Human Resource Management Report: Emaya Retail Assistant Job Analysis

This report provides a comprehensive analysis of a retail assistant position within the context of Human Resource Management (HRM). It begins with an overview of the company, Emaya, a retail business, including its mission and vision statements. The report then delves into the job analysis process, including the identification of key responsibilities such as customer service, inventory management, and sales. It explores job design methods like job rotation and enlargement, and outlines the recruitment and selection tools used, such as telephone interviews and hiring manager interviews. The report includes a detailed job description, measurable performance standards, and required skills and qualities for the role. Furthermore, it examines indirect recruitment methods, presents a sample job advertisement, and outlines shortlisting criteria. The selection process, including the use of panel interviews and behavioral interview questions, is discussed. Finally, the report provides a framework for comparing interviewees based on various skills and experiences and addresses pre-employment checks.

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Answer 1
Part A
Located in Auckland, on the mainstream of shopping center, Emaya is the most amazing venue
which serves best apparels and fashion accessories to their customers which is accompanied with
the best quality at reasonable price. This organization is conducted its business from last 5 years
and currently holds the strength of 25 personnel.
Mission Statement- The primary objective of this organization is to give satisfactory returns to
all its stakeholders which mainly include employees, shareholders, customers, and community.
This approach of employer makes them effective.
Visions Statement- Organization focuses on strengthen its existing business by strengthening
their employees in terms of fulfilling the needs of customers.
Part B
Organization is looking for the retail assistant for identifying the customers for the organization
and helps the customers in purchasing the products they desire. The main functions of this job
position include the identification of customers, restocking, and merchandising. The goal
includes the distribution of high class services to the customers in terms of increasing the growth
of organization and profitability through sales maximization.
For selecting the candidate for the position, the method used is the interview method. In this
interview of the employee is taken so that candidate will be able to identify their own working
style, issues faced by them use particular methods while performing their job and dealing with
their insecurities and fears related to their careers.
This method is effective in nature for the job analysis because it not only helps the interviewer in
gaining the knowledge about the employee, but also helps them in understands the way through
which candidate deals with the responsibilities involved in it. It further helps the employee in
conducting the analysis of job in effective manner (Noe, Hollenbeck, Gerhart, & Wright, 2006).
Part C
Job rotation and Job enlargement are the two effective methods which are used by the
organization for job design. Both the methods and their effective are defined below-
Job Rotation- This method includes the systematic movement of employees from one job to
another job, which means, job positions in the organizations are unchanged but employees in the
organization are shift from one job to another job. In this opportunity is given to the employee
for performing the different jobs, and this helps the employees in enriches their skills, experience
and ability to perform the different type of jobs. This is the most accepted concept in the retail
scenario, as it helps the employer in reducing the boredom and irregularity of employees.
Further, it helps the employees in getting the job satisfaction.

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Job Enlargement- Job enlargement is the method in which scope of the job is enlarged by the
organization. In this number of tasks and duties are included in the single job, and it mainly
includes the extension of job rotation which expose the employees to different jobs without
changing their position (Foss, Minbaeva, Pedersen & Reinholt, 2009).
Part D
Following is the job description of the vacant position available in the organization-
Recruitment and selection tool- Telephone interview and hiring manager interview are the two
tools which can be used by the employers for selecting the individual in terms of relevant job
position. In this those applicants are selected which perform well during the telephone interview
and hiring manager interview (Anderson & Witvliet, 2008).
Purpose- The vacant job position is of the retail assistant who helps the organization in
identifying the potential customers and find ways for fulfilling the needs of customers.
Job Responsibilities- Following are the responsibilities of this job position-
 High level of customer satisfaction by giving best services.
 Ensure the maintenance of fully stocked store.
 Ascertain the needs of customers and wants.
 Managing the point of scale process.
 They must recommend and display the items that match the customer needs.
 Individual is responsible to manage the point of sale-process.
 Must involve in the day to day activities in active manner.
 Must record all the transaction of the organization in well manner (Stewart &
Ruckdeschel, 1998).
Measurable standards for their performance- In this organization, performance standards are
based on the individual and not on the job position. Following are the measures against which
performance of the individual is measured-
 Whether individual is able to meet the set goals and targets.
 Whether resources of the organization are used in effective manner or not.
 Whether individual is able to give any competitive advantage to the organization (Eric
Soderquist, Papalexandris, Ioannou, & Prastacos, 2010).
Part E
Following are some presided skills and qualities which must be present in individual for
acquiring this job position-
 In retail it’s all about showing up, which means, individual must be able to meet their
targets and goals on timely manner.
 Individual must hold the communication skills, which means, an individual must conduct
effective communication with the customers and other relevant persons.

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 Individual must be self-motivated in terms of achieving their targets and enhance the
profitability of the organization.
 Individual must respect their co-workers and leaders, which means, individual must be
able to help and guide their co-workers in case any issue occurred. Further, individual
must avoid the conflicts with their co-workers.
 Individual must be able to hold the positive attitude towards their work or towards other
people.
 Individual must be able to work in the team or in the team environment. In other words,
individual is able to contribute in the team work in positive manner.
 Adaptability must be present in the individual in terms of taking the more challenges and
use appropriate skills to solve these challenges.
 Problem solving skills is another factor which must be present in the individual, which
means, individual must be able to resolve the problems faced by the organization in
effective and efficient manner.
 Another ability of the individual is to prioritize the workload, as retail sector is the fast
moving sector and work load in this sector is immense (WHO, no date.
Answer 2
Part A
In this context, indirect method of recruitment is selected which includes the advertisements in
newspapers, radio, television, professional journals, etc. This method is effective in nature and
helps the organization in finding the suitable candidates for the available vacant position in the
organization.
As per the experts, if employer wants to fill the higher position in the organization or the skills
they required are more sophisticated in nature then it is beneficial to use the indirect methods for
filling the job position. In other words, employer needs to use the more dispersed advertisement
for the purpose of reaching the large number of suitable candidates.
This option is chose because of the following advantages of indirect recruitment method-
 It helps the employer in reaching out the vast territory in context of filling the position.
 It further helps the employer in evaluating the more number of candidates on different
aspects in the relative field.
 This method is considered as effective method in terms of cost, and it is less time
consuming also.
 Advertisements helps the managing the process cordially, as employer can also use
digital media for advertising their job position.
 It mainly handles the high volume of applications in consistent manner, and records the
volume of the responses received from the applicants (Hsu & Leat, 2000).
Above stated reasons are the big advantages get by the organization from the indirect methods of
recruitment, and because of this Emaya choses the method of indirect recruitment.

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Part B
This part of the answer includes the copy of advertisement advertised by the Emaya in terms of
filling up the position of retail assistant-
Job title: Retail Assistant
Reporting to: Manager
Salary: $75000 per annum.
Hours: 10 AM to 6 PM
Location: Mainstream of shopping center, Auckland (No travelling is required)
Purpose of the position- Retail assistant must help the organization in identifying the potential
customers and find ways for fulfilling the needs of customers.
Key responsibilities & duties- Following are the responsibilities of this job position-
High level of customer satisfaction
Maintenance of fully stocked store
Ascertain the needs of customers.
Managing the point of scale process
Academic or trade qualifications- Applicant must conduct the graduation from the recognized
university or hold renounce experience in the retail sector.
Work experience and skills- Applicant must hold the experience of at least 2 years in the retail
sector, and skills of effective communication, management, recording transactions, and
innovative thinking.

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Part C
Following are the four shortlisting criteria which is considered by the employer in terms of
selecting the employee for the relevant job position-
1. Candidate must hold the qualification and working experience stated in the
advertisement, and those candidates are preferred who hold more experience in the retail
sector or related field. In other words, candidate must hold the successful experience of
managing and identifying the customers in the potential market.
2. Candidate must hold the capability to use their influential and negotiation skills in
context of developing and understanding the customers, and gain co-operation from the
customers.
3. Candidate must be able to fulfill all the key responsibilities stated under the job
description, and hold the appropriate skills which are stated in terms of the vacant job
position.
4. As this job ensures direct communication with the customers, and because of this it is
necessary that candidate must be well groomed and hold good communication skills in
terms of attending the customers (Noe, Hollenbeck, Gerhart & Wright, 2006).
Part D
Selection is the most important stage, in which right individual is chose from the pool of
applicants. It is necessary for the employer to use the selection and self-selection mechanisms for
ensuring that only such individual appointed to the position which holds characteristics related to
that position. For this purpose, employer used the panel interview selection methods for selecting
the appropriate employee. This method is used because of its valuable approach, as in this
question is asked by one person and other person is able to observe the prospect.
This method is able to access the number of things such as body language, tone of answers, and
communication style of the individual. After the interview, objective conversation is held
between the members of the panel in context of traits hold by the candidate. They further stated
whether individual holds the potential capabilities to hold the position of retail assistant in the
organization ((Noe, Hollenbeck, Gerhart & Wright, 2006).
Part E
Following are the three behavioral style interview questions and the reasons because of which
these questions are chose-
 How would you handle the situation while working with someone who holds complete
different personality as yours? This question helps the employer in understanding the
working capabilities of the individual for working in those situations which fails to work
in their favor.
 Describe the situation in which you face any conflict while working with the members of
your team? This question helps the employer in understanding the situation when
individual face issues while working with their team members. It further demonstrates the
weakness of the individual in terms of team working.
 How will you get the credible information from someone who is not very responsive?
This question help the employer in evaluate the capability of the individual in dealing

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with those situations under which individual is not responsive. It further reflects the
capability of the individual to attract more customers for the organization (Karp, Serbin,
Stack & Schwartzman, 2004).
Part F
Following is the particular information from which all the interviewees were compared in
effective manner in context of making the right decision-
Candidate
ID
Education
Level
Retail
Experience
Experience
Of
Customer
Service
Communication
Skills
Team Work
Skills
Positive
Attitude
Total
1=Minimum
2= Good
Minimum
Of 2 Years
Minimum
Of 1 Years
1=Poor
2=Average
3=Good
1=Minimum
2= Good
1=Minimum
2= Good
Candidate
1
Candidate
2
Candidate
3
Part G
Following aspects are considered in context of the pre-employment checks of the selected or
shortlisted candidates-
 Check with the previous employer about the information given by the candidate.
 Check with the relevant authorities whether individual holds any criminal records.
 Cross check the history of the address stated by the individual.
References
Anderson, N., & Witvliet, C. (2008). Fairness reactions to personnel selection methods: An
international comparison between the Netherlands, the United States, France, Spain,
Portugal, and Singapore. International Journal of Selection and Assessment, 16(1), 1-13.
Noe, R., Hollenbeck, J., Gerhart, B., & Wright, P. (2006). Human Resources Management:
Gaining a Competitive Advantage, Tenth Global Edition. McGraw-Hill Education.
Foss, N. J., Minbaeva, D. B., Pedersen, T., & Reinholt, M. (2009). Encouraging knowledge
sharing among employees: How job design matters. Human resource management, 48(6),
871-893.

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Eric Soderquist, K., Papalexandris, A., Ioannou, G., & Prastacos, G. (2010). From task-based to
competency-based: A typology and process supporting a critical HRM transition.
Personnel Review, 39(3), 325-346.
WHO. Leadership and management. Retrieved from
http://www.who.int/hiv/pub/imai/om_10_leadership_management.pdf.
Hsu, Y. R., & Leat, M. (2000). A study of HRM and recruitment and selection policies and
practices in Taiwan. International Journal of Human Resource Management, 11(2), 413-
435.
Stewart, T., & Ruckdeschel, C. (1998). Intellectual capital: The new wealth of organizations.
Performance Improvement, 37(7), 56-59.
Karp, J., Serbin, L. A., Stack, D. M., & Schwartzman, A. E. (2004). An observational measure of
children's behavioural style: Evidence supporting a multi‐method approach to studying
temperament. Infant and Child Development: An International Journal of Research and
Practice, 13(2), 135-158.