CARTER CLEANING COMPANY Getting Better Applicants Joan and her father is in running a firm, in which the issue is that they could not hire good people, The firm had originally begun as a coin-operated laundromats requiring virtually no skiled 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 newspapers. All these people usually are paid around $15 per hour, and they change jobs frequently. Joan and her father thus face the continuing risk 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 (as in the stores of many of their competitors) often approaches 400% Don t talk to me about human resources planning and trend analysis; In light of this problem, Joan has asked you to answer the following questions:

1. Discuss the likely consequences of good and bad hiring on the organixation in relation to the performance (Hiring versus Organization Performance).

2. Explain what employee turnover is? How employee turnover impacts the stores.

3. How would you recommend going about reducing the turnover in stores?