Case Study
Case Study Chapter 5
“ carter Cleaning Company “
If you were to ask jennifer and her father what the main problem was in running their firm, their answer would be quick and short hiring good people. Originally begun as a string of coin-operated laundromats requiring virtually no skilled help, the chain grew to six stores, each heavily dependent on skilled managers, cleaner-spotters and pressers. Employees generally have no more than a high school education (often less) and the market for them is very competitive. Over a typical weekend literally dozens of want ads for experienced pressers or cleaner-spotters can be found in area newspaper. All these people are usually paid around 15 per hours and they change job frequently. jeniffer and her father are thus faced with the continuing task of recruiting and hiring qualified workers out of a pool of individuals they feel are almost nomadic in their propensity to move from area to area and job to job. Turnover in their stores often approach 400%. Don't talk me about human resources planning and trend analysis, say jennifer. We're fighting an economic was and I'm happy just to be able to round up enough live applicants to be able to keep my trenches fully manned.
Characters : - Jennifer - Jennifer’s Father - Employees
Facts : - The main problem in Jennifer and her father firm was quick and short hiring good people. - They begun as a string of coin-operated laundromats requiring virtually no skilled help. - Their stores have chain grew to six stores, and each heavily dependent on skilled managers, cleaner-spotters and pressers. - Most of their employee have no more than a high school education ( often less ) and the market for them is very competitive. - Over a typical weekend literally dozens of want ads for experienced pressers or cleaner-spotters can be found in area
“ carter Cleaning Company “
If you were to ask jennifer and her father what the main problem was in running their firm, their answer would be quick and short hiring good people. Originally begun as a string of coin-operated laundromats requiring virtually no skilled help, the chain grew to six stores, each heavily dependent on skilled managers, cleaner-spotters and pressers. Employees generally have no more than a high school education (often less) and the market for them is very competitive. Over a typical weekend literally dozens of want ads for experienced pressers or cleaner-spotters can be found in area newspaper. All these people are usually paid around 15 per hours and they change job frequently. jeniffer and her father are thus faced with the continuing task of recruiting and hiring qualified workers out of a pool of individuals they feel are almost nomadic in their propensity to move from area to area and job to job. Turnover in their stores often approach 400%. Don't talk me about human resources planning and trend analysis, say jennifer. We're fighting an economic was and I'm happy just to be able to round up enough live applicants to be able to keep my trenches fully manned.
Characters : - Jennifer - Jennifer’s Father - Employees
Facts : - The main problem in Jennifer and her father firm was quick and short hiring good people. - They begun as a string of coin-operated laundromats requiring virtually no skilled help. - Their stores have chain grew to six stores, and each heavily dependent on skilled managers, cleaner-spotters and pressers. - Most of their employee have no more than a high school education ( often less ) and the market for them is very competitive. - Over a typical weekend literally dozens of want ads for experienced pressers or cleaner-spotters can be found in area