...1. I would recommend that the Carters should expand their quality program. The more you educate your employees the better return you will have profit wise. To expand these meetings quarterly the Carters should invest in speakers to come and teach their staff new skills. For example one quarter they could have a professional come in and talk about ways to improve customer service and another quarter they could have some one come in and teach the staff how to clean the equipment. Education not only teaches staff how to do things, but it also reflects positively on ones resume so they may be more interested to participate in such events. Also you could make the meetings interesting by having a gift card or raffle or bring in pizza for the staff to keep their motivation going. 2. 1. Speak with Dad and come up with agreement on what they envision a successful high-performance work system to look like 2. Conduct job analyses to determine the exact jobs needed in a store and what each job’s duties should be. 3.Have more specific needs in job ads and interview candidates only with qualifications. 4. Use a type of behavioral assessment or a type of test to see if the candidate is the right fit for the company. 5. Research comparable companies around the area and pay $2-$3 an hour more than them. 6. In act a small bonus system that employees will have to work hard to achieve a goal for a little extra money 7. Create a new training that last a few days longer...
Words: 364 - Pages: 2
...Carter Cleaning case: Chapter 9 1. Is Jennifer right about the need to evaluate the workers formally? The managers? Why or why not? Jennifer is absolutely correct in having these employee evaluations done formally. Reason for is to protect Carter Cleaning Company and its business goals from discrimination charges or violations of Title VII of the 1964 Civil rights Act. Informal evaluations can lead to unfair appraisals which can open a can of unexpected problems. All employees should receive formal evaluations via by paper or electronic forms in order to have a documented history. Keeping employee evaluations on file makes it easier for employers to reference certain information needed for promotions or projects, etc. Jennifer should get with Jack to discuss what performance dimensions should be measured and how to measure them. Once they’ve come to a decision, Jennifer should look in to developing a sort of graphic rating scale. 2. Develop a performance appraisal method for the workers and managers in each store. Graphic Rating Scale method (Fig 9-3, Dessler, pg. 291) ------------------------------------------------- Carter Cleaning Company ------------------------------------------------- Employee Name______________________ Level: Entry-level employee ------------------------------------------------- Managers Name______________________ ------------------------------------------------- Key work Responsibilities Results/Goals to be Achieved ------------------------------------------------- ...
Words: 827 - Pages: 4
...International University .I r e i l t l C e J r l 3 . l l Boston Columbus Indianapolis Dubai New York London Sydney San Francisco Madrid Milan Seoul Upper Saddle River Munich Paris Montreal Taipei Toronto Amsterdam Delhi Cape Town Mexico City Sao Paulo Hong Kong Singapore Tokyo Contents Preface xxiii Acknowledgments xxvii Introduction to Human Resource Management 2 WHAT IS HUMAN RESOURCE MANAGEMENT AND WHY IS IT IMPORTANT? What Is Human Resource Management? 4 Why Is Human Resource Management Important to All Managers? 5 Line and Staff Aspects of Human Resource Management 6 Line Managers' Human Resource Duties 6 Human Resource Manager's Duties 7 New Approaches to Organizing HR 9 Cooperative Line and Staff HR Management: An Example 9 Moving from Line Manager to HR Manager 10 THE TRENDS SHAPING HUMAN RESOURCE MANAGEMENT 10 Globalization and Competition Trends 11 Indebtedness ("Leverage") and Deregulation 12 Technological Trends 12 Trends in the Nature of Work 13 Workforce and Demographic Trends 14 Economic Challenges and Trends 15 IMPORTANT TRENDS IN HUMAN RESOURCE MANAGEMENT 16 The New Human Resource Managers 16 Strategic Human Resource Management 18 High-Performance Work Systems 19 Evidence-Based Human Resource Management 19 19 • EVIDENCE-BASED HR: Why Should You Be Evidence-Based? Managing Ethics 20 HR Certification 20 THE PLAN OF THIS BOOK 21 The Basic Themes and Features 21 CHAPTER CONTENTS OVERVIEW 22 Part 1: Introduction 22 Part...
Words: 4865 - Pages: 20
...CENTER: Boosting Customer Service Workforce and Demographic Trends 40 Economic Challenges and Trends 42 40 THE NEW HUMAN RESOURCE MANAGERS 43 Human Resource Management Yesterday and Today 43 They Focus More on Strategic, Big Picture Issues 43 • THE STRATEGIC CONTEXT: Building LL.Bean 43 44 They Use New Ways to Provide Transactional Services They Take an Integrated, "Talent Management" Approach to Managing Human Resources 45 They Manage Ethics 45 They Manage Employee Engagement 45 They Measure HR Performance and Results 45 They Use Evidence-Based Human Resource Management They Add Value 46 They Have New Competencies 47 HR Certification 48 46 THE PLAN OF THIS BOOK 48 48 The Basic Themes and Features CHAPTER CONTENTS OVERVIEW 49 49...
Words: 5053 - Pages: 21
...CENTER: Boosting Customer Service Workforce and Demographic Trends 40 Economic Challenges and Trends 42 40 THE NEW HUMAN RESOURCE MANAGERS 43 Human Resource Management Yesterday and Today 43 They Focus More on Strategic, Big Picture Issues 43 • THE STRATEGIC CONTEXT: Building LL.Bean 43 44 They Use New Ways to Provide Transactional Services They Take an Integrated, "Talent Management" Approach to Managing Human Resources 45 They Manage Ethics 45 They Manage Employee Engagement 45 They Measure HR Performance and Results 45 They Use Evidence-Based Human Resource Management They Add Value 46 They Have New Competencies 47 HR Certification 48 46 THE PLAN OF THIS BOOK 48 48 The Basic Themes and Features CHAPTER CONTENTS OVERVIEW 49 49...
Words: 5053 - Pages: 21
...CHAPTER 1: Carter Cleaning Centers Q1: Make a list of five specific HR problems you think Carter Cleaning will have to grapple with? 1. High Turnover: Carter Cleaning Company will more than likely face the HR issue of high turnover because of the nature of the business. Most service industry/retail jobs result in high turnover rates due to the demanding workload and hours in return for little compensation. Since the dry cleaning business does not require skilled labor, the employees are not committed to the development of their careers and therefore are much more willing to look for better employment. 2. Lack of training: Due to the nature of the employment, the workers are unskilled laborers and therefore lack any training whatsoever in regards to the business functions with the exception of their daily responsibilities. 3. Employees not working at their peak performance. Since the employees are not skilled laborers they therefore lack drive and determination to work at their top levels of performance. They may not necessarily be unmotivated to work at all but they would more than likely be inclined to do the bare minimum to collect a paycheck. 4. Grievance/employee dissatisfaction. Service/retail jobs function under very similar qualifications that tend to arouse discontent and disenchantment: pay, time/hours, and work-load. I do not expect that Carter Cleaning Company will be immune to this. 5. Economic trends. It is my experience that service industries...
Words: 429 - Pages: 2
...In brief: This chapter gives an overview of the selection process, testing concepts, types of tests, and selection techniques. It also addresses legal and ethical questions surrounding the area of testing and selection. Interesting issues: Most companies desire reference and background information to make employment decisions, however, most companies also have policies against giving out any information on current or past employees beyond basic job titles and dates of employement. Students need to see the tug-of-war between privacy rights and employer needs for background and predictive information. Lecture Outline I. The Selection Process A. Why the Careful Selection is Important 1. Performance 2. Costs 3. Legal Implications and Negligent Hiring II. Basic Testing Concepts A. Validity 1. Criterion Validity 2. Content Validity B. Reliability 1. Retest Estimate 2. Equivalent Form Estimate 3. Internal Consistency C. Sources of Unreliability 1. Poor Sampling of the Material 2. Chance Response Tendencies 3. Testing Conditions 4. Changes in the Person D. How to Validate a Test 1. Analyze the Job 2. Choose your Tests 3. Administer the Test a. concurrent validation b. predictive validation 4. Relate Test Scores and Criteria Figure 5-3 on page 178 shows a sample expectancy chart. 5. Cross-validation and Revalidation E. Testing Guidelines 1. Use...
Words: 5003 - Pages: 21
...Continuing Case Chapter 8 8-32: Orientation program for Carters: Carter Cleaning Company can should cover about Information on employee benefits, personnel policies, daily routine, company organization and operations, safety measures and regulations and arrange a facilities tour with the help of supervisor. As [Dessler, Gary, 2015] says successful orientation should accomplish four things for new employees, so carter cleaning company also should follow the following steps to convey information to their new employees. 1. Make them feel welcome and at ease. 2. Help them understand the organization in a broad sense. 3. Make clear to them what is expected in terms of work and behavior. 4. Help them begin the process of becoming socialized Bottom of Forminto the firm’s ways of acting and doing things. 8-33: Job Instruction sheet: As the carters want their employees to behave properly with their customers they should use a job instruction sheet. It can be like the following one. Steps | Key points | Greetings | n/a | Collecting garments | Checking the stains and damages. | Placing garments | Making sure different customer’s clothes are not mixed up. | Writing tickets and giving receipts | Ensure all the information are correct. | Saying courteous comments when the customer eaves. | n/a | 8-34: Training techniques: The pressers and cleaner-spotters should be trained using on the job trainings like Coaching / Understudy Approach. Job instruction sheet also...
Words: 350 - Pages: 2
...Assignment #1 (10 marks) Case 3: Running Case: Carter Cleaning Company –Discrimination? Human Resources Management HRMT 301-103 Submitted To: Dr. Hasan Submitted By: Sarah Hallett, 300515800 Hints: The above cases are all related to the contents in Chapters 1 and 2 of the textbook. You should also refer to the relevant websites to get required information to support your answers Requirements and Marking Criteria: 1. For the case you choose to analyze, answer each question in essay form. 2. Apply your HRM knowledge and the relevant HRM principles, where applicable, to analyze and evaluate the facts and business practices in the case. Use your analytical skills to analyze the root causes of the existing problems as described in the case. 3. As it is required by the case questions, you need to provide suggestions/solutions that are, 1) specific and relevant to the case problems and, 2) well justified with HRM principles and findings. 4. Minimum length of your report is 2 typing pages (1.5 spaced). Case 3: Question 1 is worth 1 point Question 2 is worth 2 points Question 3 is worth 2 points Question 4 is worth 2.5 points Question 5 is worth 2.5 points a.) Is it true, as her father claimed that they can’t be accused of being discriminatory because they hire mostly women and visible minorities? False, Jennifer and the Carter Cleaning Company can be accused of discrimination...
Words: 769 - Pages: 4
...Chapter 1Application Case: Jack Nelson's Problem 1. What do you think was causing some of the problems in the bank home office and branches? There is clearly aproblem with communication, and the effects are felt in the area of employee commitment. Additional contributingfactors include the lack of consistency in the policies and procedures of various locations. There is no cohesiveness tothe staffing activities of this organization. 2. Do you think setting up a HR unit in the main office would help? Of course we think it would! Since there are HR-related problems both in the home office and in the branches, it is clear that if a personnel office were set up, it wouldneed to help to coordinate the HR activities in the branches. 3. What specific functions should it carry out? What HR functions would then be carried out by supervisors andother line managers? What role should the Internet play in the new HR organization? There is room for quite abit of variation in the answers to this question. Our suggested organization would include: HR Unit: job analyses,planning labor needs and recruiting, providing advising and training in the selection process, orientation of newemployees, managing wage and salary administration, managing incentives and benefits, providing and managing theperformance appraisal process, organization-wide communications, and providing training & developing services.Supervisors and Other Line Managers: interviewing and selection of job candidates, training...
Words: 1426 - Pages: 6
...WEEK ONE- ASSSIGNMENT ( EBM 520) CHAPTER ONE 1-23 Five human resources problems Carter cleaning company will have to grapple with. 1.) No plan for training of staff that will match the dream of bringing in modern management concept and techniques. Unskilled staff that lacks retraining will no doubt make mess of whatever modern management technique introduced in the future. 2.) While having good plan to acquire modern management concept and technique, no mention was made of plans to improve working condition for staff such as health insurance and housing scheme. This may generate dissatisfaction in the minds of the staff that are expected to braze up to the new techniques in the face of poor working condition. Some staff may eventually resign. 3.) The graduation from one outfit to six is an indication of growth and success in business. A feat that may have resulted from dedicated and hardworking staff with good performances as ascertain by Carter. While increasing the number of stores nothing was done to increase the staff wages and benefits. Some staff may get offended with such development and resign in the future. 4.) Employing Jennifer, a fresh graduate with little or no experience as a consultant and trouble shooter could smell doom in the future. Experience matters a lot; you cannot give what you don’t have. 5.) Finally, placing Jennifer above older staff with over a decade experience could engender strife and rebellion, none of these...
Words: 332 - Pages: 2
...brief: This chapter gives an overview of the selection process, testing concepts, types of tests, and selection techniques. It also addresses legal and ethical questions surrounding the area of testing and selection. Interesting issues: Most companies desire reference and background information to make employment decisions, however, most companies also have policies against giving out any information on current or past employees beyond basic job titles and dates of employement. Students need to see the tug-of-war between privacy rights and employer needs for background and predictive information. Lecture Outline I. The Selection Process A. Why the Careful Selection is Important 1. Performance 2. Costs 3. Legal Implications and Negligent Hiring II. Basic Testing Concepts A. Validity 1. Criterion Validity 2. Content Validity B. Reliability 1. Retest Estimate 2. Equivalent Form Estimate 3. Internal Consistency C. Sources of Unreliability 1. Poor Sampling of the Material 2. Chance Response Tendencies 3. Testing Conditions 4. Changes in the Person D. How to Validate a Test 1. Analyze the Job 2. Choose your Tests 3. Administer the Test a. concurrent validation b. predictive validation 4. Relate Test Scores and Criteria Figure 5-3 on page 178 shows a sample expectancy chart. 5. Cross-validation and Revalidation E. Testing Guidelines 1. Use Tests as Supplements 2. Validate the Tests 3. Analyze All...
Words: 2782 - Pages: 12
...1. It is not true that the Carter Cleaning Company can’t be accused of being discriminatory just because they hire mostly women and minorities. Men could and majorities could feel like they are be discriminated against if that’s the case. 2. The company should take the complaint very serious. Encourage the two women to inform the manager that the conduct is not welcome. The company should issue a solid policy statement condemning such behavior and inform the employees about it. Managers and employees should be disciplined if they are involved. Keeping records of everything is very important. Lastly, the company should take steps to prevent sexual harassment. This would include communicating that the company will not tolerate sexual harassment and will take immediate action when complaints are received. 3. Develop an age discrimination policy and inform employees. Establishing a discipline program and let the employees know it will be effective immediately after a complaint. Discipline is very important to put into action. Lastly, keeping records of everything is very important. 4. If each of the six stores had five employees they are covered by equal rights. If there are 15 or more employees in the company they are covered. 5. Employer are required to post notices about the equal rights laws. There is training through the EEOC that every employee needs to go through. Keeping records of everything is very important even if it doesn’t involve a complaint. ...
Words: 258 - Pages: 2
...Chapter 2 Application Cases An Accusation of Sexual Harassment in Pro Sports 1. Based on the lack of evidence and witnesses from this claim I believe that Ms. Brown Sanders did not have the basis for a sexual harassment suit. She stated that the sexual harassment went on for 2 years before she even filed a claim therefore, she condoned the actions to persist before her termination for “failure to fulfill professional responsibilities,” which also has little evidence to prove as well. 2. I personally do not think the jury made the right decision in regards to this specific sexual harassment case. There was absolutely no evidence or witnesses of any kind to prove or disprove either sides of the trial. Due to the lack of evidence I would have dismissed the case entirely until further evidence from either side could be presented. 3. The garden management should have provided some type of physical and very detailed proof of Ms. Browne Sander’s negligence within the workplace. Just simply stating that she, “failed to fulfill professional responsibilities” and that, “her performance had been subpar” was definitely not sufficient enough to defend against her allegations of sexual harassment. 4. First and foremost, I would be concerned on the overall internal and external reputation of the company. I would first make sure the companies employees are aware of the policies and programs that were set into place to show how claims of sexual harassment should be addressed within...
Words: 677 - Pages: 3
...man resources and management CHAPTER 4 JOB ANALYSIS AND THE TALENT MANAGEMENT PROCESS 159 RECRUITING IN EUROPE John graduated from a British university with a degree in human resource management; it was ihere that lie met Marie, a French Erasmus student. Marie had wanted to go back home, so |ohn had secured a fob in a recruitment agency in Marseille, France. TheJobs The agency, headquartered in Barcelona and Madrid (Spain), Talent Spotting Spectrum (TSS), is a human resources consulting agency specializing in the recruit_ ment and selection of international stafi and sales staff. TSS has a workforce of 25 people, led by two managers with 19 tenured employees. They have four outsourced IT technicians. Last year, they opened the French office; next year, they plan to open another in Turin, Italy, and are growing. . . . . . . . Accounts Manager: Analyze new business opportunities Deliver formal business presentations Manage a team of HR consultants Select, interview, and present candidates to clients HR Consultant: Flnd the right person to match requirements Advertise job opportunities on the different TSS Web sites and find r6sum6s that have been posted on others Maintain excellent relations with clients then expand to other European regions where opportunities Ouestion 1. Using the duties listed above, make a list of the comDe_ tencies required for each job. Source: Data collated by Claire Mennessier, Charlotte Morel, and Estelle Seban. ...
Words: 602 - Pages: 3
