CARTER CLEANING CENTERS

Case facts
• Jennifer Carter – Graduated and got into business with her father Jack Carter – Consultant
– bring modern management concepts and techniques – facilitate growth
• Jack Carter – Laundromat – Capital intensive business – work with one unskilled attendant
• Related diversification – Increase profits
• New Stores – On site Manager – 7 employees – Annual revenue - $600000
• Six store cleaning centers chain

Ques.1. Make a list of five specific HR problems you think Carter Cleaning will have to
grapple with.

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. Because
the nature of the job does not demand higher abilities, as stated in the case, the majority of
the employees are unskilled. These workers hunt for jobs that are similar yet pay more in
the market. They regularly change jobs, resulting in a high turnover rate.

b) Low job performance due to lack of training:

Since majority of the workers are unskilled and the company lacks a dedicated HR
department to effectively select and train people, the performance level can be adequate
but not exceptional. To put it another way, the staff will not be performing at their best.
Proper training, which appears to be lacking here, might bring in even more efficiency. In
addition, the centers must handle standard training criteria for the various levels of workers
at each location.

c) Increased Employees’ Dissatisfaction:

 Employees may lack knowledge of what they are expected to do and how they are supposed
to do it if they are not given sufficient training and supervision. The monotonous task with
reduced income and a heavier burden may cause unhappiness, which in turn raises their
dissatisfaction and grievances.

d) Poor Management & Communication Issues:

As mentioned in the case, each department's employees appear to be extremely reliant on
their managers. If these managers do not have a clear job description, their employees may
not be motivated or determined to do the task. They may also need to set some sort of
communication standard to ensure that all of their centers receive the same information and
deliver the same information to all of their consumers at all of their various locations (info
such as pricing, services, etc.). This might be done through frequent meetings, notes, or
even a company intranet.)

e) Higher Chances for Violation of HR Rules:

To avoid workplace discrimination, they may also have to deal with work standards,
workplace ethics, legal difficulties, and fair recruiting practices. If these concerns are not
managed effectively, there is a greater likelihood that HR rules will be broken. They are
also concerned about increased competition.

Ques 2. What would you do first if you were Jennifer?

If I was Jennifer, the first thing I would do is to hire a consultant in order to start the business
expansion in a proper way. I would also try to know why there is a high level of employee’s
turnover.

Then I'd question about how tasks were handled in the past at the organization. Then I'd arrange a
meeting or conduct a survey of the staff to learn about their issues and desires. After a thorough
study of the data, I along with the consultant would devise a strategic plan for motivating managers
and getting them to motivate lower-level employees. I'd also create training opportunities for both
new and existing tasks to ensure that every employee understands how to make their part of the
job more efficient.