NAME:Hussnain

arshad
SAP ID: 70068110
SECTION: “W”

HRM ASSIGNMENT NO 4
CONTINUING CASE
“Carter Cleaning Company: The New Training
Program”

Question 1: Specifically, what should the Carters cover in their new

employee orientation program, and how should they convey this
information?
The idea of the orientation program is to introduce the company core values, mission, and vision
statement. Depending on the size of the firm, new employees will go through a step by step
process starting with necessary information such as computer passwords and company policy
and procedures. Welcoming the new employee and making them feel part of the team is very
important to break the ice on the first day, helping them understand company vision and mission
and introducing the new person on how to do things according to company ways.
Other important things to cover during orientation process are employee’s benefits, policies,
safety measures, and facility sightsee.
Newly hired paperwork is essential, like filling out form I-9 and W-4. Attendance leave is
another crucial topic that should be covered on the first day, reviewing expected hours to work,
time off, meal and break periods will enforce proper handling of what is expected and will avoid
confusion. Depending on the company amount of information provided, Orientation process
should be at least 2-3 hours at the most. People tend to get discouraged with overloading
material.
 Question 2: In the HR management course Jen took, the book
suggested using a task analysis record form to identify tasks
performed by an employee. Should we use a form like this for the
counterperson’s job and if so what would the filled-in form look
like?
I believe a great idea should be the use of performance analysis for current employees and a Task
sheet for new hires; this will help determine the specific skills the job requires in which Jennifer
will outline the proper training to introduce to her workers.
For the counter individual, a job instruction sheet can be created, that way they will have
something to go by from the minute they open the store until closing. The following are just
ideas on what the form should say.
• Task list and date.
• Name of the person working the front counter.
• Greetings should be the first thing to practice every day, such as good morning, good
afternoon, calling the customer by their name if known. The first impression counts.
• Inspect each garment, making sure that an inspection was performed before accepting the
clothing will help reduce problems with Customers.
• Give a receipt or ticket to the client informing when will it be ready and how much will it
cost, notify the customer of holding items no longer than 20 days, meaning they should pick it up
within a time limit.
• Duplicate the same ticket with customer’s name, phone number, date, and cost. Place the
garment in alphabetical order by last name.
• Make sure to advertise other products and services, cross-selling should be implemented in
every job, in this case, I would suggest sewing and alterations if applicable or dry clean five
shirts get one pair of pants pressed for free. It depends on the services the company is willing to
offer.
• TIP: Keep track of the extra services you provide for evaluation purposes, sometimes keeping
a paper trail of duties performed will help your manager evaluate your daily tasks.

Question 3: Which specific training techniques should the company

use to train its pressers, cleaner-spotters, managers, and counter
people, and why?

When implementing a job training at all levels, Jennifer should study each material carefully to
determine which one is the best for different teams. For example, the instructions given to
managers has to match with the training provided to counter people cleaners/spotters.
A general understanding of company strategies and policies should be given to all levels,
For pressers and cleaner/spotters, I think job instruction training can be efficient; it lists the jobs
require steps in the proper sequence.
Role-playing is good because it creates confidence within the co-workers as well as the
customers when putting in practiced. When role-playing, the managers can act as customers to
see how well the person working the front desk unfolds. Peer training for OJT can help cleaner
and spotters; it consists of a group of employees who will spend a few days training on a new
skill, technology or sometimes company conversion. Those individuals than will teach the new
programs, ideas or skills back to their colleague.
Programmed learning reduces training time; Cross training will help employees learn another
task. Managers and assistant managers are the proper candidates to train, being flexible and
ready to work other duties is a convenience for a company, mainly when short staffed.