Carter Cleaning

Company
Personnel Planning and recruiting
Getting Better Applicants
Group (5) Participants
• Roll No (14) : Mg Ye Gaung
• Roll No (17) : Ma San San Hlaing
• Roll No (19) : Mg Aung Thu Hoke
• Roll No (25) : Mg Kyaw Swar Tun
• Roll No (27) : Mg Zaw Win Htut
• Roll No (29) : Ma Nguwa Khing
• Roll No (72) : Mg Aye Thein
• Roll No (79) : Mg Kyaw Sann Win
• Roll No (80) : Ma Swe Nwe Win
• Roll No (87) : Mg Kyaw Thet Zaw
 Case Highlights
• Coin-operated  No need skilled workers
• Grew to (6) Stores  Needs Skilled Managers, cleaner, and
pressers
• Competitive Market  Increase demand for experienced
cleaners
• Area Newspaper Ads  Move from area to area and job to job
• Basic Wage  $15 per hour/ High school Level
• Therefore, turnover rate increases
• How to keep the trenches fully manned???
5-19. First how would you recommend we go about
reducing the turnover in our store?
 Select the right people in the first place through personnel
planning and recruiting
 Completely worded classified Job Description
 Maintain qualified employees by providing Incentive scheme
based on performance (Financially & Non-financially)
 Career Development Opportunity
 Pay attention to social welfare of employees
 Flexible working hours and comfortable working environment
5-20. Provide a detailed list of recommendations concerning how we should
go about increasing our pool of acceptable job applicants so we no longer face
the need to hire almost anyone who walks in the door. (Recommendations
regarding the latter should include completely worded online and hard-copy
advertisements and recommendations regarding any other recruiting strategies
you would suggest we use.)

• Proper online and Printed Ads

Complete and fully explanation of job specification (Inclusion
Criteria) to reach the target potential employees
• Referral
Words of mouth from the existing workers.
• Rehiring
Re-hiring ex-workers who have a good job records, already known
the job culture & no need training. It’s a win-win situation.
Thank You!!!