INTRODUCTION

This case study will explain to you how we deal with the high rate of turnovers in a business. Turnover

issues are one of the common problems in business industries. Were in, it can affect the financial stability of a

company and also the emotion of the employees who were left behind. Turnover means employees are not

satisfied in their current state in the industry. They are unhappy with what they are doing such as low salaries,

lack of benefits, lack of promotions, and finding a better job that suits their abilities. In recruiting new

employees, we should consider the following questions: “Are they suitable for that job?”, “Is he or she qualified

for that job?”. We must consider their age, gender, ethnicity, race or religion, their capability in doing their job,

and also their needs as an employee. We must undergo a thorough screening in hiring employees so to filter the

necessary employee needed in a certain business.

KEY ISSUES

The Pizza Barn is having an issue regarding the high rate of turnovers in the past 6 months. Miranda, the

HR Manager found out that the number of turnovers in the industry was leaving at 3 times the industry average.

In addition to this, dough masters were staying with the company for an average of only 3 weeks. They couldn't

understand why they had difficulties in keeping staff because for them being a pizza maker is a simple, easy,

and basic job. In this case how will they keep or prevent the high rates of turnovers in their business?

RECOMMENDATIONS

To lessen the turnover rates in a certain business, the HR Manager should know the root of the high rate

of turnover in an industry. The first reasons for High Turnover rates are that the employees are not satisfied with

their benefits in the company. The company or business should take good care of their employees so that they

have reasons to stay. Their benefits should be consistent in case of emergency.

The second reason is don’t have proper monitoring of what they are doing. Proper monitoring means

you should monitor their doings or job not to intimidate them but to inspire them more to do their job. HR
Managers must compliment the employee on their job well done because some HR Managers are only looking

at what the employees are doing wrong and they keep on nagging them or getting mad at their employees.

The third reason is lack of experience. In the previous assignment, there are qualifications that the

employees must attain and that is the experience in a certain job. Since there are businesses that are only

looking at a certain physical appearance they disregard how well is the employee they are hiring without

considering their experience. They consider physical appearance then they are lacking experience. In that case,

the HR Manager will give the employee a certain task that will enhance their ability until the employee will get

used to the entire business works.

Lastly, Lack of employees. According to the given situation, it says that Dough Master (Pizza Maker) is

an easy task. In my own opinion, there is no easy task if you do it alone. Just like a broomstick. If one stick of

broomstick is being used in swiping the whole backyard then when will be the time that it will finish? Most

probably the one stick will be fragile and more or less it will be broken. But if we put or join many sticks to

make a broomstick then that will be the time that the work makes easier. If there are many employees then the

work will be easier. We must hire worthy employees so that they will work in harmony.

SITUATIONAL INTERVIEW QUESTIONS

These are the following situational interview question that we should ask in hiring employees.

“Why should we hire you?”

“What is your strength and weaknesses?”

“Why are qualified as a Dough Master?”

“Will you elaborate on your qualification as a Dough Master?”

“What will he/she be in the past 30 days onwards as a Dough Master?

“What is the excitement thing in this Job?”

“What are the difficulties you have encountered as a Dough Master and how did you solve them?”

JOB DESIGN

These are my strategies on how we keep or prevent the high turnover rates in a certain business. First is to hire

more capable, well trained, well-mannered and a very patient employee. Second, set their tasked according to

their experiences and trainings on how they are capable of working in the business. There should be proper

division of work. One should not be overload and underload. Everybody should be equal. They should work

according to their salary and benefits. Third, set their time limits in everything they do. If they are having their

overtime then you give their exact benefits or payment. Lastly, As HR Manager we should be patient in

understanding our employees. Everything that we can be learned through experiences. Be professional in

everything we do and make the right judgement according to the situation. Keep calm whether it is good or

bad. Think twice in every decision we make.

CONCLUSION

To sum it up, whether big or small business we must loved and treasure our employees in order for them to stay.

We need strategies to make them stay to lessen the high rates of turn overs. If plan A did not succeed then

proceed to plan B if its not succeeding then come up another plan until came to success. There is no perfect plan

but at least you come up with a plan and that would be a point. We must thoroughly filter the employees that we

hire. Every employee has their own qualities and preferences in their work, so be vigilant. As an HR Manager

we should be patient all the time. Learn from the past mistakes and make it right.