Carter Cleaning Company Essay

1. Jennifer asks that you make a list of five specific HR conundrums you think Carter Cleaning willing have to get off with.1. High Turnover. Carter Cleaning Company will more than likely scene the HR issue of high turnover because of the nature of the traffic. Most service of process industry/retail jobs result in high turnover rank due to the demanding make upload and hours in return for little compensation. Since the laundromat/ change cleaning business does non require skilled labor, the employees argon not committed to the development of their careers and therefore are much more uncoerced to look for better employment.2. Lack of training. Due to the nature of the employment, the workers are rusty laborers and therefore overlook any training whatsoever in regards to the business functions with the exception of their daily responsibilities.3. Employees not working at their peak performance. Since the employees are not skilled laborers they therefore lack drive and de termination to work at their top levels of performance. They may not necessarily be unmotivated to work at all but they would more than likely be inclined to do the bare minimum to collect a paycheck.4. wrong/employee dissatisfaction. Service/retail jobs function under very similar qualifications that list to arouse discontent and disenchantment pay, time/hours, and work-load. I do not expect that Carter Cleaning Company will be immune to this.5. stinting trends. It is my experience that service industries, especially those not considered a necessity, tend to be subject to economic trends such as booms and depressions. A laundromat/ prohibitionist cleaning business is not overwhelmingly considered a must-have and therefore will be subject to changes in the economy and dispensable or disposable cash.2. And she asks, what would you do jump 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 conduct a performance appraisal on triple polar levels to gauge any problem areas that need attention at the stick in level for profitability, at the management level to discern effective/ inefficacious 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 allow for easierjudgment of problematic issues and areas that need remedying. Jennifer Carter could use this information to analyse and cure the potential for loss of profits, inefficiency, and customer dissatisfaction at any fund that showed these symptoms as surface as implement not only restorative but preventative HR practices across the board.She could also train managers who requisite the redirection in their practices regarding basic managerial responsibilities, employee relations, or any other issues deemed needing qualifying as well as reward exceptional manager s based on their assessments. Furthermore, Ms. Carter could evaluate 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 everlastingly room for improvement in any business, none excluded. By recognizing problem areas and areas of success steps could be taken to fix those problems and also flesh out upon the things that are going right.