jack carter case study
Name : Philip Class : Belgium Subject : Human Resources Management
Character : - Jack Carter
Jennifer Carter
Customer
Employee
Facts : - Jennifer Carter graduated from state university in June 2003
Jack Carter opened his first Laundromat in 1990 and his second in 1992
Jack had decided by 1996 to expand the services in each of his stores to include the dry cleaning and pressing of clothes.
Each store has its own on- site manager and, on average , about seven employees and annual revenues of about $500,000.
Employees generally have no more than a high school education (often less) , and the market for them is very competitive.
All these people are usually paid around $15.00 per hour, and they change job frequently.
Turnover in their stores (as in the stores of many of their competitors) often approaches 400%
Question
1. First, how would you recommend we go about reducing turnover in our stores ?
We have to hire more qualified employees (e.g. high school graduate). If the employee has a better education, we didn’t need not so much time for training him. If we want to hire somebody without a high school grad, we can cooperate with colleges. The disadvantage is that it is expensive and time consuming. Another possibility is to hire someone who has already worked for us (rehiring). These people have already the skills and knowledge and we won’t waste time in training. To find an approach why so many employees leave, it is important to interview employees to improve the work environment.
I will also give you tips to reduce employees turnover. :
Hire the right people The best way to ensure employees don’t leave you is to make sure you are hiring the right employees to begin with. Define the role clearly—both to yourself and to the candidates. And then be absolutely sure the candidate is a fit not only for it, but for your company culture.
Fire people who don’t fit As the old saying goes, “a stitch in time,
Character : - Jack Carter
Jennifer Carter
Customer
Employee
Facts : - Jennifer Carter graduated from state university in June 2003
Jack Carter opened his first Laundromat in 1990 and his second in 1992
Jack had decided by 1996 to expand the services in each of his stores to include the dry cleaning and pressing of clothes.
Each store has its own on- site manager and, on average , about seven employees and annual revenues of about $500,000.
Employees generally have no more than a high school education (often less) , and the market for them is very competitive.
All these people are usually paid around $15.00 per hour, and they change job frequently.
Turnover in their stores (as in the stores of many of their competitors) often approaches 400%
Question
1. First, how would you recommend we go about reducing turnover in our stores ?
We have to hire more qualified employees (e.g. high school graduate). If the employee has a better education, we didn’t need not so much time for training him. If we want to hire somebody without a high school grad, we can cooperate with colleges. The disadvantage is that it is expensive and time consuming. Another possibility is to hire someone who has already worked for us (rehiring). These people have already the skills and knowledge and we won’t waste time in training. To find an approach why so many employees leave, it is important to interview employees to improve the work environment.
I will also give you tips to reduce employees turnover. :
Hire the right people The best way to ensure employees don’t leave you is to make sure you are hiring the right employees to begin with. Define the role clearly—both to yourself and to the candidates. And then be absolutely sure the candidate is a fit not only for it, but for your company culture.
Fire people who don’t fit As the old saying goes, “a stitch in time,