Cashier Needs Assessment Paper
Cashier Needs Assessment
Draft a needs assessment of what a cashier needs to know at Kudler Fine Foods. Include an analysis of the work setting.
Cashier Job Description
Operates cash register to itemize and total customer’s purchases in grocery store. Essential Duties
Reviews price sheets to note price changes and sale items.
Records prices and departments, subtotals taxable items, and totals purchases on cash register.
Uses electronic scanner to record price.
Collects cash, check, or charge payment from customer and makes change for cash transactions. Redeems food stamps and promotional coupons.
Counts money in cash drawer at beginning and end of work shift.
Records daily transaction amounts from cash register to balance cash …show more content…
drawer.
Weighs items.
Cashes checks.
Required Qualifications and Experience
Cashiers must have excellent interpersonal and math skills.
Training and Development
Our customers expect to be served by courteous and knowledgeable associates. To meet the highest standards of customer service, the employees take part in an extensive training program and have opportunities for further professional development. The company's training program includes:
New employee orientation
Employee handbook
A three-week on-the-job training program
A 60 day period of working with an assigned "buddy" co-worker
In addition, each store offers regular workshops on products and their uses to familiarize employees with the products in cashiering, sales, and stocking departments.
Start of shift
End of shift
Training and Development
The teaching and nurturing of employees to be the face and standouts of the company are crucial at Kudler's Fine Foods.
By providing the proper service and attention customers should feel appreciated and comfortable in the Kudler environment. With these standards it is imperative that the appropriate training be provided to new recruits as well as veteran employees so that the reputation at Kudler is withheld. A few of the training programs components include: the standard new employee orientation, a provided employee handbook to every employee, a three week trial on-the-job training, as well as a sixty day period of having an assigned "partner" on the …show more content…
job.
During orientation trainees need to understand who they will be working for and what exactly they will be doing as an employee. As cashiers they will need to understand how the technology operates and master the basic functions. The keys to press, the items to scan, and trustworthiness with the cash and financial aspect need to be covered. Holding the title of cashier doesn't simply put you in charge of a cash register, but of the whole counter and direct customer interaction. Actions, delivery, and operation will be covered in the employee handbook as should be fully understood while employee upon acceptance of this position at Kudler. Any questions an employee has will more than likely be covered and handled by the employee handbook.
While working at any business the employee represents the company as a whole and could make or break a relationship with any customer at any moment. Because of this pressure companies need to provide the training and assess employees on whether or not they can handle certain situations. For instance, no two customers are the same and personalities will always differ from one to the next. If a customer is having a bad day or simply has a terrible attitude then the cashier, employee of Kudler, must keep their cool and most likely contact a manager to handle the situation appropriately. Exercises to demonstrate such behavior and events should be covered during training as to somewhat prepare the individual for the work field.
The three week period on which employees have on the job training is a critical assessment on whether the trainee has the potential and proper "look" for the job. This timeframe gives managers and fellow employees the time to further instruct and observe how they handle themselves and the customers. At the end of this time the manager will choose to keep or move on from the employee for the good of the business. Furthermore, throughout this training period the sixty days of having a "partner" is overlapping to have a buddy system. Whether it is two trainees learning and progressing at the same time or a trainee under the wing of a veteran. All employees undergo this sixty day buddy system to enhance their learning and help the employee adjust to the Kudler environment.
Kudler does not only provide new recruits with training but throughout the course of an employee's career. Workshops to further enhance the skills and knowledge of employees are provided on a regular basis. Those who further their experience and abilities will expand and better the relationship between Kudler and the customers.
New Employee Orientation
Day 1 (Saturday)
Introduction, Ice-breaker
Direction and overview of the orientation passed out to all via paper or workbook
Description of company, values, and expectations
What the trainees need to know and how to operate the technology and environment
Closing
Day 2 (Sunday)
Introduction
What will be covered (Paper/workbook dispensed)
Exercise and assessment of knowledge of operation
Event and situation handling
Exercise/demonstration of multiple customer situations
Closing
Start of 3 week on-the-job training/60 day buddy system (Monday)
Intro / Pairs assigned / Registers assigned
Training in action / manager assessment throughout the period
Workshops (various subjects)
Intro to subject (varies)
Betterment of employees for the work environment
End of Training Assessment (Manager Assessment)
Description Requirements/Expectations Met
Does the trainee express potential and proper fit for Kudler's Fine Foods?
If given the opportunity, will the employee fulfill their duties and present the appropriate 'face' of the business towards customers?
Does the employee show knowledge and understanding of duties and how to operate?
Has the trainee completed training duties and ability to carryover skills and training experience into the work environment?
Does he/she work well under pressure and in high populated situations? Doesn't lag behind and will not slow the work environment?
Does he/she work well with others and the fellow employees around him/her?
Has the trainee been instructed on how to handle rough situations / how to react or respond / when to contact the supervisor?
Is the trainee trustworthy?
Should the employee be a representative of Kudler to the customer base? An employee of Kudler?
Performance objectives
Receiving draw
The cashier must be able to get their cash draw, count it and open their register properly. With this they will go to the cash office, sign in and count the draw to be sure that it is the appropriate amount designated by the office manager. The cashier will then need to go their assigned register and sign into the register using their employee id and password.
Customer interaction
Once they have been able to open their register they will offer to help customers check out of the store. They will need to have good customer interaction as well as be informed of any updates to product sales and location.
Register Operation
When the customer has entered their lines and been properly greeted the cashier will proceed to scan the products into the register where the items will be added up for a total. When doing this they will be conscious of the prices that are ringing in so that the customer is being charged the correct amounts. If this is not happening they will need to be sure that they are able to change the item to the right amount.
Cash, Credit, Check
Once the items have been wrung into the cash register the cashier will tell the customer the amount of the sale and need to know how to properly enter the payment.
Cash- will require the cashier to enter the dollar and cents amount that the customer gave them and then hit the cash button on the register.
Credit card- will require the cashier to hit the credit or debit button on the register and swipe the customer’s card. A receipt will then print for the customer to sign and one will be the customers receipt to keep for their records.
Check- with a check the cashier will tell the customer the amount of the sale and then hit the check button on the register. It will then ask the cashier to insert the check face down into the register to be printed on. The machine will automatically read the information and check the bank to be sure there is enough money in the account to cover the purchase and it will imprint the stores information on the back of the check.
Once these steps are done and the cashier has given the customer their receipt they will thank the customer and tell them to have a great day.
Return draw
When the cashier’s day is over they will take their draw and return it to the cash office where they will be able to pull up all of the cashier’s information for the day and count the draw to make sure that the proper amount is in the draw.
Objective assessment
Receiving Draw Is employee able to get draw and open register properly Did the employee count the draw to make sure it is right
Store knowledge and customer interaction Does the employee know the sales and locations of the items Does the employee interact with the customer right Is employee able to defuse a mad customer
Use of register Does employee know how to scan items into the register Does the employee know how to enter things that have no barcode Does employee know how to fix items that do not ring in properly
Processing payment Does employee know how to enter cash Does employee know how to enter credit and debit Does employee know how to process checks
Returning Draw Does the employee return everything that is needed, to the cash office
Conclusion
Kudler Fine foods look forward to serving all of its customers as best as possible.
Implementing these training procedures will hopefully help to ensure that this is done within its best ability. After the proper training the employees will receive two different evaluations. The first of them being the training analysis and the second being the hands on analysis. As long as they are able to meet the needs of the store to be able to perform the jobs put forth to them they will be able to continue as a values employee and hopefully be able to grow with the
company.
Draft a needs assessment of what a cashier needs to know at Kudler Fine Foods. Include an analysis of the work setting.
Cashier Job Description
Operates cash register to itemize and total customer’s purchases in grocery store. Essential Duties
Reviews price sheets to note price changes and sale items.
Records prices and departments, subtotals taxable items, and totals purchases on cash register.
Uses electronic scanner to record price.
Collects cash, check, or charge payment from customer and makes change for cash transactions. Redeems food stamps and promotional coupons.
Counts money in cash drawer at beginning and end of work shift.
Records daily transaction amounts from cash register to balance cash …show more content…
drawer.
Weighs items.
Cashes checks.
Required Qualifications and Experience
Cashiers must have excellent interpersonal and math skills.
Training and Development
Our customers expect to be served by courteous and knowledgeable associates. To meet the highest standards of customer service, the employees take part in an extensive training program and have opportunities for further professional development. The company's training program includes:
New employee orientation
Employee handbook
A three-week on-the-job training program
A 60 day period of working with an assigned "buddy" co-worker
In addition, each store offers regular workshops on products and their uses to familiarize employees with the products in cashiering, sales, and stocking departments.
Start of shift
End of shift
Training and Development
The teaching and nurturing of employees to be the face and standouts of the company are crucial at Kudler's Fine Foods.
By providing the proper service and attention customers should feel appreciated and comfortable in the Kudler environment. With these standards it is imperative that the appropriate training be provided to new recruits as well as veteran employees so that the reputation at Kudler is withheld. A few of the training programs components include: the standard new employee orientation, a provided employee handbook to every employee, a three week trial on-the-job training, as well as a sixty day period of having an assigned "partner" on the …show more content…
job.
During orientation trainees need to understand who they will be working for and what exactly they will be doing as an employee. As cashiers they will need to understand how the technology operates and master the basic functions. The keys to press, the items to scan, and trustworthiness with the cash and financial aspect need to be covered. Holding the title of cashier doesn't simply put you in charge of a cash register, but of the whole counter and direct customer interaction. Actions, delivery, and operation will be covered in the employee handbook as should be fully understood while employee upon acceptance of this position at Kudler. Any questions an employee has will more than likely be covered and handled by the employee handbook.
While working at any business the employee represents the company as a whole and could make or break a relationship with any customer at any moment. Because of this pressure companies need to provide the training and assess employees on whether or not they can handle certain situations. For instance, no two customers are the same and personalities will always differ from one to the next. If a customer is having a bad day or simply has a terrible attitude then the cashier, employee of Kudler, must keep their cool and most likely contact a manager to handle the situation appropriately. Exercises to demonstrate such behavior and events should be covered during training as to somewhat prepare the individual for the work field.
The three week period on which employees have on the job training is a critical assessment on whether the trainee has the potential and proper "look" for the job. This timeframe gives managers and fellow employees the time to further instruct and observe how they handle themselves and the customers. At the end of this time the manager will choose to keep or move on from the employee for the good of the business. Furthermore, throughout this training period the sixty days of having a "partner" is overlapping to have a buddy system. Whether it is two trainees learning and progressing at the same time or a trainee under the wing of a veteran. All employees undergo this sixty day buddy system to enhance their learning and help the employee adjust to the Kudler environment.
Kudler does not only provide new recruits with training but throughout the course of an employee's career. Workshops to further enhance the skills and knowledge of employees are provided on a regular basis. Those who further their experience and abilities will expand and better the relationship between Kudler and the customers.
New Employee Orientation
Day 1 (Saturday)
Introduction, Ice-breaker
Direction and overview of the orientation passed out to all via paper or workbook
Description of company, values, and expectations
What the trainees need to know and how to operate the technology and environment
Closing
Day 2 (Sunday)
Introduction
What will be covered (Paper/workbook dispensed)
Exercise and assessment of knowledge of operation
Event and situation handling
Exercise/demonstration of multiple customer situations
Closing
Start of 3 week on-the-job training/60 day buddy system (Monday)
Intro / Pairs assigned / Registers assigned
Training in action / manager assessment throughout the period
Workshops (various subjects)
Intro to subject (varies)
Betterment of employees for the work environment
End of Training Assessment (Manager Assessment)
Description Requirements/Expectations Met
Does the trainee express potential and proper fit for Kudler's Fine Foods?
If given the opportunity, will the employee fulfill their duties and present the appropriate 'face' of the business towards customers?
Does the employee show knowledge and understanding of duties and how to operate?
Has the trainee completed training duties and ability to carryover skills and training experience into the work environment?
Does he/she work well under pressure and in high populated situations? Doesn't lag behind and will not slow the work environment?
Does he/she work well with others and the fellow employees around him/her?
Has the trainee been instructed on how to handle rough situations / how to react or respond / when to contact the supervisor?
Is the trainee trustworthy?
Should the employee be a representative of Kudler to the customer base? An employee of Kudler?
Performance objectives
Receiving draw
The cashier must be able to get their cash draw, count it and open their register properly. With this they will go to the cash office, sign in and count the draw to be sure that it is the appropriate amount designated by the office manager. The cashier will then need to go their assigned register and sign into the register using their employee id and password.
Customer interaction
Once they have been able to open their register they will offer to help customers check out of the store. They will need to have good customer interaction as well as be informed of any updates to product sales and location.
Register Operation
When the customer has entered their lines and been properly greeted the cashier will proceed to scan the products into the register where the items will be added up for a total. When doing this they will be conscious of the prices that are ringing in so that the customer is being charged the correct amounts. If this is not happening they will need to be sure that they are able to change the item to the right amount.
Cash, Credit, Check
Once the items have been wrung into the cash register the cashier will tell the customer the amount of the sale and need to know how to properly enter the payment.
Cash- will require the cashier to enter the dollar and cents amount that the customer gave them and then hit the cash button on the register.
Credit card- will require the cashier to hit the credit or debit button on the register and swipe the customer’s card. A receipt will then print for the customer to sign and one will be the customers receipt to keep for their records.
Check- with a check the cashier will tell the customer the amount of the sale and then hit the check button on the register. It will then ask the cashier to insert the check face down into the register to be printed on. The machine will automatically read the information and check the bank to be sure there is enough money in the account to cover the purchase and it will imprint the stores information on the back of the check.
Once these steps are done and the cashier has given the customer their receipt they will thank the customer and tell them to have a great day.
Return draw
When the cashier’s day is over they will take their draw and return it to the cash office where they will be able to pull up all of the cashier’s information for the day and count the draw to make sure that the proper amount is in the draw.
Objective assessment
Receiving Draw Is employee able to get draw and open register properly Did the employee count the draw to make sure it is right
Store knowledge and customer interaction Does the employee know the sales and locations of the items Does the employee interact with the customer right Is employee able to defuse a mad customer
Use of register Does employee know how to scan items into the register Does the employee know how to enter things that have no barcode Does employee know how to fix items that do not ring in properly
Processing payment Does employee know how to enter cash Does employee know how to enter credit and debit Does employee know how to process checks
Returning Draw Does the employee return everything that is needed, to the cash office
Conclusion
Kudler Fine foods look forward to serving all of its customers as best as possible.
Implementing these training procedures will hopefully help to ensure that this is done within its best ability. After the proper training the employees will receive two different evaluations. The first of them being the training analysis and the second being the hands on analysis. As long as they are able to meet the needs of the store to be able to perform the jobs put forth to them they will be able to continue as a values employee and hopefully be able to grow with the
company.