Staff and hiring

HR Manager keeps the employee’s position, department, location, manager, employment type and payroll calendar together. A store manager can then identify who is assigned to a shift and which part of the organization owns that person. An employee record also carries a hire date and status, so a planned assignment can be checked against the person’s current place in the team.

Hiring begins with a requisition for a position, department and location. HR Manager records the candidate and application stage, while interviews hold their scheduled date, outcome and recommendation. Offers carry the proposed start date, pay and approval status. The HR Manager can compare an accepted offer with the employee record before starting onboarding. The app keeps these records linked without treating an interview recommendation as a hire.

• Plan the seat. A position carries headcount, status, job title, department and location; the requisition points to that position.
• Follow the candidate. An application connects the candidate and requisition, with interview and offer records showing the next decision.
• Keep employment history. An employment event records the effective date, change type and prior or new position and manager where relevant.

Decide who may create requisitions, who reviews an offer awaiting approval and who records the final hire. Agree how each store is represented: the employee has a location, while store assignments use a store code and a retail location definition. The team needs a consistent mapping before managers rely on both views for staffing. Also settle which employment changes HR records as dated history rather than overwriting a current value without explanation.

For a transferred employee, preserve the earlier manager and position in the history entry. Review the new assignment’s effective date against the store roster. A new manager should not need to infer when the employee moved from the present employee record alone. The HR Manager owns that reconciliation.

A candidate for a sales position moves from an application at Screen to an interview marked Completed. The hiring team prepares an offer and records its approval before sending it. Once accepted, HR creates the employee with the agreed start date, position, location and payroll calendar. The store manager can then plan the first assignment for that employee and see the training work that follows. If the offer or start date changes, HR compares the current records before the roster is published.

• Offers awaiting approval — HR reviews the candidate, position, start date and decision owner before the offer advances.
• Store roster by status — Store managers see where the employee has been placed after the employment record is ready.

Continue with store coverage and the first operating cycle.