Introduction

The end of any company is to pull and retain employees who portion their nucleus values. Whole Foods Core Values include selling the highest quality natural and organic merchandises. satisfying and delighting clients. back uping their Team Members ( Whole Food Employees ) felicity and growing. making wealth through net incomes and growing. caring about the communities and our environment. making win-win partnerships with their providers and advancing the wellness of their stakeholders through healthy eating instruction. I will take these nucleus values and use them to the occupation analysis and prepared occupation descriptions when finding the occupation construction at Whole Foods.

Evaluation of Jobs and Job Structure

In looking at the occupation descriptions provided in the instance survey. I was able to delegate occupation rubrics in the undermentioned mode:

Job A- Prepared Foods Team Member
Job B- Customer Service Team Member
Job C- Prepared Foods Department Team Leader
Job D- Prepared Foods Supervisor
Job E- Dishwasher
Job F-Customer Service Front End Supervisor
Job G- Prepared Foods Associate Team Leader
Job H- Associate Store Team Leader
Job I-Grocery Retail Team Member

The occupation construction that I came up with put the above occupations into two classs: Managerial and Store Support. In the Managerial construction I would put Job C. Job D. Job F. Job G and Job H. In the Store Support I would put Job A. Job B. Job E. and Job I.

Procedure. Techniques and Factors

The Job rating technique I used in my instance survey is the occupation ranking method. My ground for taking this technique was simple. While looking at the Whole Foods web site and their calling waies page. the occupation chances in each shop appeared to be hierarchal in nature. While Whole Foods itself is rather a big corporation. per the information on the company website ; there are less than 30 different occupation categorizations. While this is the simplest method of occupation rating. Whole Foods themselves have placed the occupations in order. runing from the highest. Shop Team Leaders. Facility Team Leaders. Regional Presidents. and Presidents at the top and Team Members or Specialized Team Members at the lowest or entry degree.

The paying factors that I used in finding these occupation rankings based on the occupation descriptions provided: occupation duty. accomplishment. cognition and ability. While Whole Foods does have assorted sections in their shops. with distinguishable occupation demands. these types of occupations can be grouped into one categorization and set into a preset class. My significance with this is that a Team Member in Bakery has the basic accomplishments and cognition as a Team Member in Meat. The respsonabilities may be different. bakeshop versus meat. but at Whole Foods the duties and makings are the same. Excellent client service and keeping the sections that they are working are a few that come to mind.

As Whole Foods is a squad focused working environment. puting more value on one occupation versus another goes against their nucleus values. Of class there will be different wage graduated tables based on the person’s place in the hierarchy ; it is non something that makes one individual more of import than another. Per their ain company web site. “Whole Foods seek persons who believe in their mission of Whole Foods. Whole Foods. Whole People. Whole Planet-people who are enthusiastic about nutrient and our merchandises. and who want to fall in a civilization of shared fate” ( Whole FoodsMarket. com ) . Therefore. persons who work for Whole Food realize they are valued and with the preparation and development plans that are offered. a individual can advance to a higher degree with the experience. cognition and accomplishments they have obtained in their places.

Evaluation of Job Descriptions

The occupation descriptions in this instance survey could utilize more construction. I found it really hard to decode some of the information within the occupation description. Even after traveling to the WholeFoodsMarket. com web site to compare. I had trouble giving a occupation rubric to some of the descriptions. While the occupation descriptions themselves did hold most of the information needed to assist a individual topographic point a occupation rubric with the description. they could hold been better written. These occupation descriptions did non give a really general place overview which would hold been helpful. For illustration. for Job A. the place overview could hold listed some of the undertakings the occupation has. The followers is taken from the Prepared Foods Team Member place description under the place overview: “Performs in the Prepared Food Department all of the undermentioned undertakings: readying. counter service. sanitation and stocking of merchandises. Maintains a positive company image by supplying gracious. friendly. and efficient Customer Service. Supports squad leader and regional coordinator in preparation and keeping regional standards” . ( WholeFoodsMarket. com )

Alternatively of naming all of the occupation responsibilities under “Kind of Work” . naming them out in a duties subdivision would hold made it much easier for the reader. The demands subdivisions were sufficient. Listing out the coverage construction for each place besides would hold been helpful. All the information that was listed in the occupation descriptions I used to compare to the existent occupation descriptions on the Whole Foods Market website ; it was merely a hard procedure without a better layout. The cognition. accomplishments and abilities needed for each occupation should hold been listed in its ain subdivision for a proper occupation description. Having had these. it would hold been a much smoother procedure in delegating occupation rubrics.

Decision

As this is my first effort at delegating occupation rubrics and occupation construction. I found it to be a hard procedure. When you do non hold the best occupation descriptions available to you. or the chance to occupation shadow a individual in the place. the realisation that a batch of work demands to be done on the front terminal. It starts by roll uping and sum uping all the occupation information for each place at a company. By holding all the possible information needed to finish a proper occupation description. a compensation specializer can decently find the value of the occupation. measure the comparative value of the occupation and topographic point it in a occupation construction that is clear and concise to all stakeholders. ( Milovic. Newman and Gearhart ) This instance survey showed me what happens when things are non done decently in the beginning.

Mentions

hypertext transfer protocol: //www. wholefoodsmarket. com/ . Whole Foods Market
hypertext transfer protocol: //www. wholefoodsmarket. com/values/corevalues. php. Whole Foods Market
nucleus values http: //www. wholefoodsmarket. com/careers/index. php. Whole Foods Marker callings Milkovich. Newman and Gerhart. Compensation. 10th Edition