Job Evaluation at Whole Foods Market Essay

IntroductionThe goal of any(prenominal) company is to attract and retain employees who care their warmness set. intact Foods Core determine include selling the highest quality earthy and organic products, satisfying and delighting customers, supporting their police squad up ph completelyuss (Whole Food Employees) happiness and growth, creating wealth d ace profits and growth, caring about the communities and our environment, creating win-win partnerships with their suppliers and promoting the wellness of their stakeholders through healthy eating education. I allow take these core quantifys and apply them to the avocation analysis and disposed(p) ancestry descriptions when determining the traffic expression at Whole Foods. valuation of line of works and parentage StructureIn looking at the pipeline descriptions provided in the flake study, I was able to assign play titles in the following manner subcontract A- prompt Foods team Member assembly line B- client Ser vice Team Member parentage C- lively Foods Department Team attractor railway line D- Prepared Foods Supervisor rent out E- DishwasherJob F-Customer Service front end End SupervisorJob G- Prepared Foods Associate Team attractorJob H- Associate Store Team LeaderJob I-Grocery Retail Team MemberThe byplay coordinate that I came up with put the above arguments into two categories managerial and Store Support. In the Managerial coordinate I would rove Job C, Job D, Job F, Job G and Job H. In the Store Support I would ship Job A, Job B, Job E, and Job I.Process, Techniques and FactorsThe Job evaluation proficiency I utilize in my subject study is the job ranking method. My fountain for choosing this technique was simple. charm looking at the Whole Foods website and their career paths page, the job opportunities in separately store appeared to be graded in nature. While Whole Foods itself is quite an a large corporation, per the information on the company website there are slight than thirty different job miscellanys. While this is the simplest method of job evaluation, Whole Foods themselves pay off placed the jobs in order, ranging from the highest, Store Team Leaders, Facility Team Leaders, Regional Presidents, and Presidents at the top and Team Members or specialized Team Members at the lowest or entry level.The compensable factors that I used in determining these job rankings ground on the job descriptions provided job responsibility, skill, fellowship and ability. While Whole Foods does arrive unlike departments in their stores, with distinct job requirements, these types of jobs burn d feature be grouped into one classification and put into a predetermined grade. My substance with this is that a Team Member in Bakery has the basic skills and knowledge as a Team Member in Meat. The respsonabilities may be different, bakery versus meat, nevertheless at Whole Foods the responsibilities and qualifications are the same. elegant custo mer service and maintaining the departments that they are work are a few that go down to mind.As Whole Foods is a team focused working environment, placing more value on one job versus another(prenominal) goes against their core values. Of course there will be different pay scales ground on the someones carriage in the hierarchy it is not something that makes one person more important than another. Per their own company website, Whole Foods seek individuals who confide in their mission of Whole Foods, Whole Foods, Whole People, Whole Planet-people who are hot about food and our products, and who want to spliff a culture of shared raft (Whole Foods merchandise.com). Therefore, individuals who work for Whole Food distinguish they are valued and with the training and t separatelying programs that are offered, a person dismiss promote to a higher level with the experience, knowledge and skills they constitute obtained in their side of meats.Evaluation of Job DescriptionsTh e job descriptions in this mooring study could use more structure. I found it very rough to describe some of the information within the job description. Even after going to the WholeFoodsMarket.com website to compare, I had difficulty giving a job title to some of the descriptions. While the job descriptions themselves did amaze most of the information  call for to help a person place a job title with the description, they could have been better written. These job descriptions did not extend a very general scene overview which would have been helpful. For example, for Job A, the position overview could have listed some of the tasks the job has. The following is interpreted from the Prepared Foods Team Member position description under the position overview Performs in the Prepared Food Department all of the following tasks preparation, counter service, sanitation and stocking of products. Maintains a positive company image by providing courteous, friendly, and efficient Cu stomer Service. Supports team attractor and regional coordinator in training and maintaining regional standards. (WholeFoodsMarket.com)Instead of tilt all of the job duties under Kind of Work, listing them out in a responsibilities segment would have made it much easier for the reader. The requirements functions were sufficient. leaning out the reporting structure for each position also would have been helpful. whole the information that was listed in the job descriptions I used to compare to the actual job descriptions on the Whole Foods Market website it was provided a difficult carry out without a better layout. The knowledge, skills and abilities requisite for each job should have been listed in its own section for a proper job description. Having had these, it would have been a much smoother process in assigning job titles. shoemakers lastAs this is my first attempt at assigning job titles and job structure, I found it to be a difficult process. When you do not have th e crush job descriptions available to you, or the probability to job shadow a person in the position, the realization that a big money of work needs to be make on the front end. It starts by pile up and summarizing all the job information for each position at a company. By having all the possible information needed to complete a proper job description, a compensation specialist jackpot properly determine the value of the job, appreciate the relative value of the job and place it in a job structure that is clear and concise to all stakeholders. (Milovic, Newman and Gearhart) This case study showed me what happens when things are not through with(p) properly in the beginning.Referenceshttp//www.wholefoodsmarket.com/. Whole Foods Markethttp//www.wholefoodsmarket.com/values/corevalues.php. Whole Foods Marketcore values http//www.wholefoodsmarket.com/careers/index.php. Whole Foods Marker careers Milkovich, Newman and Gerhart. Compensation, tenth Edition