Carter Cleaning Company Essay

1. Jennifer asks that you make a list of five special HR problems you think Carter Cleaning will have to grapple with.1. exalted Turnover. Carter Cleaning Company will more than likely face the HR issue of high turnover because of the nature of the business. Most service fabrication/retail jobs result in high turnover rates referable to the demanding rub download and hours in return for little compensation. Since the laundromat/ dry cleaning business does not require skilled labor, the employees atomic number 18 not attached to the development of their careers and indeed are much more willing to odor for better employment.2. Lack of training. Due to the nature of the employment, the workers are unskilled laborers and therefore lack any training whatsoever in regards to the business functions with the ejection of their daily responsibilities.3. Employees not working at their peak performance. Since the employees are not skilled laborers they therefore lack drive and determ ination to work at their top levels of performance. They may not necessarily be unmotivated to work at all only they would more than likely be inclined to do the bare minimum to collect a paycheck.4. Grievance/employee dissatisfaction. serve up/retail jobs function under very similar qualifications that tend to give the sack discontent and disenchantment pay, time/hours, and work-load. I do not forebode that Carter Cleaning Company will be immune to this.5. Economic trends. It is my fellowship that service industries, especially those not considered a necessity, tend to be posit to economic trends such as booms and depressions. A laundromat/dry cleaning business is not overwhelmingly considered a must-have and therefore will be subject to changes in the economy and dispensable or spendable cash.2. And she asks, what would you do first if you were me, Jennifer Carter?If I were Jennifer Carter the first thing I would do as a trouble shooter/ problem solver would be to aim a pe rformance appraisal on three different levels to caliber any problem areas that need attention at the store level for profitability, at the oversight level to discern effective/ineffective management practices, and at the employee level to determine employee satisfaction and productivity levels. Although these three levels are interconnected in business practice, examining each independently first would impart for easier judgment of problematic issues and areas that need remedying. Jennifer Carter could use this information to diagnose and therapeutic the potential for loss of profits, inefficiency, and customer dissatisfaction at any store that showed these symptoms as well as implement not only corrective but preventative HR practices across the board.She could also train managers who needed the redirection in their practices regarding basic managerial responsibilities, employee relations, or any other issues deemed needing adjustment as well as reward exceptional managers based on their assessments. Furthermore, Ms. Carter could try employees who showed potential for increased responsibility and promotion as well as provide useful training for those who demonstrated a lack of skill. An evaluation and appraisal overall would be beneficial because there is always style for improvement in any business, none excluded. By recognizing problem areas and areas of achievement steps could be taken to fix those problems and also expand upon the things that are going right.