How to manage pet store employees

There is no personnel reserve and talent echelon construction in the initial stage of recruitment and single store.

A recruitment channel: entrust various labor and employment agencies: pet talent network, pet hunting network; Self-recruitment: recommendation, store self-recruitment, and school recruitment.

B Configuration requirements: The store must have at least one beautician, one assistant beautician and one front desk or manager.

C

Interview: Front-line employees of pets require high prices for skill operation, and the interview is basically based on practical operation, with the participation of store managers and senior beauticians, but personally, factors such as age, gender and personality are still key considerations.

2. Training and development

The training is divided into: pre-job training, promotion training, corporate culture training (the recommended company size is about 100 employees) and corporate target training, covering beauty technology training, store management training, commodity sales training, reception training, on-site feeding sales training and medical feeding knowledge training.

The purpose of training: to improve employees' work performance and work ability; Enhance the adaptability and adaptability of organizations or individuals. ; Improve and enhance employees' sense of identity and belonging to the organization.

Training channel: internal training: training led by internal senior personnel (once a month); External training is guided by external senior instructors (once a quarter)

Training content: teaching methods; Demonstrate the operation method; Case analysis, etc.

Summary: Training is a systematic work. First of all, it needs to be decomposed into three processes: training goals, goal quantification, goal decomposition and goal planning. Finally, objective evaluation is needed to monitor the final effect of training.

3, performance management KPI

Does a single store need performance management? The answer is yes.

Performance: purposefully and systematically observe, record, analyze and evaluate people in daily work.

Generally speaking, performance management is divided into quarterly, monthly, weekly and daily target units according to the store's annual plan, which evaluates employees, makes clear the work efficiency and performance level of each employee in the company, and completes multi-objective management by linking performance with salary.

The role of performance management: 1 salary adjustment 2 training management 3 employee motivation 4 post adjustment

Daily application of performance management in shopping malls;

Step 1: Set an annual target (measurable), such as achieving a store turnover of 6.5438+0.2 million.

Step 2: 1.2 million/12 months = 1 10,000/month turnover.

Step 3: 40,000 beauty achievements per month, 30,000 supplies sales per month, 20,000 living bodies per month, 10000 samples per month, and 5,000 non-main business income per month.

Step 4: The main income of beauty business is beautician 70%, front desk manager 30%, merchandise sales manager 70% and beautician 30%. The adaptation points can be allocated flexibly according to the weight ratio.

Step 5: summarize and analyze the coefficients of performance appraisal every month and match the corresponding performance salary.

Disadvantages of KPI: The shortcoming of KPI is obviously the top-down distribution mode, which is oriented by the overall goal decomposition of the top decision maker. The target acceptance of grass-roots employees may be controversial, so we can refer to OKR management methods and seek better methods. OKR is a bottom-up assessment method, which can better understand the work results of team members horizontally.

4. Salary and welfare management

It's nonsense to talk about the ideal boss instead of salary.

How to establish a good salary and welfare system;

Basic edition: basic salary+commission+subsidy (disadvantages: it is difficult to reflect more work and more pay, and efficiency is linked to salary)

Additional edition: basic salary+rank salary+performance salary+seniority salary+commission+subsidy.