Carter Cleaning Centers

1. Jennifer asks that you make a list of five specific HR problems you think

Carter Cleaning will have to grapple with.

a. Training previous unskilled workers: Since some of the workers Jennifer’s

father hired are more on the unskilled side, so Jennifer is going to have to

deal with a lot of issues and problems. These problems and issues are going

to have to do with the new machinery. When unskilled people are working

with machines that they have not dealt with before problems are bound to

occur and Jennifer will be responsible to fix the issue and train them on using

the new stuff.

b. High turnover rate: Since Jack is taking his old business and reconstructing it

to be something ore complex and new, people might start quitting because

they will not want to do the new work that is provided. If the unskilled workers

think their new job and tasks are overwhelming, they will quit and Jennifer will

be the one in charge of taking care of all the turnovers.

c. Managing wages: Jennifer will have to manage pay roll and make sure she is

fairly paying people who are skilled and unskilled. It can is a problem on her

end because now she has to take more time out of her job to figure out how

much and when she will pay everyone. She also has to consider everyone’s

job skills when figuring out how much she should pay them.

d. Recruitment: People are bound to quit and cause a high turnover rate, so

Jennifer will have to go out and recruit new people to work for their business.

This can be a problem because after having to all the work of training and

figuring out pay, she will have to go find new people to work.
 e. Performance: Jennifer will be in charge of implementing a way to find the best

performance of her workers. She will have to manage quality performance

and implement ways how her new staff can provide the best performance.

Another Answer:

1. Conducting job analysis – employees need to know what they are to do.

2. Selecting job candidates – Carter needs to hire the best employees

available.

3. Planning labor needs – by keeping up with the growth and decline of the

company

4. Orientation and training of new employees

5. Managing wages and salaries (Payroll) to assure equity

6. Provide incentive and benefits to retain and motivate employees

2. What would you do if you were Jennifer?

If I were Jennifer, at first as a troubleshooter - I would make the transformation of

the organization from capital to labor intensive and utilize the capital on new

technology and modern management. Because, employees are the heart of the

organizational activities. I will hire skilled employees by interviewing them

properly. Will staff exact number of employees what the organizations need. I will

arrange a training program for employees to increase their working ability. When

employees are not giving their best I will increase their salaries as well as other

benefits (bonus, increment), that will make them more productive.

Another Answer:

If we were in the same situation as Jennifer, we would implement the three pillars

discipline process. The first part of that process is to set up rules and regulations

for Carter Cleaning Company. In this step, the policy regarding eating and

drinking in the Laundromat need to be clearer and defined. If the policies are

better understood by the store managers, they would be able to enforce them

better with the employees. The second step is to set up a progressive penalty

plan. With this system, the severity of the penalty depends on the frequency of

the offense and what the offense itself was. For example, if an employee is

drinking a soda in the store, they are not going to be punished the same way as

an employee who is eating garlic knots in the store and making the whole

Laundromat smell like garlic. The last step of this process is to set up an appeals

process. This last step will help to make sure that supervisors fairly discipline

their employees.