1) First, how would you recommend we go about reducing the turnover in our stores?
Turnover is a problem that is likely to be present in any low payed, low skilled job. Carter Cleaning can directly effect this turnover rate in a positive way through some guidance. Some great incentive for people to stay with a business is by providing opportunities for advancement. This could be practiced by Carter Cleaning by offering management positions to people who have been working with the organization and fit the criteria. Also, they could offer incentives such as discount dry cleaning for the employees families as incentive to stay.
Another way to reduce turnover is to provide a functional, employee engaged, and cheerful work environment. Making the workplace an enjoyable experience for employees is a huge part in getting them to stay with the company. TLNT suggests, ”create meaningful employee experiences,” to help reduce turnover. Finally they can also provide very flexible work schedules, so that people have a greater comfort and freedom to work when they would like.
The Wall Street Journal suggests, “Pay attention to employees’ personal needs and offer more flexibility where you can,” in order to reduce turnover. Another angel of attacking the turnover problem is by having a good hiring process. Hiring good fits for a job is important in keeping them active in the business. This can be done as Heathfield argues in about.com by, “Select the right people in the first place through behavior-based testing and competency screening.” If Carter Cleaning implements these suggestions a decrease in turnover can definitely be expected.
2) 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.
Many ideas come straight out of my Human Resource Management text book to answer this question. An important place to start would be forecasting workforce and turnover for the business. This can be done by viewing statistical data over the past years. That way the company knows when they are likely to need new hires. The second thing that should be done is an increased applicant pool.
This can be obtained in several ways. First, I would create interest in working at the business by promoting its job strengths in the local areas. They could promote themselves as a pleasant place to work, or a flexible place to work. This can be done by bulletins, web advertisements, and window signs. A strong and good brand will attract more people to want to work and apply to Carters Cleaning Company,“…should build its brand or reputation amongst potential applicants” (Dessler, 114). Also, let applicants know of any benefits for working with the company, and promoting the possibility of advancement from within. This will draw initial interest to the company.
The company must exist on the internet, “For most employers and for most jobs, Internet-based recruiting is by far the recruiting source of choice” (Dessler, 116). This makes it easy for interested parties to apply to the company. Creation of an effective and easy to use application for both the web and walk-ins is crucial. This will provide an easy selection process for Carter Cleaning, and less hassle for interested parties. These promotions must be effectively placed throughout the web to attract the correct type of people that would be interested in this kind of job. This can be done by utilizing social media such as facebook, myspace, and linkedIn.
These pages can be “crawled” virtually to find possible applicants based on a number of related items such as location, interest, and education. To even further increase the applications, referrals are very effective. Jennifer should post new job “…openings and requests for referrals on [the company’s] website, bulletin board, and/or wallboards” (Dessler, 125). Employee referrals typically “…provide accurate information about the job applicants they refer…,” which will make it easier to find qualified applicants to fill opened positions with qualified employees that will most likely stay at the company over six months (Dessler, 125). Finally, there needs to be a place to record applications for future use. This could either be done on a computer or physical files. The basic way of solving this problem is to keep job interest high by promotions, and possible hires close at hand with the use of application records.
Experiencing Employee Turnover – More Tips to Reduce Employee Turnover
How to Reduce Employee Turnover – Management – WSJ.com
10 Tips For Reducing Employee Turnover
Dessler, G. (2014). Fundamentals of human resource management (3rd ed.). Upper Saddle River, NJ: Pearson.
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