Store Manager
Also known as: Store Manager · Retail General Manager
Carries full results responsibility for a large or independently operating store, sets local policy and manages branch or department managers.
The store manager runs a large or independently operating store with its own budget, staff policy and often several department managers underneath. Unlike a branch manager, who works within a tightly fixed concept, they have more room for local adjustments to assortment, staff policy and presentation. Selection tests commercial experience well, but the ability to manage several layers of leadership at once while accounting to head office often remains untested.
Competencies to measure
These are the behavioural and ability constructs in this profile. Each one shows which hrmforce questionnaire measures it.
| Competencies to measure | Target level | hrmforce instrument | Assessment method | Behavioural anchor at target level |
|---|---|---|---|---|
| Directing and steering people Competency (50-framework): Management Knockout | N5 | Big Fifty, Competency Check, 360 Feedback | Assessment centre | Designs the management line for the whole organisation, addresses managers on their style and defines what good steering means here. |
| Client focus Competency (50-framework): Customer Focus Knockout | N4 | Big Fifty, Competency Check, 360 Feedback | 360-degree feedback | Uncovers the real need behind a client question, makes a fitting proposal and checks after delivery whether it works. |
| Managing workload pressure Competency (50-framework): Stress resilience | N4 | Big Fifty, Competency Check, Pulse Survey | Structured interview | Cuts or shifts tasks independently when busy on the basis of importance, records this and discusses consequences with clients. |
| Professional demeanour and representation Competency (50-framework): Organizational Sensitivity | N4 | 360 Feedback, Competency Check | On-the-job observation | Represents the team with clients and external parties, chooses appropriate language and addresses colleagues on inappropriate conduct. |
| Discipline and keeping commitments Competency (50-framework): Discipline | N4 | Big Fifty, 15PF, 360 Feedback | Personality questionnaire | Commits only to what is feasible, tracks own commitments and informs those involved as soon as a deadline comes under pressure. |
| Improvising within boundaries Competency (50-framework): Creativity | N4 | Competency Check, 360 Feedback | Situational Judgement Test | Chooses an interim solution within the rules when something fails or an unexpected request arrives, and records afterwards what deviated. |
| Physical strength and endurance Competency (50-framework): Energy | N4 | Work sample test | Work sample test | Moves heavy loads independently with aids, spreads the effort across the shift and maintains the agreed pace. |
| Sustaining pace in repetitive work Competency (50-framework): Discipline | N4 | Big Fifty, Work sample test | Work sample test | Sustains the pace for a full shift, builds in own rhythm and short recovery moments and stays within the quality standard. |
| Safety awareness Competency (50-framework): Discipline | N4 | Big Fifty, Competency Check | Situational Judgement Test | Recognises unsafe situations in own process, intervenes and addresses colleagues without bringing the work to a halt. |
| Accuracy and attention to detail Competency (50-framework): Accuracy | N3 | Big Fifty, 360 Feedback | Personality questionnaire | Builds check moments into the own process, keeps track of errors and prevents repetition by adjusting the method. |
| Commercial capability Competency (50-framework): Commercial acumen | N3 | Big Fifty, Competency Check, 360 Feedback | Assessment centre | Discusses additional services with existing customers on own initiative and records the revenue opportunity in the customer file. |
Short profile
The ten heaviest skills in this profile. The full profile with every skill, behavioural anchor and assessment method is in the download.
| T | Skill | Target level | Weight | Knockout | Assessment method |
|---|---|---|---|---|---|
| G | Directing and steering people | N5 | 5 | yes | Assessment centre |
| V | Budgeting and cost control | N5 | 5 | yes | Work sample test |
| G | Client focus | N4 | 5 | yes | 360-degree feedback |
| V | Hospitality service | N4 | 5 | yes | On-the-job observation |
| K | Applying food safety and hygiene codes | N4 | 5 | yes | Knowledge test |
| V | working in teams | N4 | 4 | no | 360-degree feedback |
| G | Managing workload pressure | N4 | 4 | no | Structured interview |
| G | Professional demeanour and representation | N4 | 4 | no | On-the-job observation |
| V | Working with shift work and irregular hours | N4 | 4 | no | Structured interview |
| V | Recruiting and selecting | N5 | 3 | no | Structured interview |
See all 27 skills in the full profile
Assessment instruments for this job
Competency Check
Behavioral-Level Competency Assessment
Work sample test
Representative work sample under standardized conditions
Big Fifty
Personality questionnaire, 150 items, 25 factors
360 Feedback
Multiple assessments based on behavioral anchors
Knowledge test (client-specific)
Professional knowledge test, customized for each client
Structured interview
Behavioral interview with a fixed structure
Conflict Styles
Preferred style in conflict situations
Pulse Survey
Periodic measurement at the team and organizational levels
Communication Styles
Preferred communication style
Mental Resilience (4C)
Mental Resilience According to the 4C Model
15PF
Personality Profile, a shorter alternative to the Big Fifty
Comparable jobs
24 skills in the profile · junior
Waiter or Waitress25 skills in the profile · junior
Host or Hostess25 skills in the profile · junior
Barista25 skills in the profile · medior
Bartender26 skills in the profile · medior
Cook26 skills in the profile · medior
Independent Cook26 skills in the profile · senior
Head Chef27 skills in the profile · lead