Oliver Prats

Prof. Leal
Human Resource Management
7/15/15
Assignment #2
Pg. 147
5 -21. First, how would you recommend we go about reducing the
turnover in our stores?
One way of effectively reducing employee turnover is to
interview all of the candidates and find the ones who you know will fit
best with your company and have the necessary skills to do the job
well. Also, employees tend to be more committed to and engaged in
companies that actively advance the employees career aspirations.
With this method, you give employees a plan to further develop their
skills and eventually be promoted. Also, simple things such as paying
attention to employees personal needs will make them more loyal to
the company, showing flexibility when necessary will make them more
content.
5-22. Provide a detailed list of recommendations concerning how we
should go about increasing our pool of acceptable job applicants so we
no longer face the need to hire almost anyone who walks through the
door. (Your recommendations regarding the latter should include
completely worded online and hard-copy advertisements and
recommendations regarding any other recruiting strategies you would
suggest we use.)
In order to increase a companys pool of acceptable job
applicants, it should first list all of the skill requirements necessary to
do the job well. The company should also make it know that they are
hiring to as many people as possible, in order to boost the number of
candidates so that you will have more of a chance to find the right
employee. Having plenty of Internet exposure could do this. Mostly
everyone has to use, or choose to use the Internet everyday, so it is a
very effective way of presenting the requirements and getting those
who are eligible to apply. Ads in the newspaper will only further expose
these open job positions to the general public.
Pg. 185
6-21. What would be the advantages and disadvantages of routinely
administering honesty tests to all its employees?

Using a pen and paper honesty test could have some

advantages for a business, as well as disadvantages. Some advantages
would be that researchers have found that scores on an honesty test
successfully predicted theft, as measured by termination for theft.
However, these results are somewhat controversial, sometimes reading
false positives. As well as possibly lowering morale in employees,
honesty tests could also prove to be too much of a hassle (cost-wise)
for a small business.
6-22. Specifically, what other screening techniques could the company
use to screen out theft-prone and turnover-prone employees, and how
exactly could these be used?
Some useful techniques that the company could use are
providing more thorough background checks, in order to eliminate
potential thieves from ever being hired. In order to prevent turnover,
the company should provide a lengthier and more thorough recruiting
process, in order to hire the best employees possible and reduce
turnover rates.
6-23. How should Jennifers company terminate employees caught
stealing and what kind of procedure should be set up for handling
reference calls about these employees when they go to other
companies looking for jobs?
First of all, there should be absolute proof that this employee is in
fact stealing from the company, in order to nor falsely accuse any
employee and potentially harming your companys name. If it is
absolutely proven that an employee has committed theft, the proper
steps should be taken such as calling the authorities. While most
people might feel bad about doing so, it is necessary in order for the
rest of the employees to understand what will happen if they do the
same. They will be discouraged to ever steal, since they have already
witnessed the consequences. Once the thief has gotten the theft
charges, future employees will be able to check and see that he/she
has stolen from an employer before.
Pg. 221
7-21. Specifically, what should the Carters cover in their new employee
orientation program and how should they convey this information?
First of all, this orientation should be done in a welcoming
manner, making the new employees feel content about their decision
to work there and actually feel excited to start working there. The

information that should be covered are things such as daily routines

while on the job, such as where to go if you need something and daily
working hours. They should also inform the employees about any
safety concerns/measures, employee benefits, and what is expected of
them/what they should expect of their employer.
7-22. In the HR management course Jennifer took, the book suggested
using a job instruction sheet to identify tasks performed by and
employee. Should the Carter Cleaning Centers use a form like this for
the counter persons job? If so, what should the form look like, say, for
a counter person?
Using a form of this kind could prove to be useful, as sometimes
you dont know if an employee is undertrained or simply undermotivated. The form should include a task list, when and how often
performed, quantity and quality of performance, conditions under
which performed, skills/knowledge required, where best learned.
7-23. 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?
Some training techniques that she could use are on-the-job
training such as coaching/understudy techniques. She could also use
the job instruction training technique, just so that they know exactly
what to do and the best way that they can accomplish that goal.