INDIANA UNIVERSITY
2003
What is a business major?
Being a part of the business program encourages and demands that students perform at their best. Our
expectations are similar to those that future professionals will encounter in their careers: We
want our students to achieve to their highest abilities. Faculty expect students to be prepared for
class and to participate actively.
The business curriculum focuses on how to work in group/team
environments and provides opportunities for individual
performance and growth.
Undergraduate majors:
Accounting
Business Economics and Public Policy
Computer Information Systems
Entrepreneurship
Finance
Finance-Insurance
Finance-Real Estate
International Studies
Legal Studies
Management
Manufacturing Systems
Marketing
Not-for-Profit Management
Operations Management
Purchasing/Materials Management
Supervision Management.
Completing your education
Supervision
Supervision Management.
Operations Management, Management
Customer Relations
Entrepreneurship, Marketing
Inventory
Operations Management, Purchasing/Materials Management,
Accounting
Merchandising
Operations Management, Purchasing/Materials Management
Payroll/expenses
Operations Management, Purchasing/Materials Management
Supervision Management, Accounting
Employment law
Legal Studies
Training
Operations Management, Marketing, Supervision Management
Neighborhood involvement
Marketing
Gross/net profit max
Finance, Accounting, Operations Management, Marketing
We’re here to talk about.....
WHY...
• WE WANT TO SELL YOU ON
RETAILING, MORE SPECIFICALLY…
CHAIN DRUG INDUSTRY
• 3 BILLION PRESCRIPTIONS FILLED IN
THE UNITED STATES IN 2001
• TOP 4 CHAINS DO 82 BILLION IN
ANNUAL SALES
• 14,000 STORES…
• 46% INCREASE IN PRESCRIPTIONS IN
NEXT 4 YEARS
The Boomer Wave is
Rolling to Shore…
50
Population in Millions, by Age Range
40
30
20
10
0
Under 25
25-34
35-44
45-54
55-64
65+
WHERE DOES WALGREENS RANK
• RANKED #1 IN THE FOOD DRUG INDUSTRY
IN FORTUNE’S MOST ADMIRED
COMPANIES IN AMERICA
• RANKED #2 IN THE USE OF CORPORATE
ASSETS
• RANKED #3 IN EMPLOYEE TALENT
• RANKED #2 IN QUALITY IN MANAGEMENT
WHERE DOES WALGREENS RANK
•
•
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•
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28.7 BILLION IN SALES
3,883 TOTAL STORES
12% PHARMACY MARKET SHARE IN US
78TH ON FORTUNE 500 RANKING
NATION’S LARGEST DRUG STORE CHAIN &
11TH LARGEST RETAILER
• SERVE 3 MILLION CUSTOMERS PER DAY
27 Consecutive Record Years…
Sales (in Billions)
25
Earnings (in Millions)
1,000
FY01 Sales Up 16.1%
20
800
FY01 Earnings Up 15.3%
15
600
10
400
5
200
0
0
75
80
85
90
95
01
Training
The Walgreens Training Program, Excel, consists of organized workbook programs designed to provide technical knowledge
and when combined with on-the-job experience produces top level retail managers. Excel recognizes that individuals progress
at different speeds -- the program is self-directed. Assistants complete modular lessons at their own rate. Initially, assistant
managers learn day-to-day store operations and graduate to higher order managerial tasks.
Promotion is therefore not dictated by seniority. It is the motivation, talent and drive of each individual which most directly
impacts promotion.
Section A: Providing Customer
Service
Section B: Managing Store
Funds
• Processing Refunds
• Issuing Rain checks
• Treating Job Applicants Well
• Supervising Liquor/Tobacco Sales
• Resolving Customer Complaints/Problems
• Preventing Shoplifting
• Processing Pay-outs
• Processing Voids
• Processing Pay outs
• Conducting Cash Counts
• Processing Pickups
• Counting and Correcting the Safe
Working Fund
Section D: Managing Inventory
Section E: Managing the
Store Facility
• Receiving Vendor Merchandise
• Preparing Your Store for an Ad
• Calculating Gross Profit Percentage
• Doing Inter-store Transfers
• Planning and Building Displays for Profit
• Preventing Employee Theft
• Opening Your Store
• Closing Your Store
• Determining Where to get
Maintenance Assistance
• Assessing the Condition of Your
Store
Section C: Leading the Store Team
• ABC’s of Prioritizing
• Keeping Employees on Track
• Getting Employees Back on Track
• Preventing Discrimination
• Preventing Sexual Harassment
• Maintaining a Positive Store Environment
Section F: Preventing and Handling Accidents
• Preventing Accidents in Your Store
• Responding to an Employee Accident
• Filling out an Accident Report on an Employee
• Responding to a Customer Accident
• Filing Out an Accident Report on a Customer
Advanced Assistant Manager Training Program
Store Manager Development
•Controlling Store Expenses
•Competing through Customer Service
•Completing the Buy Card
•Managing Training
•Delegating Tasks
•Conducting Inspections
•Communicating Effectively
•Troubleshooting Equipment/Merchandise Problems
•Managing Camera/Electronics Department
•Managing Cosmetics for Profit
•Reducing Store Expenses
•Meeting the Needs of Diverse Customers and
Employees
•Assessing the Financial Conditional of your Store
•Assisting in Your Pharmacy
•Doing the Right Thing - Ethics at Walgreens
Career path
Regional Vice-President
District Manager
usually a minimum of 5 years as store manager
Store Manager
Goal: attained 2 to 5 years from date of hire
Executive Assistant
typical tenure 1 - 2 years
Management Trainee
typical tenure:6 months - 3 years
Pharmacy Manager
Assistant Manager
Department Heads
Bookkeeper/PA
Cosmeticians
One Hour Photo Techs
Staff Pharmacists
Pharmacy Techs
Service Clerks
Pharmacy Cashiers
Compensation
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•
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Assistant managers: scheduled for a minimum of
44 hours per week. An entry level assistant manager
is paid hourly with time and half provided for
overtime (in excess of 40 hours). This plan ensures
that individuals are paid at a premium for additional
time spent working and minimizes the occurrence of
excessive overtime. (Typical annual
compensation: mid to upper 20’s)
Executive Assistant Manager: salary plus bonus
compensation plan replaces the hourly plan. As an
Executive Assistant, an individual begins to direct
decisions that affect the overall profitability of the
store. (Typical annual compensation: upper 20’s,
lower 30’s)
Manager: combines a base salary plus yearly bonus.
This bonus is based on store productivity,
profitability and improvement. As a store manager’s
performance and productivity increase, she or he will
move to larger volume stores. The yearly bonus will
reflect this increase in responsibility. (Typical
annual compensation ranges from the 40’s to 70’s)
120
100
80
60
40
20
0
MGT
EXA
MGR
What do you value?
•
•
•
•
•
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Respect for Individuality
Responsibility
Rewards/Recognition
Self Reliance
Equity
Want to feel invested in
Want to be listened to
Upcoming Events
• Tonight: Roundtables open to Seniors from
9:30pm to 10:30pm
• February 18th: Information Session 7:00pm
• February 19th: Interviews at BPO