Carter Cleaning Chapter 3

In: Business and Management

Submitted By nickydiva
Words 5367
Pages 22
INTERNATIONAL BUSINESSMBA 5011 BOARD APPROVAL DOCUMENT FOR COMPANY EXPANSION IN THE INTERNATIONAL MARKET | | | | | | |

Dated: AUGUST 11, 2013

Table of Contents
1.0 Introduction4
2.0 Objectives5
3.0 Company Overview6
3.1 Targeted Company Overview…………………………………………………………………………………………………………….7
4.0 Market Situation8
4.1 Local Market Situation……………………………………………………………………………………………………………………….8
4.2 International Market Situation…………………………………………………………………………………………………………..9
4.3Overview of Canada9
5.0 Market Assumptions………………………………………………………………………………………………………………………..10
6.0 SWOT Analysis…………………………………………………………………………………………………………………………………11
7.0 Target Market Needs……………………………………………………………………………………………………………………….12
7.1 Selected Products…………………………………………………………………………………………………………………………….12
7.2 Product feature……………………………………………………………………………………………………………………………….13
7.3 Product Packaging…………………………………………………………………………………………………………………………..13
7.4 Product Launch……………………………………………………………………………………………………………………………….13
7.5 Legal Considerations…………………………………………………………………………………………………………..……….…15
8.0Market Entry Strategy…………………………………………………………………………………………………………………….16
8.1 Types of Risks…………………………………..…………………………………………………………………………………………...18
8.2 Competitive Advantage……………………………………………………………………………………………………………….…20
9.0 Honey Bun’s Value Chain analysis…………………………………………………………………………………………………..21
9.1Market Research Consultants………………………………………………………………………………………………………..22
9.2 Operations……………………………….………………………………………………………………………………………………..….22
9.3 Production…………………………………………………………………………………………………………………………………....23
9.4 Marketing and Sales…………….……………………………………………………………………………………………………….23
9.5 Product…...

Similar Documents

Carter Cleaning Chapter 3

...1. I would recommend that the Carters should expand their quality program. The more you educate your employees the better return you will have profit wise. To expand these meetings quarterly the Carters should invest in speakers to come and teach their staff new skills. For example one quarter they could have a professional come in and talk about ways to improve customer service and another quarter they could have some one come in and teach the staff how to clean the equipment. Education not only teaches staff how to do things, but it also reflects positively on ones resume so they may be more interested to participate in such events. Also you could make the meetings interesting by having a gift card or raffle or bring in pizza for the staff to keep their motivation going. 2. 1. Speak with Dad and come up with agreement on what they envision a successful high-performance work system to look like 2. Conduct job analyses to determine the exact jobs needed in a store and what each job’s duties should be. 3.Have more specific needs in job ads and interview candidates only with qualifications. 4. Use a type of behavioral assessment or a type of test to see if the candidate is the right fit for the company. 5. Research comparable companies around the area and pay $2-$3 an hour more than them. 6. In act a small bonus system that employees will have to work hard to achieve a goal for a little extra money 7. Create a new training that last a few days......

Words: 364 - Pages: 2

Carter Cleaning Case Solution

...  Chapter 1Application Case: Jack Nelson's Problem   1. What do you think was causing some of the problems in the bank home office and branches? There is clearly aproblem with communication, and the effects are felt in the area of employee commitment. Additional contributingfactors include the lack of consistency in the policies and procedures of various locations. There is no cohesiveness tothe staffing activities of this organization. 2. Do you think setting up a HR unit in the main office would help? Of course we think it would! Since there are HR-related problems both in the home office and in the branches, it is clear that if a personnel office were set up, it wouldneed to help to coordinate the HR activities in the branches. 3. What specific functions should it carry out? What HR functions would then be carried out by supervisors andother line managers? What role should the Internet play in the new HR organization? There is room for quite abit of variation in the answers to this question. Our suggested organization would include: HR Unit: job analyses,planning labor needs and recruiting, providing advising and training in the selection process, orientation of newemployees, managing wage and salary administration, managing incentives and benefits, providing and managing theperformance appraisal process, organization-wide communications, and providing training & developing services.Supervisors and Other Line Managers: interviewing and selection of job candidates,......

Words: 1426 - Pages: 6

Carter Cleaning Company

...Chapter 3: Strategic HRM and the HR ScorecardContinuing Case: The carter cleaning company: the high performance work system1.Would you recommend that the company expand its quality program? If so,specifically what form should it take?Ans: Most students will agree that there are opportunities to expand the quality program.The employee meeting approach is a good start in terms of utilizing high involvementorganizational practices. There are opportunities to maximize the overall quality of their human capital. For example, training seems to be an obvious area to focus in terms of educating and building awareness about basic standards and procedures. 2. Assume the company wants to institute a high performance work system as a testprogram in one of its stores. Write a one-page outline summarizing what such aprogram would consist of.Ans: Students should include some of the following ideas in their outline: Identify thetypes of HR practices it would implement to improve quality, productivity, financial performance; methods for job enrichment; strategies for implement and leverage a team- based organization; ways to implement and facilitate high commitment work practices;employee development and skill building to foster increased competency and capability inthe workforce; a compensation program which provides incentives (for example profitsharing; pay for performance) for achieving major goals and financial targets. Chapter 4: Job AnalysisContinuing Case: The carter......

Words: 987 - Pages: 4

Carter Cleaning

...Carter Cleaning Center 1 Preguntas  1. Haz  una lista de cinco problemas específicos de administración del capital humano que consideras que Carter Clearing podría enfrentar. 2. En función del caso y de la pregunta anterior ¿Que le propondrías a Jennifer hacer primero? DESARROLLO 1. Listado de problemas iniciales: 1. Habituación a un ambiente de trabajo, el cual será muy diferente al ambiente de universidad en el que se encontraba Jennifer. 2. Cómo elegir al mejor personal para mantener un buen Control de costos, dado que es una empresa “nueva” con un líder “nuevo” en el ramo a desempeñar. 3. La Descentralización en la toma de decisiones, con respecto a la “opinión” más experimentada del Sr. Carter, es decir, que no sea tomada en la mejor de las consideraciones la opinión de Jennifer, con respecto a las circunstancias que se vayan generando. 4. Que el hecho de querer desempeñarse de manera sobresaliente, sea contraproducente, presiones al personal que es inexperto, terminar al contrario, con trabajos iniciales de mala calidad 5. Incapacidad para delegación de responsabilidades por falta de experiencia dentro de una empresa nueva. 2. Propuesta a Jennifer: Comenzar, realizando el proyecto de desarrollo para una nueva empresa, donde especifique, la misión, visión y valores de la empresa que va a desarrollar. Realizar un listado del personal que requiere, asi como sus características para cada puesto. Evaluar a cada una de los candidatos a cada......

Words: 274 - Pages: 2

Carter Cleaning Company

...1. It is not true that the Carter Cleaning Company can’t be accused of being discriminatory just because they hire mostly women and minorities. Men could and majorities could feel like they are be discriminated against if that’s the case. 2. The company should take the complaint very serious. Encourage the two women to inform the manager that the conduct is not welcome. The company should issue a solid policy statement condemning such behavior and inform the employees about it. Managers and employees should be disciplined if they are involved. Keeping records of everything is very important. Lastly, the company should take steps to prevent sexual harassment. This would include communicating that the company will not tolerate sexual harassment and will take immediate action when complaints are received. 3. Develop an age discrimination policy and inform employees. Establishing a discipline program and let the employees know it will be effective immediately after a complaint. Discipline is very important to put into action. Lastly, keeping records of everything is very important. 4. If each of the six stores had five employees they are covered by equal rights. If there are 15 or more employees in the company they are covered. 5. Employer are required to post notices about the equal rights laws. There is training through the EEOC that every employee needs to go through. Keeping records of everything is very important even if it doesn’t involve a complaint. ...

Words: 258 - Pages: 2

Carter Cleaning Cases 9-10

...Carter Cleaning case: Chapter 9 1. Is Jennifer right about the need to evaluate the workers formally? The managers? Why or why not? Jennifer is absolutely correct in having these employee evaluations done formally. Reason for is to protect Carter Cleaning Company and its business goals from discrimination charges or violations of Title VII of the 1964 Civil rights Act. Informal evaluations can lead to unfair appraisals which can open a can of unexpected problems. All employees should receive formal evaluations via by paper or electronic forms in order to have a documented history. Keeping employee evaluations on file makes it easier for employers to reference certain information needed for promotions or projects, etc. Jennifer should get with Jack to discuss what performance dimensions should be measured and how to measure them. Once they’ve come to a decision, Jennifer should look in to developing a sort of graphic rating scale. 2. Develop a performance appraisal method for the workers and managers in each store. Graphic Rating Scale method (Fig 9-3, Dessler, pg. 291) ------------------------------------------------- Carter Cleaning Company ------------------------------------------------- Employee Name______________________ Level: Entry-level employee ------------------------------------------------- Managers Name______________________ ------------------------------------------------- Key work Responsibilities Results/Goals to be......

Words: 827 - Pages: 4

Carter Cleaning Case Ch1

...Question #1 Make a list of five specific HR problems you think Carter Cleaning will have to grapple with Answer: Carter Cleaning center will have the following main problems to grapple with if they do not experience the proper management and HR practices in their Cleaning center 1. Carter Cleaning center business has increased from two stores to six stores which have created a need of having skilled workers, so Carter Cleaning center will have to devise a system of Selecting, Hiring, Training, Appraising and Compensating the employees. 2. The Carter Cleaning center will have the problem of communication and coordination between the employees, for this they have to motivate and guide them of right behavior. 3. Carter Cleaning center will have the problem of proper HR staff, as at this scale of business the introduction of proper HR staff is not profitable so site managers employed in the Carter Cleaning Center will have to perform the job of HR as well, as every manager should have the ability to perform staff (human resource) and line functions both in order to be competitive. 4. Carter Cleaning center could have the problem of high turnover of employees if the employees are not provided with the proper facilities and health care services and if they feel as if their salaries are unfair and unjust with regards to the work they perform. 5. The Carter Cleaning center will have to update itself with the continuously changing trends such as......

Words: 461 - Pages: 2

Carter Cleaning

...Carter Cleaning Company Question 1 1. Carter Cleaning will need the hiring and training of skilled workers to run the company sufficiently. 2. Communication skills will need to be a MUST when it comes to the behavior and coordination between the employee and the employer. 3. A proper policy and salary wager would need to be placed, so a high turnover rate within will not occur as often. 4. The company would need to make sure they try not to run into staff shortages so it can be ran effectively. 5. The Company will need to keep their policy and procedures up to date and are very savvy with the global technology that are often coming into play to manage a workplace. Question 2 Jennifer would need to have a very effective system in place that trains the skilled workers, have extensive background screenings as well as a policy and procedure orientation with efficient salary and health care compensation package. Her package can be well rounded with promotion benefits, vacations and incentives that will be available. Once the hiring and screening have taken place I would be ideal to set up a training/orientation of the practices that are excepted of the company so the employees can be well aware or their duties and expectations. With this Jennifer can try to keep the morale down. Every so often a training would not be bad on the performance level, work quality and new technology that becomes available if needed. Patagonia Patagonia is set......

Words: 381 - Pages: 2

Carter Cleaning

...1. Some specific HR problems that Carter Cleaning will have to grapple with are: a. Finding the right talent- The high unemployment rate means the pool of candidates is large. However, you don’t want to waste valuable time interviewing dozens of potential workers who aren’t a good fit. This means targeting job seekers with the best mix of education, experience and proven skills to work efficiently. b. Managing labor and benefit costs- As a human resources professional, your challenge will be to identify strategies that will satisfy the bottom line, meet operational needs and encourage valuable staff members to remain in your employ. c. Creating opportunities- Human resource professionals face the challenge to create opportunities for their most valuable staff members—perhaps through cross training or continuing education, if not through actual advancement. d. Managing wages between skilled and unskilled workers- Human Resource is challenged with making sure employees are happy with their wages and its fair based on their skills and abilities. Human Resource have to identify difference between a skilled worker and an unskilled worker is that a skilled worker has some special skill, knowledge, or ability in relation to their work, while an unskilled worker has no special training or education. Skilled workers may have attended a college, university, technical school, or completed specific coursework. Also, a skilled worker may have gained their experience......

Words: 683 - Pages: 3

Carters Cleaning

...  Chapter 3: Strategic HRM and the HR ScorecardContinuing Case: The carter cleaning company: the high performance work system1.Would you recommend that the company expand its quality program? If so,specifically what form should it take?Ans: Most students will agree that there are opportunities to expand the quality program.The employee meeting approach is a good start in terms of utilizing high involvementorganizational practices. There are opportunities to maximize the overall quality of their human capital. For example, training seems to be an obvious area to focus in terms of educating and building awareness about basic standards and procedures. 2. Assume the company wants to institute a high performance work system as a testprogram in one of its stores. Write a one-page outline summarizing what such aprogram would consist of.Ans: Students should include some of the following ideas in their outline: Identify thetypes of HR practices it would implement to improve quality, productivity, financial performance; methods for job enrichment; strategies for implement and leverage a team- based organization; ways to implement and facilitate high commitment work practices;employee development and skill building to foster increased competency and capability inthe workforce; a compensation program which provides incentives (for example profitsharing; pay for performance) for achieving major goals and financial targets. Chapter 4: Job AnalysisContinuing Case: The carter......

Words: 2682 - Pages: 11

Carter Cleaning

...Continuing Case: Carter Cleaning Centers Mskatdog Online University Continuing Case: Carter Cleaning Centers I.Make a list of five specific HR problems you think Carter Cleaning Centers will have to grapple with. 1) Carter Cleaning Centers will have to grapple with communication issues between the various centers and will need to establish some type of communication standard by which all the centers receive the same information, and are delivering identical information to all of its customers at all its different locations (info such as pricing, services, etc.). This could be accomplish through regular meetings, memos, or even an intranet for the company. 2). Carter Cleaning Centers will have to grapple with work standards throughout its various locations, to insure all its staff is treated fairly, and that no one is working more at one store or being paid less while in the same position. And also the centers will have to address training standards for the different levels of labor at each center. 3). Carter Cleaning Centers will have to grapple with fair hiring practices to avoid being accused of discrimination. It cannot risk hiring only one group of people, such as all males and refuse females employment as this will definitely end up in someone’s courtroom. 4). Carter Cleaning Centers will have to grapple with following the legally established pay minimum for every one of its employees. If the centers are open 24/7, then the workers will have to be placed on a work...

Words: 327 - Pages: 2

Carter Cleaning Chapter 7 Case Study

...Chapter 7 Case Study 7-21 Specifically, what should the Carters cover in their new employee orientation program and how should they convey this information? There are several very effective and efficient means of conducting employee orientation. The Carters should open the employee orientation with a greeting or welcome speech. This sets the work environment and helps the new employee feel a part of the team. The Carters should then cover basic information regarding policies and procedures and benefits (paid holidays, tardiness, health benefits, etc.). The Carters need to be sure to communicate that employees do not receive any benefits other than payment and that they are paid on Tuesdays, rather than Thursdays or Fridays which are much more common. The Carters also should cover the topic of the importance of giving a notice when employees no longer wish to work for Carter Cleaners as it is beneficial to that employee and the Carters. The Carters should then transition into explanation about no acceptance for substance abuse and prohibited eating or smoking on the job. Explaining the purpose behind these rules will increase the likelihood of the employee to abide by these policies. They should continue to cover general matters like the maintenance of a clean and safe work area, personal appearance and cleanliness, time sheets, personal telephone calls, and personal e-mail. Being detailed about what they mean by a clean, safe work environment and what employees are......

Words: 684 - Pages: 3

Carter Cleaning Company

...Continuing Case Chapter 8 8-32: Orientation program for Carters: Carter Cleaning Company can should cover about Information on employee benefits, personnel policies, daily routine, company organization and operations, safety measures and regulations and arrange a facilities tour with the help of supervisor. As [Dessler, Gary, 2015] says successful orientation should accomplish four things for new employees, so carter cleaning company also should follow the following steps to convey information to their new employees. 1. Make them feel welcome and at ease. 2. Help them understand the organization in a broad sense. 3. Make clear to them what is expected in terms of work and behavior. 4. Help them begin the process of becoming socialized Bottom of Forminto the firm’s ways of acting and doing things. 8-33: Job Instruction sheet: As the carters want their employees to behave properly with their customers they should use a job instruction sheet. It can be like the following one. Steps | Key points | Greetings | n/a | Collecting garments | Checking the stains and damages. | Placing garments | Making sure different customer’s clothes are not mixed up. | Writing tickets and giving receipts | Ensure all the information are correct. | Saying courteous comments when the customer eaves. | n/a | 8-34: Training techniques: The pressers and cleaner-spotters should be trained using on the job trainings like Coaching / Understudy Approach. Job instruction sheet also...

Words: 350 - Pages: 2

Carter Cleaning

...In brief: This chapter gives an overview of the selection process, testing concepts, types of tests, and selection techniques. It also addresses legal and ethical questions surrounding the area of testing and selection. Interesting issues: Most companies desire reference and background information to make employment decisions, however, most companies also have policies against giving out any information on current or past employees beyond basic job titles and dates of employement. Students need to see the tug-of-war between privacy rights and employer needs for background and predictive information. Lecture Outline I. The Selection Process A. Why the Careful Selection is Important 1. Performance 2. Costs 3. Legal Implications and Negligent Hiring II. Basic Testing Concepts A. Validity 1. Criterion Validity 2. Content Validity B. Reliability 1. Retest Estimate 2. Equivalent Form Estimate 3. Internal Consistency C. Sources of Unreliability 1. Poor Sampling of the Material 2. Chance Response Tendencies 3. Testing Conditions 4. Changes in the Person D. How to Validate a Test 1. Analyze the Job 2. Choose your Tests 3. Administer the Test a. concurrent validation b. predictive validation 4. Relate Test Scores and Criteria Figure 5-3 on page 178 shows a sample expectancy chart. 5. Cross-validation and Revalidation E. Testing......

Words: 5003 - Pages: 21

Carter Cleaning

...It is likely clear to Jennifer that Carter Cleaning Company could benefit by adding some structure to the interview process. However, it may not be clear to the Managers who have been hiring based on gut feeling. Most people like to believe they are good at “judging people.” They can get a “feel for people” and “can tell if they are honest.” The number of time I have heard these things from store managers, I cannot count. So I would advise Jennifer to build some buy-in, before she starts down this road. She needs to help the managers see what’s in it for them. She can start be asking the managers who happens when they have unplanned turnover or an open position. The answers will certainly include issues like the manager has to pick up the slack; store operations suffer; other employees have to pitch in; the manager has to “start all over” training someone new. If Jennifer can help the managers see that adding structure to the interview process can help reduce the turnover that causes them all the issues they themselves identify, she will have a great rate of acceptance. She should let the managers know that she values their opinions and values their help developing the new interviewing standards and tools. Jennifer needs to answer three questions. How will the interviews be structured? What will the interview consist of – content? How will the interview process be administered? (P. 230) For a business such as Carter’s, with relatively inexperienced interviewers...

Words: 718 - Pages: 3