QA‐CSE 0225

Case 1:BASHA LAUNDRY COMPANY

Khalid Basha opened his first Laundromat in 1985 and his second in 1988. Later on he added
the dry cleaning services to his stores. To reflect the new expanded line of services, he
renamed each of his two laundry stores Basha Cleaning Services and was sufficiently
satisfied with their performance to open four more of the same type of stores over the next 5
years.
It was this 6-store chain that Salma (his daughter) joined after graduating in H.R. Her
understanding with her father was that she would serve as a trouble shooter/active consultant
to the elder Khalid (her father) with the aim of: a) learning the business, b) bringing to it
modern management concepts and techniques for solving the business’s problems as well as,
c) facilitating its growth.
Basha Cleaning Centers currently have no formal orientation or training policies or
procedures. Salma believes this is one reason why the standards which she and her father
would like employees to adhere to in the centers are generally not followed. For example:
Two new employees became very upset last month when they discovered they were not paid
at the end of the week, on Friday, but instead were paid (as are all employees) on the
following Tuesday. Simply these two employees were not oriented towards the company
payment policy.
Salma believes that implementing proper orientation and training programs would help
ensure that employees do their jobs in an optimal way. To do so Salma realizes that she needs
to conduct a series of job analysis at the centers before any training programs are set in place.

QUESTIONS:
01) Why is orientation important? What should Salma cover in her new employee orientation
program?

02) a. What is training, b. What is (OJT) training technique and should Salma use it to train
the pressers, cleaner-spotters and counter people?
 

Case Study2
Paul, the Vice President of human resources at the international music company (BMG),
faces the possibility that the wrong person was hired for a job. The senior director of music
placement accuses Paul of sending her candidates, who do not meet the criteria set by her
department. A discussion takes place between the two, detailing information about the role of
human resources in the hiring process and the recruitment process, in general.
As Paul explains, “When we get a recruitment request, we ask for job specifications, we
interview several candidates.” So, as Paul says, if the candidate turns out to be inadequate, it
is not human resources’ problem: It is your fault, since your supervisors picked him.” The
senior director of music placement makes the point that “you only recruited in Rolling Stone
Magazine.” Paul, the Vice President of human resources agrees, but he points out that they
did get 60 candidates. Furthermore, recruiting more extensively would involve considerably
more cost. Again, though, one of the main issues revolves around whether the job
specifications (criteria) are correct and whether there was an agreement on those job specs
between human resources and the hiring managers.
   QA‐CSE 0225

A) If you had been the Vice President of human resources in the international music
company, what, if anything, would you have done differently to make sure you
understood the job specifications?
B) And, whose responsibility was it to come up with those job specifications---the Vice
President of human resources, the hiring department, or both in partnership?
C) What would you recommend in such a challenging situation ?

Case 3

You are the vice president of human resources for a high‐tech company that
is competing for a major government project. You believe that one of your
competitors is a head of you in project development and you would like to
recruit some of its engineers who are knowledgeable about the project. You
receive an anonymous e‐mail that includes the name and phone numbers of
key people involved in your competitor’s project. You used the information
and you hired some of the competitor’s key people, your company beat the
competitor and you become a hero.

What do we call this kind of recruiting?