Jennifer Carter graduated from State University in June 2005, and, after considering several job offers, decided to do what she always planned to do go into business with her father, Jack Carter. Jack Carter opened his first laundry mat in 1995 and his second in 1998. The main attraction of these coin laundry businesses for him was that they were capital- rather than labor-intensive. Thus, once the investment in machinery was made, the stores could be run with just one unskilled attendant and none of the labor problems one normally expects from being in the retail service business. The attractiveness of operating with virtually no skilled labor notwithstanding, Jack had decided by 1999 to expand the services in each of his stores to include the dry cleaning and pressing of clothes.

Aside from the possible economic benefits, he liked what he saw in the lifestyle in Mexico and was also attracted by the idea of possibly facing the sort of exciting challenge he had faced 20 years ago when he started Carter Cleaning in the United States: I guess entrepreneurship is in my blood, is the way he put it. As he drove home to have dinner with Jennifer, he began to formulate the questions he would have to ask before deciding whether to expand abroad.

Carter Cleaning Company should update their orientation program, identification of tasks performed by employees and use specific training techniques to accomplish their goal of growing their business and maintaining consistent employee results. To standardize employee behavior and performance, and have the ability to measure an employee's success in these areas, there must be rules and guidelines to follow. The purpose of this paper is to explain specifically what Carter Cleaning Company should cover in their new employee orientation program, explain why a job instruction sheet will help their counter person in the performance of their job, and describe specific training techniques the company should use to train pressers, cleaners/spotters, managers and counter people. The purpose for these changes is to increase employer and customer retention as well as standardize all aspects of the different jobs when they begin to expand to more cleaning sites. Carter cleaning center will have the problems to grapple with if they do not follow the proper Hr management and practices in their cleaning center.

The Incentive Plan is the next discussed topic or question of whether to pay Carter Cleaning employees an hourly wage or an incentive of some kind has always intrigued Jack Carter. His basic policy has been to pay employees an hourly wage, except that his managers do receive an end-of-year bonus depending, as Jack puts it, “on whether their stores do well or not that year.”

Read and answer the questions according

1. Workers compensation is a form of insurance providing wage replacement and medical benefits to employees who are injured or become ill as a direct result of their job. Organize the different compensation laws related to the pay plans followed in US . 

2. Incentive plans are methods in which employees of an organization are kept motivated for the work that they do, and are given incentives on reaching or accomplishing certain organization goals. Jennifer the HR manager of aluminum Carter Cleaning Company wants to award incentives to one of his employee for the speedy completion of work. Hourly Rate - 10 BD, Time Allotted - 15 Hrs, Time Taken - 10 Hrs, Apply the time based plan and suggest the best plan suitable for aluminum fabrication company. (Calculate incentive plan 8 marks and choosing the best plan 

3. Staffing refers to the continuous process of finding, selecting evaluating and developing a working relationship with current or future employees. If you were Jack or Jennifer analyze the Hr problems that could be faced in the cleaning center? 

4. There are number of human resource management challenges that need to be address as it is an important function of any organization. Assess the main HR-related challenges Jennifer would have to address?