Navigate to the threaded discussion below and respond to the following using the same headings as below in your post:

Part 1

Orientation Program: "A well-thought-out orientation program is essential for all new employees, whether they have experience or not." Explain why you agree or disagree with this statement.

Job Instruction Training Sheet: You are to complete a job instruction training sheet. Pick out some task with which you are familiar - on your job preferably (other suggestions include studying for a quiz or a work activity occurring at home). This may be done in a table format or it may be done showing step-by-step graphical instructions. Be sure to include both the step-by-step instructions and any associated key points attributed to each instruction step.

Management Development: Describe the pros and cons of five management development techniques. What has been your experience with any one or more of these management development techniques?

HR Professor Techniques: Develop one (1) specific example for each of four (4) different techniques described in this chapter to illustrate how a professor teaching HRM (human resource management) could use the techniques when teaching his or her HR course (e.g., simulation, lecture).

Global Training Programs: One reason for implementing global training programs is the need to avoid business losses "due to cultural insensitivity." What sort of cultural insensitivity do you think is referred to, and how might that translate into lost business? What sort of training program would you recommend to avoid such cultural insensitivity?

Part2

Exempt or Non-Exempt: What is the difference between exempt and non-exempt jobs?

Negotiating Pay Benefits: You are applying for your dream job and are at the point of negotiating salary and benefits.

Identify your dream job and the geographical location of the job.

What questions would you ask your prospective employer concerning benefits?

Describe the benefits package you would try to negotiate for yourself.

Read the Continuing Case: Carter Cleaning Company: The Incentive Plan, on pages 416-417, then answer the following case questions:

Should this plan be extended to pressers in the other stores?

Should other employees (cleaner-spotters, counter-people) be put on a similar plan? Why/Why not? If so, how, exactly?

Is there another incentive plan you think would work better for the pressers? Describe it.

A store manager's job is to keep total wages to no more than 30% of sales each. Managers can also directly affect sales by ensuring courteous customer service and by ensuring that the work is done properly. What suggestions would you make to Jennifer and her father for an incentive plan for store managers or front desk clerks?