Carter Cleaning Company Argumentative

Polygraph testing in some situations can raise some legal issues, and especially as a small company you want to avoid them. Perhaps they could consider using some available “pencil and paper” honesty tests that are available. Normally these have been shown to be reliable and cost efficient. If you look at the costs for such a test they are very viable for a small company like the Carter Cleaning Company, and they have shown to be controversial.

Better background checks are recommended to eliminate potential thieves. Some firms chose to contract this out to a private security agency (Cost may be an issue to Jennifer. However, the company can quickly check to see if savings from reduced theft would offset the cost of an outside agency. As part of the job preview, Carter must explain that the jobs in her company are worth keeping; dishonesty and theft will not be tolerated. Further company policies regarding theft should be clearly showed to new and existing employees.

Getting rid of employees for theft should include the involvement of proper authorities and should only be done when there is absolute proof of the theft and who committed it. Such an action will also send a message to the other employees that we will not tolerate theft of company resources. While many employers are hesitant to prosecute employees for theft, developing evidence with police and through the courts can be beneficial in providing future employers of the individual with truthful and factual information.

The company has an inadequate, unstructured way of interviewing and hiring. Jennifer could utilize a structured interviewing guide for better results
and to create a more structured way of interviewing and hiring.

She should educate managers in the potential pitfalls that come up in the interviewing process as outlined in the text, and provide opportunity for practice with mock interviews in the training session so that managers get an opportunity to use the skills they learn and become comfortable with.

Here is a shortened checklist from page 221 in the HR book: 1. Human Resources Information
Here she can ask for everything from Departmental attendance procedures, job description review, annual performance, appearance, license and certification renewals. 2. Department Information
Here she can ask for everything from Organization structure, customer service practices, Tour and floor plans, equipment/supplies, mail and recharge codes 3. Safety Information
Here you got Departmental safety plan, employee safety, hazard communication, infection control and attendance at annual safety fair. 4. Facilities Information
Emergency power, mechanical systems, water, medical gases, patient room. 5. Security Information
Code triage assignment, code blue assignment, code red – evacuation procedure, code 10 – bomb threat procedure, departmental security measures and UCSD emergency number 6111 or 911.

The Sample Task Analysis Record Form from page 225 Table 8-1 can be used in her situation. The current analysis task on page 225 is for a printing press operator. Though for Carter Cleaning Company there would be cleaning and pressing related task operations such as, pressing clothes, start washer, set timer, take clothes from washer to presser, etc. This sample task analysis record form can be greatly used for Carter Cleaning Company, though it is only a sample it could be made perfectly and only for Carter Cleaning Company.

On page 229 – 230 there is a great OJT – On-the-job-training technique which she can use. The OJT Process:
Step 1: Prepare the learner
1. Put the learner at ease
2. Explain why he or she is being taught.
3. Create interest and find out what the learner already knows about the job.
4. Explain the whole job and relate it to some job the worker already knows.
5. Place the learner as close to the normal working position as possible.
6. Familiarize the worker with equipment, materials, tools and trade terms.

Step 2: Present the operation

1. Explain quantity and quality requirements.
2. Go through the job at the normal work pace.
3 Go through the job at a slow pace seve3ral times, explaining each step. Between operations, explain the difficult parts, or those in which errors are likely to be made.
4. Again, go through the job at a slow pace several times; explain the key points.
5. Have the learner explain the steps as you go through the job at a slow pace.

Step 3: Do a tryout

1. Have the learner go through the job several times, slowly, explaining each step to you. Correct mistakes and, if necessary, do some of the complicated steps the first few times.
2. Run the job at the normal pace.
3. Have the learner do the job, gradually building up skill and speed.
4. Once the leaner can do the job, let the work begin, but don’t abandon him or her.

Step 4: Follow-up

1. Designate to whom the leaner should go for help.
2. Gradually decrease supervision, checking work from time to time.
3. Correct fault work patterns before they become a habit. Show why the method you suggest is superior.
4. Compliment good work.

The reason I think that these steps should be used for Jennifer is because it have been proven to work before. It is also gradually explaining step by step. It was talk about Carter Cleaning Company being unstructured before. Now I think this will help the company to be way more structured.