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Although specific functions of office and administrative support supervisors and managers vary significantly, they share many common duties. For example, in Primark supervisors perform administrative tasks to ensure that their staffs can work efficiently. Equipment and machinery used in Primark departments must be in good working order. If delivering of clothes goes down, the supervisors must try to correct the problem. They also request new equipment or supplies for their department when necessary. Lower level planning work and supervising staff in Primark are key functions of this job.

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To do these effectively, the supervisor must know the strengths and weaknesses of each member of staff, as well as the resources required and time allotted to each job. Supervisors in Primark make allowance for unexpected staff absences and other disruptions by adjusting assignments or performing the work themselves if the situation requires it. After allocating work assignments and issuing deadlines, Primark office and administrative supervisors oversee the work to ensure that it is proceeding on schedule and meeting established quality standards.

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This may involve reviewing each person’s work on a computer as in the case of accounting clerks or listening to how a worker deals with customers as in the case of customer services representatives. When supervising long term projects, the supervisor in Primark may meet regularly with staff members to discuss their progress of work. Administrative supervisors in Primark usually interview and evaluate prospective employees. When new workers arrive on the job, supervisors greet them and provide orientation to acquaint them with their organization and its operating routines.

Some supervisors in Primark may be actively involved in recruiting new workers for example, by making presentations at high schools and business colleges. They also may serve as the primary liaisons between their offices and the general public through direct contact and by preparing promotional information. Supervisors help train new employees in organization and office procedures. They may teach new employees how to use the telephone system and operate office equipment. Because most administrative support work is computerized, they also must teach new employees to use the organization’s computer system.

When new office equipment or updated computer software is introduced, supervisors train experienced employees to use it efficiently or, if this is not possible, arrange for their employees to receive special outside training. Administrative supervisors in Primark often act as liaisons between the administrative support staff and the professional, technical, and managerial staff. This may involve implementing new company policies and restructuring the workflow in their departments. They also must keep their superiors informed of their progress and any potential problems.

Often, this communication takes the form of research projects and progress reports. Because supervisors and managers have access to information such as their department’s performance records, they may compile and present these data for use in planning and designing new policies. Administrative supervisors in Primark also may have to resolve interpersonal conflicts among the staff. In organizations covered by union contracts, supervisors must know the provisions of labor management agreements and run their departments accordingly. They also may meet with union representatives to discuss work problems or grievances.

QUALITIES, SKILLS AND QUALIFICATION

Administrative supervisors in Primark require postsecondary training and in some cases, an associate or even a bachelor’s degree. In addition, supervisors must pay close attention to detail in order to identify and correct errors made by the staff they oversee. They are promoted from within the company. Several years of on the job experience in Primark are usually the best preparation to become a supervisor or manager.

After acquiring some experience, the employee should have a thorough knowledge of other personnel and company operations. Administrative support in Primark workers with potential supervisory abilities may be given occasional supervisory assignments. To prepare for full-time supervisory duties, workers may attend in house training or take courses in time management, project management, or interpersonal relations. In addition, when evaluating candidates, supervisors in Primark look for strong teamwork, problem solving, leadership, and communication skills, as well as determination, loyalty, poise, and confidence.

They also look for more specific supervisory attributes, such as the ability to organize and coordinate work efficiently, to set priorities, and to motivate others. Increasingly, supervisors in Primark need a broad base of office skills coupled with personal flexibility to adapt to changes in organizational structure and move among departments when necessary. In some managerial positions, administrative supervisor in Primark positions are filled with people from outside the organization. These positions may serve as entry level training for potential higher level managers.

New college graduates may rotate through departments of an organization at this level to learn the work of the organization before moving on to a higher level position. DECISION-MAKING AND PROBLEM SOLVING Much of what supervisors do is solve problems and make decisions. Supervisors, in particular, often make solve problems and decisions by reacting to them. They are “under the gun”, stressed and very short for time. Consequently, when they encounter a new problem or decision they must make, they react with a decision that seemed to work before.

It’s easy with this approach to get stuck in a circle of solving the same problem over and over again. Therefore, as a new supervisor, get used to an organized approach to problem solving and decision making. In Primark not all problems can be solved and decisions made by the following, rather rational approach. However, the following basic guidelines will get you started. In Primark after you’ve practiced them a few times, they’ll become second nature to you enough that you can deepen and enrich them to suit your own needs and nature.

Difficult problems which are complicated in nature are referring to the managers to respond to it. TRAINING AND DEVELOPMENT OPPORTUNITIES In Primark to become eligible for promotion to a supervisory position, administrative support workers must prove they are capable of handling additional responsibilities. JOB APPRAISAL Administrative supervisors in Primark also evaluate each worker’s performance. If a worker has done a good job in Primark, the supervisor indicates that in the employee’s personnel file and may recommend a promotion or other reward.

Alternatively, if a worker in Primark is performing inadequately, the supervisor discusses the problem with the employee to determine the cause and helps the worker to improve his or her performance. This might require sending the employee to a training course or arranging personal counseling. If the situation does not improve, in Primark the supervisor may recommend a transfer, demotion, or dismissal. MOTIVATION Financial motivation in Primark is one of the fundamental modes of incentive.

Example: median annual earnings of administrative supervisors in Primark were i?? 43,510 in May 2006; the middle 50 percent earned between i?? 33,730 and i?? 56,130. The lowest paid 10 percent earned less than i?? 26,530, while the highest paid 10 percent earned more than i?? 71,340. In May 2006, median annual earnings in the industries employing the largest numbers of office and administrative support supervisors were: In Primark good employment opportunities are expected because of the need to replace the large number of workers who leave the occupation each year.

Most salespersons work evenings and weekends, particularly during sales and other peak retail periods. Employers look for people who enjoy working with others and who have tact, patience, and an interest in sales work, a neat appearance, and the ability to communicate clearly. Most salespersons in Primark especially those who work in department and apparel stores make out sales checks; receive cash, checks, debit, and charge payments; bag or package purchases; and give change and receipts. Depending on the hours they work, retail salespersons may have to open or close cash registers.

In Primark this work may include counting the money in the register; separating charge slips, coupons, and exchange vouchers; and making deposits at the cash office. Salespersons often are held responsible for the contents of their registers, and repeated shortages are cause for dismissal in many organizations. Retailers stress the importance of providing courteous and efficient service to remain competitive. For example, In Primark when a customer wants an item that is not on the sales floor, the salesperson may check the stockroom, place a special order, or call another store to locate the item.

For some sales jobs, particularly those involving expensive and complex items, retail salespersons need special knowledge or skills. Salespersons in Primark also may handle returns and exchanges of merchandise, wrap gifts, and keep their work areas neat. In addition, they may help stock shelves or racks, arrange for mailing or delivery of purchases, mark price tags, take inventory, and prepare displays. Frequently, salespersons must be aware of special sales and promotions. They also must recognize security risks and thefts and know how to handle or prevent such situations. QUALITIES, SKILLS AND QUALIFICATIONS

Most salespersons in Primark retail trade work in clean, comfortable, well lit stores. However, they often stand for long periods and may need supervisory approval to leave the sales floor. In Primark this occupation offers many opportunities for part-time work and is especially appealing to students, retirees, and others seeking to supplement their income. More than 32 percent of retail salespersons worked part-time in 2006. However, in Primark most of those selling big ticket items work full time and have substantial experience. Retail salespeople typically learn their skills through on-the-job training.

Although advancement opportunities are limited, having a college degree or a great deal of experience may help retail salespersons move into supervisory positions through to management level. There usually are no formal education requirements for this type of work, although a high school diploma or the equivalent is often preferred. In most small stores, an experienced employee or the store owner instructs newly hired sales personnel in making out sales checks and operating cash registers. In large stores, training programs are more formal and are usually conducted over several days.

Topics discussed often include customer service, security, the store’s policies and procedures, and how to work a cash register. Depending on the type of product they are selling, employees may be given additional specialized training by sales representatives. For example, In Primark those working in cosmetics receive instruction on the types of products the store offers and for whom the cosmetics would be most beneficial. In Primark since providing the best possible service to customers is a high priority for many employers, employees often are given periodic training to update and refine their skills.

Employers look for people who enjoy working with others and who have the tact and patience to deal with difficult customers. Among other desirable characteristics are an interest in sales work, a neat appearance, and the ability to communicate clearly and effectively. The ability to speak more than one language may be helpful for employment in communities where people from various cultures live and shop. Before hiring a salesperson, some employers may conduct a background check, especially for a job selling high priced items.

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