THE NEW TRAINING PROGRAM AT CARTER CLEANING COMPANY
I. PROBLEM STATEMENT
How to formalize orientation, training policies and procedures within Carter Cleaning Company? II. OBJECTIVES
1. To make employees adhere to the company standards set by the owners
2. To provide adequate employee training and orientation relative to position
3. To reduce employee turnovers
4. To resolve issues on remuneration and benefits
5. Bottom line: employees to accomplish tasks the way Carters want them to be accomplished
III. FACTS OF THE CASE
Carter Cleaning Company is managed and owned by Mr. Jack Carters and his daughter Jennifer.
The Carters would prefer that certain practices and procedures be implemented. Sample coverage of policies follows:
a. Customer Handling
b. Specific Job Description
c. Orientation
d. Payroll
e. Training and Development
f. Workplace Ethics and Guidelines
Assumptions:
Carter Cleaning Company is composed of many Cleaning Centers located in different strategic locations.
It is formed as sole proprietorship in the name of Jack Carters. Operation is directly managed by his daughter Jennifer Carters.
Carter Cleaning Company exists in a market with the same status quo and best practices to cleaning/laundry shops here in Cebu.
The company is neither too young nor too old per business life cycle.
As a family business, it has lean organizational chart:
Each cleaning center has the following minimum functions: front counter/counterperson, pressing, cleaning, spotting and equipment maintenance. One employee may perform more than one function.
Each Cleaning Center is managed by a manager/supervisor.
There is enough market to hire employees with the basic functions and skills.
Jennifer is a MBA student (assumed as provided in the “Questions” portion of the case, number 2), of which the curriculum is exactly the same as with San Carlos.
Operating days is from Monday to Friday.
IV. ALTERNATIVE COURSES OF ACTION
1. Outsource services by
How to formalize orientation, training policies and procedures within Carter Cleaning Company? II. OBJECTIVES
1. To make employees adhere to the company standards set by the owners
2. To provide adequate employee training and orientation relative to position
3. To reduce employee turnovers
4. To resolve issues on remuneration and benefits
5. Bottom line: employees to accomplish tasks the way Carters want them to be accomplished
III. FACTS OF THE CASE
Carter Cleaning Company is managed and owned by Mr. Jack Carters and his daughter Jennifer.
The Carters would prefer that certain practices and procedures be implemented. Sample coverage of policies follows:
a. Customer Handling
b. Specific Job Description
c. Orientation
d. Payroll
e. Training and Development
f. Workplace Ethics and Guidelines
Assumptions:
Carter Cleaning Company is composed of many Cleaning Centers located in different strategic locations.
It is formed as sole proprietorship in the name of Jack Carters. Operation is directly managed by his daughter Jennifer Carters.
Carter Cleaning Company exists in a market with the same status quo and best practices to cleaning/laundry shops here in Cebu.
The company is neither too young nor too old per business life cycle.
As a family business, it has lean organizational chart:
Each cleaning center has the following minimum functions: front counter/counterperson, pressing, cleaning, spotting and equipment maintenance. One employee may perform more than one function.
Each Cleaning Center is managed by a manager/supervisor.
There is enough market to hire employees with the basic functions and skills.
Jennifer is a MBA student (assumed as provided in the “Questions” portion of the case, number 2), of which the curriculum is exactly the same as with San Carlos.
Operating days is from Monday to Friday.
IV. ALTERNATIVE COURSES OF ACTION
1. Outsource services by