Solution To Carter Cleaning Company

Topics: Employment, Recruitment, Management Pages: 6 (1608 words) Published: April 12, 2015
Carter Cleaning Company: Introduction
Q.1. Jennifer asks that you make a list of five specific HR problems you think Carter Cleaning will have to grapple with. Answer:
In my opinion, the carter Cleaning Company will have to face the following specific HR related problems. a) High Turnovers:
One of the HR issues that the case deals with is high employees’ turnover rate. As mentioned in the case, the nature of job does not require higher skills and therefore most of the employees are unskilled. These employees look for similar but better jobs in the market that provide them higher pay. They tend to switch their job quite frequently leading to high turnovers.

b) Low job performance due to lack of training:
Since most of the workers are unskilled and the company does not have a separate HR department for better selection of employees and training them, the performance level was satisfactory but not the best. In other words, the employees were not performing at their peak level. Further efficiency could be brought in with proper training which seems to be lacking here.

c) Increased Employees’ Dissatisfaction:
Absence of proper training and supervision to the subordinate’s work might cause the employees to lack the knowledge of what exactly they are supposed to do and how. The repetitive task with lower pay and higher workload might create discontentment within themselves which also increases their dissatisfaction and grievances.

d) Poor Management & Communication Issues :
As it is stated in the case, each department employees seem to be highly dependent on their managers. If these managers lack proper job description, then this might lead to the fact that all the subordinates will not be motivated or determined to work as required by the job. Also they might need to set up a communication standard between it various branches so as to develop effective communication system within them.

e) Higher Chances for Violation of HR Rules:
They might also have to grapple with work standards, workplace ethics, legal issues and fair hiring practices to avoid the discrimination in work. If these issues are not properly handled, there are higher chances of HR rules being violated. Higher competition is also a great concern for them. Q.2. And she asks, what would you do first if you were me?

If I was Jennifer, the first thing I would do is meet discuss with my father about how HR related tasks were done in the company before she came. Then, I would call for a meeting or survey the employees to understand what are their concerns and wants. I would then develop a strategic plan on how to motivate the managers and how to make them motivate the lower level staffs, after a proper analysis of data. I would also develop training opportunities for new jobs as well as old ones so as to ensure that every employee know how to make their part of work done more efficiently and develop a recruiting process too. After speaking with managers and her father about what the employees need to be successful I would then run an ad for a hiring event, to have candidates come in to the stores and see what motivates them to work. Cater Cleaning Company Case: The Job Description

Q.1. What should be the format and final form of the store manager’s job description? Answer:
The following format would be the best format for Jennifer to use in her company: 1. Job Identification
2. Job Summary
3. Responsibilities and Duties
4. Authority of Incumbent
5. Standards of Performance
6. Working Conditions
7. Job Specification

A job description designed on the basis of above mentioned points, would give an effective guideline to the managers on the standard of performance they are expected to show and also provide a general description on his/her duties and responsibilities along with the authorities. This type job description will help the employees and the store manager to understand company’s policies, procedures and expectations. It would be...

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