individuals
It is well known that Clarks is one of the most popular company of footwear for men,
women and children. In order to grow and diversify more, firm is required to focus on
development of its employees' as they can improve their skills and abilities. In this relation, an
effective plan should be developed to fulfill development urges of staff members.
Below is given development needs of Store manager of Clarks, such as -
 Firstly, managers have to focus on assessing current skills and capabilities of store
manager. It helps in determining focal point from where training will be started
(Goleman, 2010).
 Second stage refers that employer have to idenitify training or learning method that is
befitted in current scenario. In Clarks, off the job training is most suitable method for
developing existing skills of employees.
 Afterwards, they are required make an assessment plan and set learning objectives.
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 In this stage, managers have to demonstrate all adverse points which can affect
development or training program thus it can cured on or before time.
 At last, measuring the effectiveness of development by comparing previous and current
knowledge level of new employees.
However, at this time there is also needed to observe all necessary resources and
techniques which helps in executing the plan. It can be done through by eradicating all emerging
obstacles.
Plan for development needs of Store manager of Clarks -
 Job description – While identifying developing needs of a Store manager of the company,
managers should check out job description in order to determine the whether or not the
person has all required skills and abilities to performed specific tasks and activities.
Although, criteria in a job description aids managers establish the level of performance
(desired competencies) for that position. In context of store manager in Clarks, the person
should have good leadership skills and sense of urgency to meet company's goals,
support employees to adhere to company's policies, expectations and standards to
maximize sales and profitability. He should be also able to communicate solutions,
suggestions and ideas to make changes for better. It is recognized that the store manager
is not able to influence all employees of the company to follow all standards and policies.
Thus, there is required to trained the person in this section.
 Competency Standards – After this, HR manager is required to sets of standards that
outline the skills and knowledge necessary to carry out specific tasks. These standards
describe the personal skills, attitudes, technical skills, knowledge and attributes of Store
manager of Clarks to effectively and efficiently undertake the day-to-day tasks of their
work function.
 Performance Reviews – In order to review performance level of the person, different
formal sessions are conducted once in a year so as to discuss performance and
professional development needs. A performance review will help to determine skill and
knowledge gaps and is an opportunity to develop a learning plan for the next 12 months.
For example – after review the performance of new store manager, it is determine the
person is not to influence other that means there is lack of leadership skills. For this
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purpose, General manager of the company decided to provide training and job
enlargement sessions to people thus to make improvements in the field.

4.3 Evaluate the success of the assessment process
This is fundamental for the company manager to evaluate the success of assessment plan
by implementing various methods. An assessment process can be measured through opting tools
and techniques that are mentioned as below:
Feedback and Disciplinary: It is one of the best technique or method to assess success of
assessment process which involves that store manager of the company take feedback from top
management as well as the person will also take reviews from employees who have been
involved at the time of training session.
Appraisal and Promotion: Managers can also assess success of assessment plan through
employee appraisals and promotions, because only those employees will be promoted who's
knowledge and skills level actually improved in training sessions (Heath, 2012). It is beneficial
for Clarks as well as its employees for their personal growth.
Measuring individuals Productivity: Execution of assessment procedure will help in
increasing the productivity of store manager of the company. In order to measure the success of
the plan, managers can look out performance and productivity of each and every employee the
provide them personal guidance. Individuals productivity can be also measured through face to
face interaction with all workers.
Following is given tools which helps in evaluating success of assessment plan -
 CSI - Critical Success Factors comprises with those areas in which necessary steps are
taken where high performance or success is important that is success of a business. CSI
elements are vital for succession of a business strategy and objectives can be attained in
proper manner.
 KPI – Key performance indicators is a metrics that is acquired in order to quantify
management objectives. It helps in measuring achievement of critical success factors.
These objectives and factors are enable measure performance of each members thus to
provide them feedback and reviews accordingly.
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CONCLUSION
From the above mentioned report, it get analyzed business organizations are required to
work with leading people who have enough capabilities to do all tasks and activities in the best
possible manner. Along with this, certain documentations, i.e. job and person specifications are
required in recruitment process whereas HR manager of company must follow various legal and
ethical considerations while hiring. There are two main types of leadership styles, i.e. autocratic
and demonstrate which aids in providing right path to employees as they work accordingly.
Leadership is used to direct employees whereas management works to manage entire activities at
workplace. Furthermore, teamwork also plays a vital role in systematic completion of entire
work in given time period.
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REFERENCES
Books and Journals
Alloway, T.P., Bibile, V. and Lau, G., 2013. Computerized working memory training: Can it
lead to gains in cognitive skills in students?. Computers in Human Behavior. 29(3).
pp.632-638.
Arnold, R., Fletcher, D. and Molyneux, L., 2012. Performance leadership and management in
elite sport: recommendations, advice and suggestions from national performance
directors. European sport management quarterly. 12(4). pp.317-336.
Azhar, S., 2011. Building information modeling (BIM): Trends, benefits, risks, and challenges
for the AEC industry. Leadership and management in engineering. 11(3). pp.241-
252.
Bush, T and Middlewood, D., 2013. Leading and managing people in education. Sage.
Chen, L.K and et. al., 2014. Sarcopenia in Asia: consensus report of the Asian Working Group
for Sarcopenia. Journal of the American Medical Directors Association.15(2). pp.95-
101.
Drennan, J., 2012. Masters in nursing degrees: an evaluation of management and leadership
outcomes using a retrospective pre‐test design. Journal of nursing
management. 20(1). pp.102-112.
Goffee, R and Jones, G., 2013. Clever: Leading your smartest, most creative people. Harvard
Business Press.
Goleman, D., 2010. Why leading sustainability matters more than ever. People & Strategy.
33(1). pp.7-9.
Grint, K and Holt, C., 2011. Leading questions: If ‘Total Place’,‘Big Society’and local
leadership are the answers: What’s the question?. Leadership. 7(1). pp.85-98.
Hallinger, P. and Bryant, D., 2013. Mapping the terrain of educational leadership and
management in East Asia. Journal of Educational Administration. 51(5). pp.618-637.
Heath, H., 2012. How to optimise the registered nurse contribution in care homes: staff shortages
are leading some managers to review traditional patterns of working. But, as Hazel
Heath explains, any changes must not compromise the care essential to meet the
choices and complex needs of older individuals. Nursing older people. 24(2). pp.23-28.
Lev, A.I., 2013. Transgender emergence: Therapeutic guidelines for working with gender-
variant people and their families. Routledge.
Mayfield, P., 2014. Engaging with stakeholders is critical when leading change. Industrial and
Commercial Training. 46(2). pp.68-72.
Mendenhall, M.E., 2012. Global leadership: Research, practice, and development. Routledge.
Online
Leadership and management. 2017. Available Through:
<https://managementstudyguide.com/leadership-management.htm>.
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APPENDIX
JOB ADVERTISEMENT
Store Manager- Hove (Franchise)
Role Title: Store Manager- Hove (Franchise)
Store Name: Clarks Franchise Hove Adults
Type of Role: Perm
Hours: Full-time
Salary & Benefits: Up to £22,000
Closing Date: 17/07/2017
Working here
To play an important part in success and reinforcement of our organisation. As Clarks Store
Hove is a successful franchises which requires a well experienced and motivate Store manager
who can driven up team and continue building on the stores success.
The role
The person should have good leadership skills and a sense of urgency to meet company's goals
and objectives. He should able to identify workplace problems and deliver suitable solutions on
the same. Generate ideas to make changes for better.
About you
As an experience store manager, the person should be able to keep track record of commercial
success of the company. An inspiring leader with having strong communication skills and
enables to get best among people. You have good knowledge of marketing thus to promote our
brand, lead teams and establish excellence in customer services. Organized and always ready to
adapt to challenges, the expertise need to meet targets, manage P&L and tackle day-to-day
operations.
Life with us
Every 60 seconds, 105 pairs of Clarks shoes are sold globally. That makes us a £1.6 billion
business and a truly worldwide brand. We now have some 15,000 employees across 75 different
countries – everywhere from Europe to the Americas. Despite being the world’s biggest
everyday footwear brand (by sale volume), we’re still owned by the Clarks family and based in
Street, Somerset – where the Clarks business began. Street is the nerve centre of our business,
17

driving growth and the whole Clarks success story.
Benefits
Rewarding career, growth opportunities with a competitive salary. We ll also provide you a
generous holiday plans and offer a pension scheme.
We love hearing from great people
Visit us at clarksjobs.com, follow us on Twitter and become a fan on Facebook. Just look for
@JobsatClarks.
Our principles is to put equality between all human beings and firm's operations. Our
aim is to provide fair treatment for workforce, Clarks does not discriminate on the grounds of
colour, sex, marital status, race, religion, sexual orientation, ethnic etc.
18