Institute of Business Administration

University of Dhaka

EMBA Program

Course Name: Human Resource Management (H501)

Assignment No 4: Chapter 5 Carter Cleaning Company

Submitted To: Prof. Khair Jahan Sogra, PhD

Submitted By:

Name Roll No Batch No

Mohammed Akhtab Ul Huda ZR 1703016 EMBA 29th Batch
Md. Walee Zaman ZR 1703026 EMBA 29th Batch

Date of Submission: April 20, 2018

 Question 1: First, how would you recommend we go about reducing the turnover in our
stores?

Answer 1: The recommendations are as follows:

(a) Conduct Exit Interviews: Jennifer and her father should conduct exit interviews to identify
the reasons of high employee turnover and take corrective action to address the issues
immediately. This will also give ideas for improvement.

(b) Restructuring the compensation package and provide better incentives: Jennifer should
review the compensation package offered in the industry by reviewing the salary paid by
competitors and arrange to set a fair pay for her employees in dollar terms. To make the
compensation package more attractive, she might include incentive plans such as discount
dry cleaning for the employee’s families as incentive to stay. Also Jennifer can introduce
employee recognition plan to keep employees motivated.

(c) Provide better working conditions: Jennifer can arrange to provide a functional, employee
engaging and cheerful work environment. She can engage her employees and motivate them
by taking their views and feedback and take initiatives to create meaningful employee
experiences. Based on her existing workforce composition, she can introduce flexible work
schedules, frequent breaks, day offs that will help people like single parents working at Cater
Cleaning Company by giving them more freedom.

(d) Developing proper recruitment and selection plan: Employee Turnover is often very
costly for firms if great employees leave which can cause companies to lose their competitive
advantage. Jennifer should calculate the cost of turnover compared to the cost of recruiting
and training a new employee (including the cost of lower productivity as a person learns a
new job). She must then use local newspaper advertisements, high school and college
campus recruiting and the internet to build a pool of potential candidate, attract the proper
candidates and select them using successful selection criteria such as tests, interviews to
assess skill and behavior that are fit with job and organization. She can also rely on employee
referrals and can pay incentive to existing employee who has referred to potential
employee/candidate that eventually got hired. Such recruitment and selection method will
 help to create potential candidate pools that might be required to fill any vacant position and
also meet growing business needs.

(e) Introducing Job rotation and Succession Plan: To keep the employees motivated,
Jennifer can introduce job rotation methods for her lower level employees such as cleaners-
spotters and pressers, developing each individual’s skills. Also Jennifer can maintain skills
and qualification inventories for her internal staffs and can offer management positions to
people who have been working in the organization and fit the criteria. She can rely on
replacement charts to identify potential candidates and with help of proper training and
mentoring she can offer her employees opportunities for advancement or growth. Such
practices will also set good examples and contribute to good public image as employer.

Question 2: Provide a detailed list of recommendations concerning how we should go

about increasing our pool of acceptable job applicants so we are no longer faced with need
of hiring almost anyone who walks in the door. (Your recommendations regarding latter
should include completely worded online and hard-copy advertisements and
recommendations regarding any other recruitment strategies you would suggest we use.)
Answer 2: The list of recommendations is as follows:

(a) Proper Human Resource Planning: Jennifer should decide on the company’s strategic
objective of reducing employee turnover, increasing candidate pool, reduce cost of hiring as
well as effectively and efficiently manage the growing business. She should decide on what
positions to fill by using mix of forecasting methods such as ratio analysis, trend analysis in 3
scenarios of minimum sales volume, most probable sales volume and maximum sales volume
and align with workers (direct labor, indirect labor and exempt staff) needed.

(b) Choose effective recruitment methods and medium: Depending on personnel planning
needs, Jennifer should choose the effective recruiting medium, analyze method of mix of
internal and external pool of labor supply for each position and ensure that the recruitment
process is fair, consistent with strategy goals, compliant with employment law, EEO,
candidate’s privacy and considered the non-recruitment factors. Sample of job advertisements
will discussed in latter part.
(c) Filling Application Form and conducting initial screening: The probable candidates from
leads generated via recruitment medium are asked to fill the application forms that are used
for initial prescreening by cross matching with job descriptions, person/job specifications.
The application form and its design should consider factors such as education achievements,
notification of person in case of emergency/referrals, experience etc. that are job relevant and
in compliance with law.

(d) Selection Tools: Using proper selection methods such as interviews and work sample test if
required to assess desired behavioral competencies, job related knowledge, skills etc. and
invite for interviews.

(e) Final interview: Decide who to make job offer by having supervisor and others interview
candidate. Make job offer and follow up until the prospective candidate become job holder.
Jennifer should use this experience to measure the success of recruitment and hiring process.

The sample of recruitment ads via Online Job Advertisements on LinkedIn & Local
Newspapers is on following page:

ARE YOU GOING TO BE THE NEXT STAKEHOLDER FOR

GROWTH?
Are you willing to make a difference? We, Cater Cleaning Company, a leading, fastest growing local
Laundromat with branches in six locations are looking for strategic, passionate business partners to
serve our customer and make an impact in our community.

The Job Openings are:

Executive (pressers, cleaners-spotters)

(a) Job Roles &  Loading fabrics into washers or dry-cleaning
Responsibilities machines; apply water to fabrics efficiently & direct
others to perform loading.
 Operate washers, dry cleaners, driers, or extractors,
and turn on regulators for machine processing and
efficiently & effectively add volume of soap,
detergent, water, bleach, starch, and other additives.
 Use extractors and driers and supervise their operation.
 Unload Fabric items from washers or dry-cleaning
machines when done
 Sort and count clothes/fabrics removed from dryer,
and fold, wrap, or hang them.
  Operate steam, hydraulic iron, or other pressing
machines to remove wrinkles from garments and
flatwork items, or to shape, form, or patch articles.
 Straighten, smooth, or shape materials to prepare them
for pressing.
 Hang, fold, package, and tag finished articles for
delivery to customers.

(b) Knowledge, Skills &  Education Level: High school & Above
Competencies  Technical skills: to use coin operated Laundromats’
equipment such as washers, irons, packaging, use of
word processing, spreadsheets and mail
communication software
 Should be customer service oriented
 Team Player
 Problem solver
 Adhere to company policy and rules
(c) Compensation & Incentive $15 per hour
Plan
Additional incentive such as flexible work plan, day off, leave
as per company policy, free laundry service once a month for
employees’ family.

Managers
(a) Job Roles &  Direct and coordinate activities of assigned laundry
Responsibilities stores concerned with the operation or distribution of
finished laundry items.

 Liaise with all store manager and company owner to

discuss strategic plans such as growth, introducing
automation and new services

 Design effective marketing strategy

 Train and evaluate new joiner and existing workforce

 Interpret firm policies and procedure

 Control costs

 Develop Potential employees

 Maintain employee morale through employee

recognition and other program
 (b) Knowledge, Skills &  Education Level: Graduate in Any discipline
Competencies  Administration and Management — Knowledge of
business and management principles involved in
strategic planning, resource allocation, human
resources modeling, leadership technique, production
methods, and coordination of people and resources.
 Customer and Personal Service —customer needs
assessment, meeting quality standards for services, and
evaluation of customer satisfaction.
 Personnel and Human Resources — Knowledge of
principles and procedures for personnel recruitment,
selection, training, compensation and benefits, labor
relations and negotiation, and personnel information
systems.
 Able to use of word processing, spreadsheets and mail
communication software
 Attentive to details
 Monitoring or supervisory skills
 Socially perceptive

(c) Compensation & $ 38000 per month

Incentive Plan
Additional incentive such as flexible work plan, day off, leave
as per company policy, free laundry service once a month for
employees’ family, entitled to medical benefits and profit
sharing schemes.

You can send your resume at company’s website Job@Cater Cleaning.com or via post at our
Corporate Office. Last date of application is April 20, 2018.