Retail Vacancies

Please send your CV to CV@mretailing.co.za should you be interested in any of the below mentioned vacancies. Further details regarding the position will be discussed with applicable candidates including salary, location etc.

Master Retailing has various clients who are Blue Chip retailers all looking to employ the right caliber of individuals into the following available positions:

• 3 x Senior Credit Analyst
• 1 x Receptionist
• 1 x Planner
• 1 x Area Manager
• 2 x Admin Controller
• 7 x Admin Manager
• 2 x Admin Supervisor
• 6 x Branch Manager
• 7 x Sales Manager
• 15 x Trainee Manager

If you haven't heard form us within 14 days, please consider your application as unfortunately being unsuccessful. We will however retain your CV for any future positions you may be deemed suitable for. 

Kind Regards

The Master Retailing Team

Wholesale versus Retail

Far higher real wholesale sales growth than real retail sales in February may herald a switch from consumer-dependent SA economic growth to a more business-dependent growth.

Real wholesale trade sales at constant (2000) prices for February 2012 grew by 13.9% year on year (y/y) compared with an upwardly revised 10.8% (9.2%) y/y increase in January, after a 6.2% rise in 2011, Statistics SA data showed on Thursday, 19 April 2012.

This compared with a 7.2% y/y rise in real retail sales in February after a 6.1% gain in 2011. The I-Net Bridge consensus forecast for real retail sales February was 5.0% with forecasts among the ten economists ranging from 2.3% to 7.5%.

Seasonally adjusted real wholesale trade sales increased by 2.7% in February compared with January. This followed month on month (m/m) changes of 2.8% in January and 0.6% in December 2011. By contrast, seasonally adjusted retail trade sales fell 2.2% in February compared with January. This followed m/m changes of a 1.0% decline in January and after a 1.1% rise in December 2011.

Wholesale trade sales are not directly correlated with real retail sales, as for example, a major component of wholesale sales are fuel sales, which are captured in motor trade sales not retail sales, but over the time the two series tend to move in the same direction.

Measured in nominal terms (current prices), wholesale trade sales increased by 18.5% in the three months ended February compared with the three months ended February 2011.

The three major contributors to this increase were: dealers in solid, liquid and gaseous fuels and related products (36.0% and contributing 7.8 percentage points); dealers in machinery, equipment and supplies (17.3% and contributing 2.6 percentage points); and dealers in other household goods except precious stones (18.5% and contributing 1.8 percentage points).

Nominal retail sales grew by 12.2% y/y in February led by a 16.0% y/y surge in general dealers (supermarkets).

In 2011 real gross domestic product growth of 4.0% as measured from the expenditure side was supported by real household consumption expenditure growth of 5.0%, government consumption expenditure of 4.5%, and gross fixed capital formation of 4.4%.

This year household and government consumption is expected to slow, but the hope is that fixed investment will rise.

The 50% y/y surge in Value-Added Tax (VAT) refunds to R11.8 billion in February could point to a surge in capital expenditure as VAT vendors can claim a refund for their capital equipment purchases.

VAT charged for capital equipment is a separate entry in the VAT return, but at this stage the South African Revenue Service (SARS) does not disclose how much capital equipment VAT was claimed. What they do provide is a domestic VAT, an import VAT and then refunds.

Confirmation as to whether the February VAT refund surge is due to capital equipment purchases must therefore be looked for in other places. One such source is the national government monthly expenditure account and that shows that there was a 44.6% y/y jump in February in payments for capital assets.

On April 1 Finance Minister Pravin Gordhan said that although government spending was R4 billion below budget, this was due to under-spending on goods and services, rather than capital assets.

The government announced in November 2010 its New Growth Path (NGP) which has as its central focus a massive investment in infrastructure as a critical driver of jobs across the economy. The framework identified investments in five key areas namely: energy, transport, communication, water and housing. Sustaining high levels of public investment in these areas will create jobs in construction, operation and maintenance of infrastructure. The NGP expected the infrastructure programme to trigger a local supplier industry boom. That was essentially what happened in 2003 to 2007 when fixed investment grew at double-digit rates pushing GDP growth above 5%.

In the fourth quarter 2011, the private sector fixed investment seasonally adjusted annualised quarterly growth rate rose to 6.2% from 5.4% in the third quarter, that of public corporations to 9.6% from 9.0% and general government to 7.8% from 3.4%.

Source: Helmo Preuss of Bizcommunity

Toll Road Debacle

As Master Retailing are members of the Consumer Goods Council of South Africa (CGCSA), we often receive updates that may interest the Master Retailing followers. Herewith below the latest on the toll road fiasco:

Dear member,

On the 13^th of April 2012 the Department of Transport published the Gauteng e – toll tariffs in the Government Gazette (#35263), attached herewith. They have now introduced a new tarriff which is almost 6 times higher than the tagged user. To date, the upper limits were indicated at R0.58c per kilometre for non-tagged light vehicles and discounted rate of R0.30c for tagged users.

SANRAL have now introduced a new “alternate user” category of R1.74c per km.  This is a shocking new rate for those who do not register their vehicles on the SANRAL database.

This new category rate of R1.74c / km for the road user who chooses not to register their vehicle with SANRAL is seen as a tactic to force people to register. This is a new issue that may have to be urgently brought before the National Consumer Commissioner and will probably have implications for the engagement process that took place with the Commission last week between the DA and SANRAL. 

It is also important to note that the Gazette has made no mention of the tariff exemptions for minibus taxis and commuter busses.  In the absence of any details at this late stage, it must be assumed that they are in fact not exempt. The absence of clarity on the criteria for exemptions has further implications for both vulnerable groups (e.g. pensioners, mobility impaired).  In addition, the tourism industry which has numerous permitted vehicles and drivers similar to minibus taxi operators, have good reason to expect that they should also qualify for exemptions.   

This once again highlights SANRAL’s lack of transparency  which may further drive a wedge between the citizens of Gauteng and the authorities on the matter of e-tolls. We are continuing to urge members not to register as this matter is to still to go before the court on the 25 April.

CGCSA has engaged with SAVRALA who are one of the applicants challenging this matter, they are optimistic in the prospects of success in obtaining an interdict against e tolling coming into effect on the 30^th April 2012

We encourage all members not to be influenced by this latest move by SANRAL and to await the court outcome on the 26^th.

CGCSA will keep you posted should there be any developments.

Full details of application can be reviewed  on the website: www.outa.co.za

Happy motoring!

The Master Retailing Team

 

Fear of Change

I would like to share with you some extracts of something I read recently in a book by an author named Joyce Meyer in a New York Times best seller called “Never Give Up!” which has many inspiring stories about relentless determination to overcome life’s challenges and I would highly recommend this to anybody seeking daily motivation and guidance.

Former US president Woodrow Wilson said: “If you want to make enemies, try to change something.” For some reason, many people don’t like change, and I believe it is often because they fear it. Many times, when we grow weary or simply become bored with a situation, we get restless and begin to pray: Oh, God! Something has to change!” Then, when God tries to bring change into our lives, we say, “Lord, what are You doing? I don’t think I can take this change!” We often find ourselves caught in the tension between wanting change and fearing change.

Thank God, He never changes. Because He is always the same, we can trust Him through any changing circumstances or situations. Hebrews 13:8 says: Jesus Christ (the Messiah) is always the same, yesterday, today, and forever.” And God Himself speaks in Malachi 3:6 saying: “For I am the Lord, I do not change.”

This should give us great courage and comfort when we face changes in our lives. We do not need to fear change; we can handle it, because God remains the same. What if Abraham Lincoln had been afraid of change? He would not have signed the Emancipation Proclamation and the horror of slavery would have continued in America. What if Orville and Wilbur Wright had been afraid of change? We would all be stuck with travelling on the ground or sailing over the water instead of flying through the skies. What if Thomas Edison, had feared change? We would still be reading by candlelight after sundown. What if Henry Ford had feared change? We would still be walking or making use of horse and carriage transportation. I am sure you can think of many other wonderful changes that have occurred in your life that has brought joy to you and your loved ones.

I share these vignettes with you to inspire you to think about the many good changes that have made peoples’ lives better and easier through the years, for example just think of the changes in the medical profession, can you imagine going back to the old ages of dentistry? Ouch!!!

Remember, the fear of change could keep something wonderful from taking place for you. I urge you not to let that happen, but to boldly embrace the changes that come your way. Without change there is no growth, just think of a baby growing up, they are changing daily in order to grow. Lastly remember that anything that is not growing is dying.

The one thing you can be certain of is change, so embrace it and don’t fear it.

The Master Retailing Team

Area Manager Vacancy

Our client who is a leading fashion retailer is looking for an Area Manager to look after the Gauteng/Pretoria area.  

Minimum Requirements... It is expected that you have at least a grade 12 qualification and a minimum of 3 - 5 years area management experience in retail.

Job Specification...We believe that people rarely succeed if there is no challenge in what they are doing? Have you got what it takes to take your team beyond the ordinary?

Your high energy level, drive, pro-activeness and results orientation will ensure that you identify opportunities to maximize store performance. You understand customer needs, are a whiz at financials and will not settle for anything less than excellence when it comes to customer service.

Identifying problem areas, improving solutions and building a strong rapport with your team, you will have a flexible approach, thrive under pressure and display good time management skills.

Our client is an equal opportunity employer and is committed to Employment Equity.

To apply for this position, please submit your CV through to CV@mretailing.co.za 

Preference will be given to EE candidates. Please note that if we have not contacted you within 14 days then please consider your application as unsuccessful. Your CV will be kept on file for any future positions you may be deemed suitable for.   

Regards the Master Retailing Team

The 5 Qualities of Remarkable Bosses

Consistently do these five things and the results you want from your employees--and your business--will follow.

In the eyes of his or her employees, a remarkable boss is a star. Remember where you came from, and be gracious with your stardom.

Remarkable bosses aren’t great on paper. Great bosses are remarkable based on their actions.

Results are everything—but not the results you might think.

Consistently do these five things and everything else follows. You and your business benefit greatly.

More importantly, so do your employees.

1. Develop every employee. Sure, you can put your primary focus on reaching targets, achieving results, and accomplishing concrete goals—but do that and you put your leadership cart before your achievement horse.

Without great employees, no amount of focus on goals and targets will ever pay off. Employees can only achieve what they are capable of achieving, so it’s your job to help all your employees be more capable so they—and your business—can achieve more.

It's your job to provide the training, mentoring and opportunities your employees need and deserve. When you do, you transform the relatively boring process of reviewing results and tracking performance into something a lot more meaningful for your employees: Progress, improvement, and personal achievement.

So don’t worry about reaching performance goals. Spend the bulk of your time developing the skills of your employees and achieving goals will be a natural outcome.

Plus it’s a lot more fun.

There is a saying that goes about what is more damaging to your organisation, “training and employee and once trained, they leave your organisation for greener pastures or having an untrained employee work and stay with your organisation?” The latter is far more damaging. For your retail training needs, visit www.mretailing.co.za  

2. Deal with problems immediately. Nothing kills team morale more quickly than problems that don't get addressed. Interpersonal squabbles, performance issues, feuds between departments... all negatively impact employee motivation and enthusiasm.

And they're distracting, because small problems never go away. Small problems always fester and grow into bigger problems. Plus, when you ignore a problem your employees immediately lose respect for you, and without respect, you can't lead.

Never hope a problem will magically go away, or that someone else will deal with it. Deal with every issue head-on, no matter how small.

3. Rescue your worst employee. Almost every business has at least one employee who has fallen out of grace: Publicly failed to complete a task, lost his cool in a meeting, or just can’t seem to keep up. Over time that employee comes to be seen by his peers—and by you—as a weak link.

While that employee may desperately want to “rehabilitate” himself, it's almost impossible. The weight of team disapproval is too heavy for one person to move.

But it’s not too heavy for you.

Before you remove your weak link from the chain, put your full effort into trying to rescue that person instead. Say, "John, I know you've been struggling but I also know you're trying. Let's find ways together that can get you where you need to be." Express confidence. Be reassuring. Most of all, tell them you'll be there every step of the way.

Don't relax your standards. Just step up the mentoring and coaching you provide.

If that seems like too much work for too little potential outcome, think of it this way. Your remarkable employees don’t need a lot of your time; they’re remarkable because they already have these qualities.

If you’re lucky, you can get a few percentage points of extra performance from them. But a struggling employee has tons of upside; rescue him and you make a tremendous difference.

Granted, sometimes it won't work out. When it doesn't, don't worry about it.  The effort is its own reward.

And occasionally an employee will succeed—and you will have made a tremendous difference in a person's professional and personal life.

Can’t beat that.

4. Serve others, not yourself. You can get away with being selfish or self-serving once or twice... but that's it.

Never say or do anything that in any way puts you in the spotlight, however briefly. Never congratulate employees and digress for a few moments to discuss what you did.

If it should go without saying, don't say it. Your glory should always be reflected, never direct.

When employees excel, you and your business excel. When your team succeeds, you and your business succeed. When you rescue a struggling employee and they become remarkable, remember they should be congratulated, not you.

You were just doing your job the way a remarkable boss should.

When you consistently act as if you are less important than your employees and when you never ask employees to do anything you won’t or don’t do, everyone will know how important you really are.

5. Always remember where you came from. See an autograph seeker blown off by a famous athlete and you might think, “If I was in a similar position I would never do that.”

Oops. Actually, you do. To some of your employees, especially new employees, you are at least slightly famous. You’re in charge. You’re the boss.

That's why an employee who wants to talk about something that seems inconsequential may just want to spend a few moments with you.

When that happens, you have a choice. You can blow the employee off... or you can see the moment for its true importance: A chance to inspire, reassure, motivate, and even give someone hope for greater things in their life. The higher you rise the greater the impact you can make and the greater your responsibility to make that impact.

In the eyes of his or her employees, a remarkable boss is a star.

Remember where you came from, and be gracious with your stardom.

Don’t ever forget that research has proven employees don’t leave a company, they leave their boss.

Source:  Jeff Hayden

(He has written more than 30 non-fiction books, including four Business and Investing titles that reached #1 on Amazon's bestseller list.)