Training centre manager job description

This post includes 3 parts: duties list, job qualification and job description writing tips for Training centre manager in details. A complete job description concludes Training centre manager key duties/responsibilities, Training centre manager job qualifications (knowledge, education, skills, abilities, experience…KSA model) and other ones such as daily tasks, key activities, key/core competencies, job functions/purpose…

I. List of Training centre manager duties:

1. Open/close store
2. Assist and perform any and all financial/monetary functions
3. Supervise all staff members
4. Handle any and all customer service issues
5. Perform returns/exchanges & process shipment
6. May assist with payroll and scheduling
7. Meet and exceed sales goals
8. General retail job duties as needed
9. In return for your hard work and dedication you will be entitled to fantastic benefits including but not limited to:
10. Exceptional product discounts
11. Attractive salary package
12. Benefits package
13. Career and personal development planning

II. List of Training centre manager qualifications

1. 1+ years of retail fashion management experience
2. 1+ years proven track record managing and leading teams
3. Demonstrated competency in sales, products and service
4. Proven ability to motivate and lead diverse teams
5. Knowledge of retail merchandising practices
6. Solid communication, customer service, and problem-solving skills and the ability to work in a fast paced environment are also essential
7. Scheduling flexibility is required (Must be able to work shifts during morning and evening hours)
8. Must be at least 18 years of age or older to apply

III. Tips to write job description

1. Too-long job description:

Looking at a too-long job description can frighten the candidates off and drive the away. A job description, no matter how important the job is, should not be included in more than 3 pages. If one focuses on too many things at a time, he shall definitely lose focus on the main items and get overwhelmed by the remaining; So, keep it concisely.

2. Too-short job description:

While too-long can be a problem, too-short is more a problem. It will ruin the meaning of the job description. A too-short one means it lacks necessary details and therefore, the candidate will not be able to understand while reading it.

3. Listing unnecessary functions or job duties:

Just classifying these into the “others” category will save you a lot of effort and space. On the other hand, the job description will become more dilute and easy to be neglected.

4. Key functions

Not listing key functions as required for the job can be a fatal mistake to a job description.

5. Grammar and spelling

Poor grammar and having spelling errors can ruin the job description, too. Never think that as you are the employer, you may have the right to make grammar or spelling errors while requires other not to. A job description with such errors is easily to be mistaken as a fake or ghost ads; as a result, the candidate will turn away from it.

6. Not specific enough:

Be specific and concise; if you don’t address the specific, then what the job description is for. It is for the candidate to understand just exactly what he needs to do or needs to have. Lacking details can confuse the candidates very well.

7. Not having the job description reviewed by others:

This is also a common mistake. One may be subject to bias, but more than one, especially with the help of those external advisor, the job description can be more perfect.

8. Using buzzwords or abbreviations:

In fact, it is not necessary at all to use such in a job description.

9. Using slang or legal words:

Just use common wording to communicate with others and don’t do anything extraordinarily.

10. Not updating the job description:

The same job may require different duties and responsibilities in different times, so, you cannot use the same job description for 2 different times.

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