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Three Day Orientation for Sales Clerks

Assume that you are the training supervisor of a large, local retail company. The company has seven department stores in your city. One of your biggest problems is adequately training new salesclerks. Because salesclerks represent your company to the public, the manner in which they conduct themselves is highly important.

Especially critical aspects of their job include knowledge of the computerized cash register system, interaction with the customers, and knowledge of the particular products being sold.

1. Design a three-day orientation/training program for new salesclerks. Be sure to outline the specific topics (subjects) to be covered and the techniques to be used.

2. Specify what methods could be used to evaluate the success of the program.

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Three Day Orientation for Sales Clerks
Orientation of the company and job training is the first crucial step to ensuring a positive performance from both new and old employees. Proper orientation and training the employee's involves a continuous process that must begin at the time of hire to ensure a since of employee value and company involvement. Orientation will reduce: job training cost, employee anxiety, employee turnover; and improve: employee attendance, performance, and over-all skills available. Well developed orientation programs will also develop a better understanding of job requirements, positive attitudes, and job satisfaction for the employee's, as well as, saving valuable time for the trainers involved. When implemented as an on-going process, the orientation and training program will continue to produce successful organizations.
When hiring a new employee, organizations depend on the Human Resource Department (HRD) and job supervisors to fill open positions. The HRD screens, interviews, tests, and conducts background checks on all applicants to determine if they meet the requirements of the specific jobs available. Once this process is complete, all potential employees for an open position are then interviewed by the department supervisor. The supervisor then conducts either a structured or and unstructured interview, depending on their needs for hire. When conducting interviews, supervisors have to be cautious to avoid common mistakes that are often encountered in the interview process. To overcome these mistakes, supervisors should first review all of the information they have obtained on the applicant from the HRD. Then they should determine which type of interview they wish to conduct.
If the supervisor uses a structured interview they will develop a list of specific questions to be used in all interviews. When conducting the ...

Solution Summary

This solution outlines and evaluates an employee training program for sales clerks in 1169 words.