A Laundry Company Essay

1412 words - 6 pages

A Laundry companyJen Ko graduated from City University in 2009. After considering several job offers, she decided to go into business with her father, Jak Ko. He opened his first laundry store in 1995 and had expanded to six by 2009. The main business was drycleaning and pressing of clothes. Each store had its own on-site manager and about seven employees. Most of employees have no more than high school education. However, in a tight market, demand for semi-skilled workers is very competitive. Over a typical weekend, dozens of "help wanted " ads for these workers can be found in newspapers. Most of these people change jobs frequently.Jen and her father are now faced with the continuing task of recruiting qualified workers out of a pool of applicants whom they feel are always moving from job to job. Turnover in their stores often approaches 400 percent.Question 1. what can we do to reduce the turnover in our stores?There are a number of advices that they could consider to reduce the turnover:During the hiring process: Jen should look at all aspects of the candidates applying, such as how they'd fit in with a team or if their values align with the company's. When they evaluate all aspects of a candidate, they'll choose the right employees. In turn, this will reduce turnover because, in conjunction with performing well, employees will want to be there. They could also make "cultural fit" top experience when hiring. Increasing employee retention will mean improving hiring efforts. They should focus their efforts on acquiring candidates who are not just skilled for the position, but are also a strong cultural fit for the company. Behavior-based screening and interviewing will help to make best long-term hires. Retaining current employeesJen and her father could invest in their staff. This does not just refer to compensation, which is vital to retaining top talent, but also spending the time to mentor, train and advance the staff. The trick is to communicate with their staff from the start and set clear goals that they review with them at least twice a year. Then create an environment where new ideas are encouraged, good work is rewarded and people are allowed to stretch themselves to take on new roles and responsibilities. What else they could do is collecting input on how the company should be run. They could ask their employees what they think! Even high school educated staff are knowledge workers today, and everyone should have input in how their part of the organization can or should be run. This should give them more of a sense of responsibility towards the business. Another solution could be creating and developing a company culture between the branches; which includes daily activities (e.g. sports in the morning..etc) or by hosting fun day events twice a year for example that all the branches join together with Jen and her father.Question 2. how can we increase our pool of job applicants so that we do not have to hire almost anyone who walks in...

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