Job Analysis: - Job analysis provides information to the company as to where which person is suitable based on his tasks. Job analysis helps to solve problems in an organization based on capabilities. They then use the most suitable alternative, which is best for the employee and the organization. They then implement them for staff and force every employee in their organization to follow them. Two purposes of job analysis1. recruitment and selection: they try to find people who already have some experience. Indicates the qualifications, level of experience and technical, physical, emotional and personal skills necessary to carry out a job in the desired way. The goal is to fit the right person in the right place.2. training and development: they put it in a training where they learn how to work in the organization and what are the aspects that come with it. RELEVANT METHODS AND TECHNIQUES Job analysis focuses on the job, the worker, or both Job-oriented - focus on work activities Job-oriented -focus on the traits and talents needed to perform the job. There are some things that fall under the scope of worker orientation. Information input, mental processes, work output, relationship and work context. POSITION DESCRIPTION AND PERSON SPECIFICATIONS The assistant manager is a second manager in the store who did everything after the store manager. Report daily operations to the store manager. Assist daily supplies received and annual withdrawals. Take care of all aspects while the store manager is away, for example: - team roasting, cash management, bank deposits, stock ordering etc. Respond to customer complaints and requests. Resolves customer complaints example: - if a customer gets something wrong or the...... middle of paper ......gather about your customers and how you interact with your employees (information products). Evaluate training :- Evaluation of each employee's skills and skill levels. This can be done by simply observing employees interacting with customers and providing them with a level of service to achieve. Some employees will naturally be salespeople and skills, with minimal effort and sales from your customers. Before it becomes difficult to control, others are good at problem solving or preventative problem solving skills, they can recognize when a customer is dissatisfied or dissatisfied and manage the situation. Study your employees, to discover who has the best skills for specific customer service needs, establish harmonious relationships and up-selling, and so on. Regular meetings and ask each employee to demonstrate and explain how they perform their specific skills.