...Chapter 7 Case Study 7-21 Specifically, what should the Carters cover in their new employee orientation program and how should they convey this information? There are several very effective and efficient means of conducting employee orientation. The Carters should open the employee orientation with a greeting or welcome speech. This sets the work environment and helps the new employee feel a part of the team. The Carters should then cover basic information regarding policies and procedures and benefits (paid holidays, tardiness, health benefits, etc.). The Carters need to be sure to communicate that employees do not receive any benefits other than payment and that they are paid on Tuesdays, rather than Thursdays or Fridays which are much more common. The Carters also should cover the topic of the importance of giving a notice when employees no longer wish to work for Carter Cleaners as it is beneficial to that employee and the Carters. The Carters should then transition into explanation about no acceptance for substance abuse and prohibited eating or smoking on the job. Explaining the purpose behind these rules will increase the likelihood of the employee to abide by these policies. They should continue to cover general matters like the maintenance of a clean and safe work area, personal appearance and cleanliness, time sheets, personal telephone calls, and personal e-mail. Being detailed about what they mean by a clean, safe work environment and what employees are expected...
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...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...
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...Carter Cleaning Center 1 Preguntas 1. Haz una lista de cinco problemas específicos de administración del capital humano que consideras que Carter Clearing podría enfrentar. 2. En función del caso y de la pregunta anterior ¿Que le propondrías a Jennifer hacer primero? DESARROLLO 1. Listado de problemas iniciales: 1. Habituación a un ambiente de trabajo, el cual será muy diferente al ambiente de universidad en el que se encontraba Jennifer. 2. Cómo elegir al mejor personal para mantener un buen Control de costos, dado que es una empresa “nueva” con un líder “nuevo” en el ramo a desempeñar. 3. La Descentralización en la toma de decisiones, con respecto a la “opinión” más experimentada del Sr. Carter, es decir, que no sea tomada en la mejor de las consideraciones la opinión de Jennifer, con respecto a las circunstancias que se vayan generando. 4. Que el hecho de querer desempeñarse de manera sobresaliente, sea contraproducente, presiones al personal que es inexperto, terminar al contrario, con trabajos iniciales de mala calidad 5. Incapacidad para delegación de responsabilidades por falta de experiencia dentro de una empresa nueva. 2. Propuesta a Jennifer: Comenzar, realizando el proyecto de desarrollo para una nueva empresa, donde especifique, la misión, visión y valores de la empresa que va a desarrollar. Realizar un listado del personal que requiere, asi como sus características para cada puesto. Evaluar a cada una de los candidatos a cada puesto...
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...Carter Cleaning Company Question 1 1. Carter Cleaning will need the hiring and training of skilled workers to run the company sufficiently. 2. Communication skills will need to be a MUST when it comes to the behavior and coordination between the employee and the employer. 3. A proper policy and salary wager would need to be placed, so a high turnover rate within will not occur as often. 4. The company would need to make sure they try not to run into staff shortages so it can be ran effectively. 5. The Company will need to keep their policy and procedures up to date and are very savvy with the global technology that are often coming into play to manage a workplace. Question 2 Jennifer would need to have a very effective system in place that trains the skilled workers, have extensive background screenings as well as a policy and procedure orientation with efficient salary and health care compensation package. Her package can be well rounded with promotion benefits, vacations and incentives that will be available. Once the hiring and screening have taken place I would be ideal to set up a training/orientation of the practices that are excepted of the company so the employees can be well aware or their duties and expectations. With this Jennifer can try to keep the morale down. Every so often a training would not be bad on the performance level, work quality and new technology that becomes available if needed. Patagonia Patagonia is set aside...
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...It is likely clear to Jennifer that Carter Cleaning Company could benefit by adding some structure to the interview process. However, it may not be clear to the Managers who have been hiring based on gut feeling. Most people like to believe they are good at “judging people.” They can get a “feel for people” and “can tell if they are honest.” The number of time I have heard these things from store managers, I cannot count. So I would advise Jennifer to build some buy-in, before she starts down this road. She needs to help the managers see what’s in it for them. She can start be asking the managers who happens when they have unplanned turnover or an open position. The answers will certainly include issues like the manager has to pick up the slack; store operations suffer; other employees have to pitch in; the manager has to “start all over” training someone new. If Jennifer can help the managers see that adding structure to the interview process can help reduce the turnover that causes them all the issues they themselves identify, she will have a great rate of acceptance. She should let the managers know that she values their opinions and values their help developing the new interviewing standards and tools. Jennifer needs to answer three questions. How will the interviews be structured? What will the interview consist of – content? How will the interview process be administered? (P. 230) For a business such as Carter’s, with relatively inexperienced interviewers...
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...1. Some specific HR problems that Carter Cleaning will have to grapple with are: a. Finding the right talent- The high unemployment rate means the pool of candidates is large. However, you don’t want to waste valuable time interviewing dozens of potential workers who aren’t a good fit. This means targeting job seekers with the best mix of education, experience and proven skills to work efficiently. b. Managing labor and benefit costs- As a human resources professional, your challenge will be to identify strategies that will satisfy the bottom line, meet operational needs and encourage valuable staff members to remain in your employ. c. Creating opportunities- Human resource professionals face the challenge to create opportunities for their most valuable staff members—perhaps through cross training or continuing education, if not through actual advancement. d. Managing wages between skilled and unskilled workers- Human Resource is challenged with making sure employees are happy with their wages and its fair based on their skills and abilities. Human Resource have to identify difference between a skilled worker and an unskilled worker is that a skilled worker has some special skill, knowledge, or ability in relation to their work, while an unskilled worker has no special training or education. Skilled workers may have attended a college, university, technical school, or completed specific coursework. Also, a skilled worker may have gained their experience through...
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...personal skills, interests, knowledge, motivations, and other characteristics and establish action plans to attain specific goals. If the Carter Cleaning Company setting up a career planning program the company receives advantages such as improve leadership skills, keeping career on track, dealing with career problems, to help achieve educational targets effectively and also help to evaluate personality. A well-planned career helps to achieve goals. As time passes by, growth and needs change. On my mind, every employee in the company must participate in the career planning program because through this program employees achieve formal education, utilize development opportunities, establish goals, assess interests and skills, values, and responsibility for her/his career. Training and development programs play important role in career planning program too. Program provides different opportunities for learning skills and attitudes related to job. Through the career workshop every employee learning the event in which participant are expected to be actively involved. Career Development Program is lifelong activities which contribute to a person career exploration, establishment, and success. Career Development Programming is delivered through a combination of several processes and methods. I propose a career development program for Carter Cleaning Company which consists of individual development plan, career coaching/counseling plan, training and development program, and career workshop...
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...Carter Cleaning Company Case 1: 1) Make a list of five specific HR problems you think Carter Cleaning will have to grapple with. - non-trained stuff therefore low job performance - controlling labor costs - managing wages between those that work in dry cleaning side (skilled) and attendants (unskilled) - high turnovers - HR rules and protections not being followed 2) What would you do first if you were Jennifer? If I were in Jennifer's shoes the first thing I would do is meet with her father and discuss about how everything HR related was done in the company before she came. Then I would hold a meeting for all of the employees to introduce myself and ask them about their concerns or wants. Then I would analyze the data and map e a strategic plan on how I can motivate the managers to motivate their staffs, how to train new and old employees to make work done more efficiently , and establish a recruiting process. After speaking with managers and her father about what the employees need to be successful I would then run an add for a hiring event, to have candidates come in to the stores and see what motivates them to work. Carter Cleaning Company Case 2: 1) Is it true as Jack Carter claims “we can't be accused of being discriminatory because we hire mostly women and minorities anyway”? It is not true. Statements like this place his company at risk and show that he obviously needs a human resource manager who knows about current laws and regulations. Being the owner, he should...
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...Human resource management Carter Cleaning Company1 1. What would you do first if you were Jennifer? If I was Jennifer, I would have done the following things: -First thing, I would get information about the workforce, the employees, their situation and specific skills they have. I would try to find their motivations and their concerns in order to build a stronger relationship between them and my company. This first step must be develop during recruiting (one and one meeting) where I would have an overview about an applicant and see if he or she fits with the company’s goals. But Jenifer needs also to train them since her father wants the employees to do more different tasks. -Then I will set up a promotion plan so that employees’ motivation would be increase by working harder for their company. The issue is simple here; Tiffany has to deal with unskilled and unmotivated workforce who doesn’t really care about their job. So I would try to get them more involved by praising and compensating them. I would rather raise their salaries a bit more to keep them than doing many interviews that waste both time and money. -Last but not least, I would consider my employees as workers who add value to my company and service I provide and certainly not as “cost or adding charges”. This has to be one of the main matters of a human resource manager, about how to increase the employees’ value through management. I would provide to my employees clear data about the company in order...
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...MGT 3375 October 20, 2011 Carter Cleaning Compnay 1- It’s great that Mr. Carter recognizes that there is diversity in the work place but just because you have a substantial number of women and minorities working for you doesn’t cancel you out from being looked upon as being discriminatory. The meer fact that the minority applicants are being asked questions that the other applicants are not being asked is grounds for discrimination. Unless the position that the employee is being hired for warrants these questions they should not be asked questions about their families or arrest records. 2- EEOC guidelines require that the workplace environment is free from sexual harassment. With that being said, it is the employers responsibility to resolve this situation as soon as possible. The appropriate way to approach this situation is to first advise the employee to address the harrasseer and let them know that their behavior is inappropriate and unwanted. As their employer, I would issue a statement making sure that everyone understood that this type of behavior is not ok and that any violaters will be punished. I would explain to my employees the channels to go through to report it and provide protection for retaliation. 3- According to the Equal Pay act of 1963, the 73 year old that is being paid less than the younger worker, though it seems morally wrong, does not violate the act. In this particular case, I would try to create a supervisory position for this employee...
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...HRM Assignment: The Carter Cleaning Company Submitted by: Group 13 ____________________________________________________________________________________________ 1. What to convey in the orientation The purpose of an orientation is to align the employees to the mission and values of the company. These programs are usually scheduled for the new recruits of the company but in the given scenario, an orientation program is required for all the individuals in the organization. The orientation program should be designed in a way that helps employees internalize the practices and procedures preferred by the Carters. Keeping the same as their primary objective, following will have to be conveyed during the orientation program. * The program must highlight the mission and values of the company. The employees must be made aware that their company strives to maximize customer satisfaction by offering superior service. * The program should cover the policies followed by the company. This will include the rules and regulations with regards compensation, leave procedure, health benefits etc. As attrition is a major concern, the exit policy should be clearly defined and communicated. * Also the program should cover the way an employee should behave while on duty. This would cover personal conduct rules with regard to smoking, using the telephone for personal calls etc. Also as most of the employees would be directly interacting with the customers, the program should...
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...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...
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...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. ...
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...Carter Cleaning Company is having issues in employees’ turnover and hiring the right people for the company. Other than that, they are also heavily dependent on skilled managers, cleaner-spotter and pressers. In order to have an effective hiring campaign, Jennifer and her father need to think long term while they hiring the staffs. As it is difficult to consider who will be beneficial their company for the long haul, there are few steps to help the company to reduce the turnover in the company, such as offer skill testing, profile for temperament, show appreciation, level the workload and hold regular review sessions. Skill testing is on of the tools that will help Jennifer and her father to determine whether they have found the best fit for each position the company has open. Not only that, it also will cut down on the company’s new applicant recruitment costs. The test can be done directly through the Human Resources Department or job placement agency. A temperament profile is the other steps to reduce employees’ turnover in the company, as each job description should include a consideration of the social aspects of the job. It can help to predict which people are best suited for different types of work. Placing people with the right temperament for a particular job can go a long way toward creating stability. Many employees almost always know when they are doing a mistake yet rarely hear any appreciation when they are doing something right. Therefore, showing appreciation...
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...CHAPTER V Carter Cleaning Company 1. First, how would you recommend we go about reducing the turnover in our stores? We have to hire more qualified employees (e.g. high school graduate). If the employee has a better education, we didn’t need not so much time for training him. If we want to hire somebody without a high school grad, we can cooperate with colleges. The disadvantage is that it is expensive and time consuming. Another possibility is to hire someone who has already worked for us (rehiring). These people have already the skills and knowledge and we won’t waste time in training. To find an approach why so many employees leave, it is important to interview employees to improve the work environment. 2. Provide a detailed list of recommendations concerning how we should go about increasing our pool of acceptable job applicants so we no longer face the need to hire almost anyone who walks in the door. (Recommendations regarding the latter should include completely worded online and hard-copy advertisements and recommendations regarding any other recruiting strategies you would suggest we use.) At first we create a detailed list with all requirements we need for the job. There are different strategies to find suitable employees: * Internal candidates Unsuitable for us, because we need a permanent staff before we can promote someone. * Rehiring If we know somebody who did a good job and want to come back. It’s a win-win situation. * Recruiting...
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