The scale of clothing, shoes, and hats retail stores varies, and the need for training varies. Small clothing, shoes, and hats retail stores pay more attention to job training, while large clothing, shoes, and hats retail stores have comprehensive training programs for employees at all levels, including job skills training, corporate culture training, management training, personal development training, etc. There are also many means and methods, including training for high-level managers, sales personnel, and non-sales personnel training at all levels. The training process includes the following aspects:
Determine training goals
(1) Service skills training. The training goal is to help employees provide various services to customers in accordance with standardized and unified service standards, and enhance interpersonal interaction between the employees and customers. The content of the training is mainly the service specifications or guidelines of retail stores, such as meeting customers, observing customers, talking with customers, and handling customer complaints.
(2) Product knowledge and management training. The training goal is to help employees understand the characteristics of the product portfolio, basic attributes of various products, major selling points, usage methods, and precautions, etc., review a regular training work, update the clerk’s product knowledge through product knowledge training, and improve the clerk’s Marketing capabilities and service levels.
Develop employee training programs
(1) Professor training method. This training method is designed by specialized training teachers through theoretical teaching, so that the clerk masters professional theoretical knowledge, such as consumer psychology, professional ethics, corporate culture, product knowledge, service specification, and job specification. This kind of training can be organized by deaf school teachers or business management consulting agencies.
(2) Learn and improve each other. This kind of training method requires the clerk to learn and communicate with each other in daily work, to avoid weaknesses, and to improve the overall service level of the clerk so as to improve retail sales. This kind of training can be organized by retail store management personnel and can be carried out in daily work without having to organize time for training.
Evaluation of training effectiveness
When a training project is completed, it is necessary to test and feedback on the effectiveness of the training. The test of training effectiveness can be conducted from four aspects: the trainee's response to the training program, the trainee's mastery of the training content, the improvement of the work performance of the trainee after receiving the training, the sales performance after the training, or the improvement of the service level. Evaluation.
Determine training goals
(1) Service skills training. The training goal is to help employees provide various services to customers in accordance with standardized and unified service standards, and enhance interpersonal interaction between the employees and customers. The content of the training is mainly the service specifications or guidelines of retail stores, such as meeting customers, observing customers, talking with customers, and handling customer complaints.
(2) Product knowledge and management training. The training goal is to help employees understand the characteristics of the product portfolio, basic attributes of various products, major selling points, usage methods, and precautions, etc., review a regular training work, update the clerk’s product knowledge through product knowledge training, and improve the clerk’s Marketing capabilities and service levels.
Develop employee training programs
(1) Professor training method. This training method is designed by specialized training teachers through theoretical teaching, so that the clerk masters professional theoretical knowledge, such as consumer psychology, professional ethics, corporate culture, product knowledge, service specification, and job specification. This kind of training can be organized by deaf school teachers or business management consulting agencies.
(2) Learn and improve each other. This kind of training method requires the clerk to learn and communicate with each other in daily work, to avoid weaknesses, and to improve the overall service level of the clerk so as to improve retail sales. This kind of training can be organized by retail store management personnel and can be carried out in daily work without having to organize time for training.
Evaluation of training effectiveness
When a training project is completed, it is necessary to test and feedback on the effectiveness of the training. The test of training effectiveness can be conducted from four aspects: the trainee's response to the training program, the trainee's mastery of the training content, the improvement of the work performance of the trainee after receiving the training, the sales performance after the training, or the improvement of the service level. Evaluation.
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