CASE ANALYSIS

The Carter Cleaning Centers currently have no formal orientation or training policies or
procedures.Jenifer believes this is one reason why the standards to which she and her father
would like employees to adhere are generally not followed.
The Carters would prefer that certain practices and procedures be used in dealing with the
customers at the front counters. For example, all customers should be greeted with what Jack
calls a 'big hello'.

Garments they drop off should immediately be inspected for any damage or unusual stains so
these can be brought to the customer's attention, lest the customer returns to pick up the garment
and be placed together in a nylon sack immediately to separate them from other customers'
garments. The ticket must also be carefully written, with the customer's name and telephone
number and the date noted on all copies. The counter person is also supposed to take the
opportunity to try to sell the customer additional services such as waterproofing or notify the
customer that 'Now that people are doing spring cleaning we're having a special on drapery
cleaning all this month. Finally, as the customer leaves, the counter person is supposed to make a
courter person is supposed to make a courteous comment like 'Have a nice day. Each of the other
jobs in the stores-pressing, cleaning, spotting, and so forth-similarly contain specific steps,
procedures, and, most importantly, standards the Carters would prefer to see upheld.

The company has had problems, Jennifer feels, because of a lack of adequate employee training
and orientation. For example, two new employees became very upset last month when they
discovered that they were not paid at the end of the week, on Friday, but were paid (as are all
Carter employees) the following Tuesday. The Carters use the extra two days to give them time
to obtain everyone's hours and compute their pay. The other reason they do it, according to Jack,
is that 'frankly, when we stay a few days behind in paying employees, it helps to ensure that they
give us a few days' notice before quitting on us. While we are indeed obligated to pay them
anything they earn, we find that psychologically, they seem less likely to walk out on us Friday
evening and not show up Monday morning if they still haven't gotten their pay from the previous
week. This way, they at least give us a few day's notice so we can find a replacement.

Other matters could be covered during orientation and training, says Jannifer. These include
company policy regarding paid holidays, lateness and absence, health benefits (there are none
other than worker's compensation), substance abuse, eating or smoking on the job (both
forbidden), and general matters like the maintenance of a clean and safe work area, personal
appearance and cleanliness, timesheets, personal telephone calls, and personal e-mail.

Jennifer believes that implementing orientation and training programs would help to ensure that
employees know how to do their jobs the right way. She and her father further believe that it is
only when employees understand the right way to do their jobs that there is any hope their jobs
will be accomplished the way the Carters want them to be accomplished.
Questions.

a . Specifically, what should the Carters cover in their new employee orientation program, and
how should they convey this information?

b. In the HR management course Jennifer took, the book suggested using a job instruction sheet
to identify tasks performed by an employee. Should the Carter Cleaning Centers use a form like
this for the counter person's job? If so, what should the form look like, say, for a counterperson?
c. Which specific training techniques should Jennifer use to train her pressers, her
cleaner/spotters, her managers, and her counter people? Why should these training techniques be
used?

Solution:
a. The Carters should cover several key aspects in their new employee orientation program:

1. Company Policies and Procedures: Explain the company's policies regarding payment
schedules, paid holidays, lateness, and absence. Clarify the rules regarding health benefits,
substance abuse, eating, smoking on the job, and maintaining a clean and safe work area.

2. Job Specific Tasks and Expectations: Outline the specific tasks and responsibilities for each
position, such as greeting customers, inspecting garments, writing tickets, upselling additional
services, and closing transactions. Emphasize the importance of adhering to the standards set by
the Carters.

3. Customer Service: Stress the importance of providing excellent customer service, including
how to interact with customers professionally and courteously.

4. Employee Conduct: Discuss expectations for personal appearance, cleanliness, timesheets,

personal phone calls, and emails.

The information should be conveyed through a combination of methods such as presentations,

handouts, demonstrations, and role-playing exercises to ensure comprehension and retention.

b. Yes, the Carter Cleaning Centers should use a job instruction sheet for the counter person's job
to ensure consistency and clarity in performing tasks. The form should include:

1. Job Title: Counter Person

2. Job Responsibilities:

- Greet customers with a friendly demeanor.

- Inspect garments for damage or stains.

- Write tickets accurately with customer's name, telephone number, and date.

- Offer additional services and promotions.

- Close transactions courteously.

3. Step-by-Step Instructions: Break down each task into clear, sequential steps to guide
employees in performing their duties effectively.

4. Standards and Expectations: Specify the quality standards and expectations for each task,
emphasizing the importance of adhering to company protocols.

5. Training and Support: Provide resources or references for further training and support as
needed.

c. Specific training techniques for each role should be tailored to the nature of the tasks and the
learning styles of the employees:

1. Pressers: Hands-on training with experienced pressers, demonstrating proper techniques for
pressing various types of garments. Provide visual aids or videos to reinforce learning. Conduct
regular performance evaluations and offer constructive feedback for improvement.

2. Cleaner/Spotters: Interactive training sessions covering different types of stains and

appropriate cleaning solutions. Encourage hands-on practice with supervision. Provide access to
reference materials and encourage experimentation to develop problem-solving skills.

3. Managers: Leadership training focusing on communication, conflict resolution, delegation,

and decision-making. Use case studies or role-playing exercises to simulate real-world scenarios.
Foster a supportive environment for continuous learning and professional development.

4. Counter People: Role-playing scenarios to practice customer interactions and sales techniques.
Provide scripts or talking points for upselling additional services. Offer ongoing feedback and
coaching to refine interpersonal skills and improve performance.

These training techniques should be used because they are engaging, practical, and tailored to the
specific needs of each role. They facilitate skill development, reinforce company standards, and
empower employees to excel in their positions.