2) In the HR management course Jennifer took, the book suggested using a job sheet to identify tasks performed by an employee. Should Carter Cleaning Centers use a form like this for the counterperson’s job? If so what should the form look like, say for the counter person?
3)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?
1)Is Jennifer right about the need to evaluate the workers formally? the managers? why or why not?
2)Develop a performance appraisal method for the workers and managers in each store.
1) What would be the advantages to carter cleaning of setting up a career planning program?
2)Who should participate in the program? all employees? selected employees?
3) Outline and describe the career development program you would propose for the cleaners, pressers, counter people, and managers