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Pet Grooming Van


PetGrooming Van

7.1Management team and job description

Managementof a business refers to the process of synchronizing the efforts ofstaff members to achieve objectives and goals with the help ofobtainable resources effectively and efficiently. Management processmainly encompasses staffing, planning, organization control,directing, and developing initiatives for accomplishing businessgoals. The biggest challenge for the management team is to develop abusiness model that will facilitate fast development of the business.The sales manager is an essential member of the management team. Themanager determines the best time to open business, as well asestimate time to give to clients. The managers give appointments tocustomers and conducts research in the market to establish strategiesthe dog grooming business should operate to maximize its income. Forexample, many people bring take their dogs for grooming services onweekends and either early in the morning or late at the evening(Belbin, 2012).

Onthe other hand, the resource manager is in charge recruiting,training, developing and motivating the employees. Each successfuldrug grooming business requires experienced and flexible staff thatcan accomplish the responsibilities of managers fast and efficiently(Hayes, 1997).

Efficientfinancial management is also indispensable for the success of thebusiness. The manager calculates the income, expenses, salaries andother miscellaneous cost to determine the final profit generated(Hayes, 1997).

Themanagement team also develops excellent promotion and competitivepricing plans for the organization. The marketing manager shouldcompare the pricing with local competitors so the pricing plan can belogic. Some companies normally charge the higher end cost whileothers charge less. In case an organization decides to charge on thehigher end, it would be advisable for the services to incorporatecombo services such as nail clipping and exercising the animals(Armstrong, 2007).

7.2.Salarystructure and benefits package

Theemployees will get a monthly income of $250, plus a 5% commission ofthe average earnings an individual earns in a day. In addition, theorganization should allocate monthly training services that willallow the employees to earn extra income (Rock, 2004).

Onthe contrary, customers for some services such as teething and nailclippings are rare. The employees specializing in the combo servicesare paid on commission basis. This means that each individualqualifies for remuneration for services they have offered. Theorganization hires regular contractors, as well as offers furthertraining opportunity to improve the quality of services they deliverto clients (Armstrong, 2007).

Insome cases, the organization does offer a salary structure based onthe number of hours each employee works, instead of the number ofdogs every person washes. This remuneration strategy is beneficialas it encourages employees to work even at odd hours such as late atthe evening, or early in the morning, after the individuals have comefrom work. In addition, the employees would be willing to work evenduring the weekend, as well as extend the work hours when theorganization receives several employees without complaining. The mainbenefits clients get from hourly remuneration is the fact that thecompensation will account for the overtime hours they will work(Zügner &amp Ullrich, 2007).

7.3Companystructure (organizational chart)

Chiefexecutive officer

Financialmanager (FM) →human resource manager (HRM) → marketing manager(MM)

DeputyFM→ deputy HRM →Deputy MM

Permanentstaff→ long-term contract employees → consultants → temporarystaff

7.4Trainingand performance assessment

Thehuman resource department is in charge of training and assessingperformance. Training programs aim at improving the quality of workand efficiency that staff accomplish it. Although many pet groomingbusinesses often hire consultants to train their employees,benchmarking is another trendy marketing method that numerousorganizations are using. In this case, the business will use bothconsultation and benchmarking training approach to accomplish itsobjectives. On the other hand, the company will give scholarships tothe dedicated and loyal employees I the company to attend a collegeof their choice so that they can advance their skills in theirpreferred area of interest. This could include nail clipping, teethclipping, or hair grooming among other combo packages the companyoffers. Lastly, apprenticeship training that is facilitated throughpeer training is another critical method the organization intends toutilize in developing the skills of the employees (Peterson &ampPeterson, 2008).

Theperformance assessment refers to a valuation method that help the petgrooming service to determine the quality of service employeesprovide. One of the strategies the company will use is customerfeedback. Staff members with several good ratings indicate that theyoffer high quality service. On the other hand, employees withnumerous bad ratings imply that they offer low quality services. Thecompany recommends employees providing low quality services to join alabor development program. Second, the company will set minimumgoals for each staff member to achieve and surpass. In case staffmembers fail to accomplish the least set standard, the company wouldbe forced to lay off such employees or propose that they join askills development program. Lastly, the company can determine theperformance of the employees through supervisors’ reports. Severalmangers compile detailed information concerning the employees, whichmakes it possible for the senior managers to determine the quality ofindividual staff members (Peterson &amp Peterson, 2008).

7.5Legal aspects

Thedog grooming company is a partnership business owned by threefriends. A partnership business has many legal benefits becausesince the structure is easy to register, as well as the registrationprocess is affordable. Moreover, partnerships do not demand intricatereporting procedures. However, partnerships are disadvantageoussince individual entrepreneurs lose absolute business control to thebusiness partners (Mann &amp Roberts, 2008).

Themain permits the dog grooming business will require include thelicensing permit, which allows enterprises to operate legally withina region. The business will also require a fire permit to prove thatits local office is compliant with the established regulations.Aveterinary permit will also be necessary to prove that our employeeshave the basic skills for taking good care of animals. In addition,the health department permits, as well as sales tax and federallicenses are other important permits required to operate thebusiness. Since the company will also market its services using itsbrand, the organization will have to seek apply for proprietary andcopyrights rights protection that will prevent its competitors fromusing its brand, operation techniques and other unique information,to the company, market their services (Emerson, 2004).

7.6.Personneland legal rights


Legal costs

Chief executive Officer

Allowances, salary,

Managers (FM, HRM and MM)

Reporting expenses, allowances, salary, training, and

Deputy managers

Allowances, basic salary, and career development money


7.1.Management team and job description


B.Description of various management job roles

C.Diverse professionals involved in the management team

7.2Salary structure and benefits package

A.salary structure description

B.Description of factors determining the salary package

C.Outline of salary structures the company may opt to use at differentcircumstances

7.3Companystructure (organizational chart)

A.organizational chart diagram

7.5Legal aspects

A.Analysis of the type of the company

B.list of permits required to start operating the business officially

C.Protection rights to prevent competitors dominance

7.6.Personneland legal rights

A.a table portraying the personnel and legal costs


Belbin,M.R. (2012). ManagementTeams.Routledge.

Hayes,N. (1997). Successfulteam management.London [etc.: International Thomson Business Press.

Armstrong,M. (2007). Ahandbook of employee reward management and practice.Philadelphia: Kogan Page.

Rock,M. L. (2004). Handbookof wage and salary administration.New York, NY [u.a.: McGraw-Hill.

Brooks,D. (2003). Thecomplete book of personal training.Champaign, IL: Human Kinetics.

Emerson,R. W. (2004). Businesslaw.Hauppauge (N.Y.: Barron`s.

Mann,R. A., &amp Roberts, B. S. (2008). Businesslaw and the regulation of business.Mason, Ohio: Thomson/West.

Zügner,C., &amp Ullrich, S. (2007). Compensationand Remuneration.München: GRIN Verlag GmbH.

Peterson,R., &amp Peterson, R. (2008). Trainingneeds assessment: Meeting the training needs for quality performance.London: Kogan Page.