His basic policy has been to pay employees an hourly wage, except that his managers do receive an end-of-year bonus depending, as Jack puts it, on whether their stores do well or not that year. However, he is considering using an incentive plan in one store. Jack knows that a presser should press about 25 tops jackets, dresses, blouses per hour.
In addition, students may recommend that Jennifer instead take a competency-based approach which describes the Job in terms of the measurable, Observable, behavioral competencies that an employee doing that Job must exhibit.
Was it practical to specify standards and procedures in the body of the Job description, or should these be kept separately? They do not need to be kept separately, and in fact both Jean and the employees would be better served by incorporating standards and procedures into the body of the description.
The exception to this would be if the standards and procedures are so complex or involved that it becomes more pragmatic to maintain a separate procedures manual. How should Jean go about collecting the information required for the standards, procedures, and Job description?
She should first go about conducting the Job analysis, collecting information bout the work activities, human behaviors, machines, tools, equipment, and work aids, performance standards, Job context, and human requirements.
In addition, she should ensure that she is identifying the essential functions of the Job, and that the descriptions comply with the law. Human resource planning and recruiting Continuing Case: Getting better applicants 1. First, how would you recommend we go about reducing the turnover in our stores?
Jennifer can do a quick analysis on what it costs her to recruit and train a new employee including the cost tot lower productivity as a person learns a new Job Every reduction in employee turnover can be translated to dollars. In fact, Jennifer can improve working conditions without any change in her profit if she pays for improvements from savings in employee turnover costs.
The best source of ideas from improvement may come from exit interviews what would we have done to our Nor environment that would have made you more likely to stay?
Carter cleaning company 1. Carter Cleaning Company 2. Main Theme • Job description is more important than as usual we learn it in our academic courses. Ebanks Carter Cleaning Company - Job Description 1. There is no format or final form but the store manager’s job description should include: * Job Identification * Job Summary * Responsibilities and Duties * Authority of incumbent * Standards of performance * Working conditions * Job specifications 2. Show transcribed image text Continuing Case Carter Cleaning Company The Job Description Based on her review of the stores, Jennifer concluded that one of the first matters she had to attend to involved developing job descriptions for her store managers. As Jennifer tells it, her lessons regarding job descriptions in her basic management and HR management courses were insufficient to convince.
Students are also likely to suggest some of the following; air-conditioned Nor space, more employees so workers work fewer hourslonger or more frequent breaks. Other students will consider more complicate solutions like Job rotation.
Still others might suggest the use of deferred compensation or profit sharing to keep employees a full year e. Provide a detailed list of recommendations concerning how we should go about increasing our pool of acceptable Job applicants, so we no longer have to hire almost anyone who walks in the door.
Your recommendations regarding the latter should include completely worded advertisements and recommendations regarding any other recruiting strategies you would suggest we use.
Or Specifically, my recommendations should include: Completely worded classified ads. Students will vary in their creative approaches. A good teaching method is to have them email their ads to each other and have the students rank order which ad they would apply to. Determine what made the ad attractive and ask the other students to modify the ad according to what they Just learned.
Recommendations concerning any other recruiting strategies you suggest they use.
Students will offer a wide variety of suggestions. Among the likely responses are: Some students will consider target marketing.
For example, Jennifer could re-engineer the ebb to fewer hours and recruit part time workers, greatly increasing the pool of potential employees.
Employee testing and selection Continuing Case: Honesty testing lemonier and her father are considering methods for screening applicants for their dry cleaning business.
In particular, the Carter management team is considering honesty tests, especially for employees who handle cash. Polygraph testing raises a large number of legal and moral issues; issues Carter Cleaning would best avoid.
In general, these nave been shown to be reasonably reliable and valid. They are still controversial.
Specifically, what other screening techniques could the company use to screen out toothpaste employees?Chapter 8 carter cleaning company: the new training program Carter Cleaning Company Job Description(plombier-nemours.com,2t,Tps 2nd Shift) 09 Performance Management and Appraisal.
The HR Strategy Model in the Part openers illustrates the basic idea behind strategic human resource Carter Cleaning Company Experiential Exercise Writing Job Descriptions BUILDING YOUR MANAGEMENT SKILLS: Determining the Jobs Duties.
Chapter 8 carter cleaning company: the new training program Carter Cleaning Company Job Description(plombier-nemours.com,2t,Tps .
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Carter's | OshKosh B'gosh Retail - Orlando, FL Job Description: POSITION PURPOSE In partnership with the store team, the stock associate provides support for all aspects of shipping and receiving.