Excuse me: large fruit supermarket-personnel structure and manager, purchasing, cashier, warehouse management and employee management system. Thank you.

The following is not my property right, but I collected it from various aspects, hoping to give you some help.

In terms of personnel structure, look at the following two simplified versions and full versions.

( 1)

manager

Purchasing Supervisor-Documentary Inspector

Marketing executives-promoters and shop assistants

Executive Director-Personnel and Finance

Needless to say, the manager's function is overall planning and decision-making.

Purchasing department: commodity purchasing, computer entry of commodity information, commodity inspection,

Pre-sales work such as putting goods on shelves.

Marketing department: promotion activities of commodities, shelf placement and quantity adjustment of commodities.

Sales statistics (providing information for purchasing department), customer complaints

Administration Department: personnel recruitment, financial analysis, cashier cash management.

General supermarkets also have functional departments such as loss prevention department and security department, which can be adjusted according to their own conditions.

There can be more or less departments, and relevant adjustments can be made according to the characteristics and abilities of personnel. It's not unreasonable to have several jobs. The main thing is to plan, coordinate and cooperate between personnel and departments. The division of labor between personnel should be meticulous and everything should be OK~!

(2)

The work of the integrated management department in 2004 is divided into three parts: planning, administration and manpower, with 9 posts and 8 staff.

First, department staffing

Manager of General Management Department:

Gao Xiang

Department secretary:

vacant position

Secretary to the General Manager:

Chen Yu

Director of Planning:

Zhang Weinong

Head of human resources:

Gaoxiang (concurrently)

Executive Director:

Ma guisheng

department

Machine:

Liu Liping

Receptionist:

Chen Kang

kitchen

Teacher:

the Chen Dynasty

Total: 8 people in the department.

Second, the division of labor between departments.

1, Department Manager (Gao Xiang):

Coordinate and organize the work of the whole department, coordinate the working relationship between departments and with other departments, and supervise the implementation of the company's daily work procedures and confidentiality system. The focus of the work is to formulate relevant systems, make plans and organize other work, and establish the company's human resource management system.

2. Department Secretary (Vacancy):

Assist the department manager to carry out daily work, and at the same time focus on the basic transactional work of human resources (recruitment preparation, personnel basic data management, attendance review and payroll production, etc.). , the specific actual arrangement will be coordinated within the department).

3. Secretary to the General Manager (Chen Yu):

Draft the general manager's speech, and be responsible for the minutes of important meetings of the company and the arrangement of meeting minutes; Responsible for drafting, printing, registering and filing documents issued by the general manager; Assist the general manager's schedule and make an appointment for the general manager to meet visitors.

Responsible for the company's official document management and file management. Cooperate with the planning supervisor to carry out related work.

4. Planning supervisor (Zhang Weinong):

Responsible for the company's external publicity, writing part or all of the company's external advertising materials. Website maintenance, activity planning, internal publication organization, data collation, fund and patent declaration.

5. Head of Human Resources: (Gao Xiang)

Grasp the development direction of the company's human resource management, constantly establish and improve the training system, post responsibility system and assessment system in the company's human resource management, and at the same time adjust and formulate the talent strategy and human resource management model in line with the company's development strategy.

6. Executive Director (Ma Guisheng):

Responsible for purchasing and managing the company's fixed assets and office supplies; Responsible for the internal environment construction and management of the company and the logistics support of the company; Company employee welfare management; Cooperate with administrative outsourcing to continuously improve and develop the company's administrative management system.

7. Driver (Liu Liping):

Responsible for the company's external reception and the coordination of the company's external relations; Do a good job in the company's vehicle management and the company's safety production guarantee.

(Note: The company's administrative management focuses on: confidentiality, document management, vehicle management, environmental sanitation management, safety production, property management, file management, reception management, receiving and dispatching, secretarial work and employee welfare, respectively, 1 1).

8. Front Desk Attendant (Chen Kang):

Responsible for the reception of visitors; Responsible for sending and receiving newspapers, magazines and other periodicals; Responsible for the distribution of office supplies and some office word processing; Responsible for the company's telephone transfer and telephone record registration; Sending and receiving company faxes; Copying management of company documents and materials; Company attendance management.

9. Chef (Chen):

Responsible for the food arrangement of the company's employees; At the same time, be responsible for the company's environmental sanitation cleaning and supervision, and the safety of the company's facilities.

The position is set to 9 positions and the staffing is 8 people (the department manager is also the human resources supervisor).

The employee management system is also divided into two parts, one is the way to control the situation, and the other is the employee code, which can be used for reference.

A:

How to effectively manage employees

How to effectively stimulate the enthusiasm of employees, make employees more loyal to the enterprise and do their best to complete the work is a problem that every enterprise leader wants to solve.

Respect employees

In management, we should abandon the feudal paternalistic style of using employees as tools. Instead, we should respect the personal value of employees, understand their specific needs, adapt to the supply and demand mechanism of the labor market, and rationally design and implement a new employee management system based on the principle of two-way choice. People are regarded as the important capital of an enterprise and the basis of its competitive advantage. This concept is implemented in the specific management work of the enterprise, such as system, leadership style and employee compensation.

Communicate frequently

No one likes to be kept in the dark, and employees will have a lot of dissatisfaction and opinions. Therefore, employees and employees, employees and leaders need to communicate frequently, solicit employees' opinions on the company's development, listen to employees' problems, and talk about their own views on these opinions and problems-what is acceptable? What is unacceptable? Why? If the enterprise has difficulties, it is necessary to publicize these difficulties and tell employees that the enterprise hopes to get their help.

Full authorization

Authorization is an effective incentive method in management. Authorization means letting the grass-roots employees make the right decisions by themselves, meaning that you trust him, meaning that he and you are taking responsibility at the same time. When a person is trusted, he will show more enthusiasm and creativity. Therefore, don't make every decision by managers, and don't do what you can authorize. Managers should play the role of supporters and supervisors.

keep one's word/promise

Perhaps managers don't remember what promises they made to someone unintentionally, or think that promises are not important at all, but employees will remember everything that managers promised them. As a manager, any seemingly insignificant behavior will have an impact on others. Managers should be alert to these influences, and if they make promises, they should be responsible for them. If the manager has to change the plan, explain it clearly to the employees. If the reason for the change is not clearly expressed or not clearly expressed, employees will think that the manager has broken his word. If this happens frequently, employees will lose trust in the manager.

Praise employees more.

A sense of accomplishment can stimulate employees' enthusiasm for work and meet their internal needs. It is necessary to disclose the reward standard so that employees can understand why everyone is rewarded. Give praise and rewards in an open way. If the praise and reward are not made public, it will not only lose its own effect, but also cause some employees to speculate unreasonably and affect their work. Reward with sincerity, don't overdo it, and don't be glib. The time limit of the reward is also important. Reward what just happened, not what has been forgotten, otherwise the influence of the reward will be greatly weakened.

Allow failure

Try to support employees' beneficial attempts. Don't punish employees for failure. The failed employees are already very sad. Managers should emphasize more positive aspects and encourage them to continue their efforts. At the same time, help them learn to learn in failure, find the reasons for failure with them, and explore solutions. A beneficial attempt to criticize or punish is to stifle innovation, and as a result, employees are unwilling to make new attempts.

Establish norms

It is necessary for every enterprise to establish a strict management system to regulate the behavior of employees. You can make a detailed job description for each post, so that every employee knows what he should do, who to report to, what rights he has and what responsibilities he bears. Of course, this restriction cannot be too strict, but it must be. Establish reasonable norms, and employees will act within the prescribed scope. Employees should be required to obtain the permission of the management in advance when it exceeds the prescribed scope.

This is the leader's way of conquering, and his own way will do. )

Establish norms

It is necessary for every enterprise to establish a strict management system to regulate the behavior of employees. You can make a detailed job description for each post, so that every employee knows what he should do, who to report to, what rights he has and what responsibilities he bears. Of course, this restriction cannot be too strict, but it must be. Establish reasonable norms, and employees will act within the prescribed scope. Employees should be required to obtain the permission of the management in advance when it exceeds the prescribed scope.

B.

In order to organically combine the management system with the personnel assessment system, the following code of conduct is formulated:

1, three don't enter the store: don't enter the store without overalls; Do not wear a number plate and do not enter the store; Do not pay attention to the appearance, clothes and hats are not neat and do not enter the store.

2, the three major iron rules: goods must be neat, plump and hygienic; Customers don't talk back, don't fight back, convince people by reasoning and reason; Positioning posts, not getting together to chat, not joking, not snapping up express goods.

3. Third, we must do this: be polite, respectful, and have five voices; Be honest, help choose products, and be a good customer consultant; Conscientiously implement convenience measures to ensure customer satisfaction.

4. Clothing requirements