Carter Case
Collin Forbeck
10/3/13
Carter Cleaning Company
Case #2 Questions
1) First, how would you recommend we go about reducing the turnover in our stores?
Turnover is a problem that is likely to be present in any low payed, low skilled job. Carter Cleaning can directly effect this turnover rate in a positive way through some guidance. Some great incentive for people to stay with a business is by providing opportunities for advancement. This could be practiced by Carter Cleaning by offering management positions to people who have been working with the organization and fit the criteria. Also, they could offer incentives such as discount dry cleaning for the employees families as incentive to stay. Another way to reduce turnover is to provide a functional, employee engaged, and cheerful work environment. Making the workplace an enjoyable experience for employees is a huge part in getting them to stay with the company. TLNT suggests, ”create meaningful employee experiences,” to help reduce turnover. Finally they can also provide very flexible work schedules, so that people have a greater comfort and freedom to work when they would like. The Wall Street Journal suggests, “Pay attention to employees’ personal needs and offer more flexibility where you can,” in order to reduce turnover. Another angel of attacking the turnover problem is by having a good hiring process. Hiring good fits for a job is important in keeping them active in the business. This can be done as Heathfield argues in about.com by, “Select the right people in the first place through behavior-based testing and competency screening.” If Carter Cleaning implements these suggestions a decrease in turnover can definitely be expected.
2) 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 in the door.
Many ideas come straight out of my Human Resource
10/3/13
Carter Cleaning Company
Case #2 Questions
1) First, how would you recommend we go about reducing the turnover in our stores?
Turnover is a problem that is likely to be present in any low payed, low skilled job. Carter Cleaning can directly effect this turnover rate in a positive way through some guidance. Some great incentive for people to stay with a business is by providing opportunities for advancement. This could be practiced by Carter Cleaning by offering management positions to people who have been working with the organization and fit the criteria. Also, they could offer incentives such as discount dry cleaning for the employees families as incentive to stay. Another way to reduce turnover is to provide a functional, employee engaged, and cheerful work environment. Making the workplace an enjoyable experience for employees is a huge part in getting them to stay with the company. TLNT suggests, ”create meaningful employee experiences,” to help reduce turnover. Finally they can also provide very flexible work schedules, so that people have a greater comfort and freedom to work when they would like. The Wall Street Journal suggests, “Pay attention to employees’ personal needs and offer more flexibility where you can,” in order to reduce turnover. Another angel of attacking the turnover problem is by having a good hiring process. Hiring good fits for a job is important in keeping them active in the business. This can be done as Heathfield argues in about.com by, “Select the right people in the first place through behavior-based testing and competency screening.” If Carter Cleaning implements these suggestions a decrease in turnover can definitely be expected.
2) 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 in the door.
Many ideas come straight out of my Human Resource
References: Experiencing Employee Turnover - More Tips to Reduce Employee Turnover How to Reduce Employee Turnover - Management - WSJ.com 10 Tips For Reducing Employee Turnover Dessler, G. (2014). Fundamentals of human resource management (3rd ed.). Upper Saddle River, NJ: Pearson.