A study of retail chain store manager selection, training, and appraisal in the Houston area

Purpose: It was the purpose of this study to establish guidelines for methods and procedures to use in selecting, training and educating, and evaluating retail store managers in the Houston area. Methods: The methods used to obtain the data needed for this study were: (1) to search books and current printed materials in the subject areas; and (2) to prepare and mail a three page questionnaire to local retailers. Findings: from the evidence presented in this study the following conclusions were formulated: 1. The need for salaried retail managers is greater today than it was 10 years ago and a larger pool of manager trainees is needed. 2. Most retail chains try to find manager trainees among their ranks, but are unable to obtain an adequate supply from this source. 3. The three most important characteristics of a manager trainee are: intelligence, initiative, and personality. Tests, interviews, and personal histories are used to determine possession of these qualities. 4. The average age of the trainees falls between the ages of 20 and 30; pay is not competitive enough. 5. On-the-job training incorporated with some degree of group discussion is offered to manager trainees in most of the retail chain stores. 6. The manager training program usually lasts from 1 to 3 years, although the length of the program might vary depending on the individual trainee’s progress. 7. The store manager is responsible for the training and development of his subordinates in most chains. 8. Merchandising, store policy, sales promotion, and inventory control are the topics covered during the training and educating process. 9. Many of the chains expect their managers to take business courses to stay abreast of the times. 10. The three most important and most difficult master traits for a trainee to possess are: organization ability, self-motivation, and ability to delegate. 11. Appraising the amount of trainee development is not usually done with formal tests. 12. A large percentage of the trainees do not complete the program; incentives to attract and keep better trainees are needed.