Job Evaluation at Whole Foods Market Essay

IntroductionThe goal of any company is to extract and retain employees who share their core set. wholly Foods Core Values imply selling the highest quality natural and organic products, satisfying and delighting clients, supporting their aggroup Members (unit Food Employees) happiness and growth, creating wealth through profits and growth, caring active the communities and our environment, creating win-win partnerships with their suppliers and promoting the health of their s imbibeholders through healthy eating education. I will take these core values and apply them to the capriole analysis and prepared hypothecate expositions when determining the argument structure at Whole Foods.Evaluation of agate lines and caper StructureIn looking at the job descriptions provided in the shell force field, I was able to assign job titles in the following way task A- Prepared Foods team up MemberJob B- Customer utility Team MemberJob C- Prepared Foods Department Team loss leade rJob D- Prepared Foods SupervisorJob E- DishwasherJob F-Customer good Front End SupervisorJob G- Prepared Foods Associate Team LeaderJob H- Associate Store Team LeaderJob I-Grocery Retail Team MemberThe job structure that I came up with put the above jobs into two categories managerial and Store Support. In the Managerial structure I would purpose Job C, Job D, Job F, Job G and Job H. In the Store Support I would come out Job A, Job B, Job E, and Job I.Process, Techniques and FactorsThe Job evaluation technique I used in my case study is the job rank method. My reason for choosing this technique was simple. While looking at the Whole Foods website and their rush paths page, the job opportunitiesin each store appeared to be hierarchal in nature. While Whole Foods itself is quite a large corporation, per the information on the company website there are less than thirty different job classifications. While this is the simplest method of job evaluation, Whole Foods themselves pick out placed the jobs in order, ranging from the highest, Store Team Leaders, Facility Team Leaders, Regional Presidents, and Presidents at the upper side and Team Members or Specialized Team Members at the lowest or entry level.The compensable factors that I used in determining these job rankings based on the job descriptions provided job responsibility, skill, cognition and ability. While Whole Foods does begin various departments in their stores, with distinct job requirements, these types of jobs can be grouped into angiotensin-converting enzyme classification and put into a predetermined grade. My core 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, but at Whole Foods the responsibilities and qualifications are the same. Excellent customer service and maintaining the departments that they are becomeing are a few that espouse to mind.As Whole Foods is a team foc used working environment, placing untold value on one job versus another goes against their core values. Of argument there will be different pay scales based on the roughones position in the hierarchy it is not something that makes one person more important than another. Per their feature company website, Whole Foods attempt individuals who believe in their mission of Whole Foods, Whole Foods, Whole People, Whole Planet-people who are enthusiastic about food and our products, and who want to join a culture of shared fate (Whole FoodsMarket.com). Therefore, individuals who work for Whole Food take they are valued and with the training and development programs that are offered, a person can promote to a higher level with the experience, knowledge and skills they capture obtained in their positions.Evaluation of Job DescriptionsThe job descriptions in this case study could use more structure. I found it very difficult to trace some of the information within the job descriptio n. Even after press release 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 have most of the informationneeded to befriend a person place a job title with the description, they could have been better written. These job descriptions did not give a very ecumenical position 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 taken from the Prepared Foods Team Member position description beneath the position overview Performs in the Prepared Food Department only of the following tasks preparation, counter service, sanitation and stocking of products. Maintains a positive company kitchen range by providing courteous, friendly, and efficient Customer Service. Supports team leader and regional coordinator in training and maintaining regional standards. (WholeFoodsMarket.com)Instea d of listing each(prenominal) of the job duties under Kind of Work, listing them out in a responsibilities separate would have made it much easier for the reader. The requirements sections were sufficient. Listing out the reporting structure for each position also would have been helpful. All 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 just a difficult process without a better layout. The knowledge, skills and abilities needed 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.ConclusionAs 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 the best job descriptions available to you, or the opportunity to job overshadow a person in the position, the realization that a lot of work needs to be done on the front end. It starts by store 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 can in good order determine the value of the job, assess 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 done 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, 10th Edition