Organisational Design and Human Resource Planning

Question: Discuss about theOrganisational Design and Human Resource Planning. Answer: Introduction Carter cleaning company is owned by Jennifer and her father. The company was started as a laundromat and has now grown to six stores and each store is heavily dependent on skilled managers, cleaners, spotters and pressers. The employees working in the firm have no more than a high school education and as a result, the market is highly competitive for them. Jennifer and her father have been experiencing a number of problems with the employees. Their company is continuously look for new employee as the employee turnover rate is around 400%. On weekends, there are almost dozens of ads in the newspapers for experienced pressers, cleaners, spotters, etc. Reducing The Turnover Rate Turnover rate is defined as the rate at which employees leave an organisation. High turnover rates are a great problem for business organisations because when turnover rates are high, companies have to regularly look for new employees, which ultimately increases the expenditure. Further, when employees leave a company, a lot of investment of the company goes in vain that the company had invested in training and developing them (Dr. C. SWARNALATHA and T. S. PRASANNA, 2011). In the cleaning or laundromat industry, the skills required for employment are not that high and even the pay is relatively low. As a result, turnover in such industries is generally high. Jennifer and her father can have a considerable impact on their companys high turnover rates by taking some expert guidance. First of all, the Carter Cleaning Company can start to offer a number of opportunities to the employees that are working with them. Opportunities, such as promotions, job security or offering discounts to the employees and their families on laundry services can help in motivating the employees and retain them in the company. Secondly, the company can try to improve the work environment for the employees by providing them a more cheerful environment where they can engage themselves. It is evident that all the companies working in this industry are facing high turnover ratios. Thus, by improving the work environment, the company will be able to make a difference and bring down its employee turnover rates. Thirdly, as suggested by The Wall Street Journal, paying attention to the personal needs of the employees and offering them flexibility wherever possible can also help companies in curbing their employee turnover rates. Carter Cleaning Company can offer their employees with a certain degree of flexibility so that they can have a better balance between their personal lives and their work lives. Finally, the last initiative that the company can take to bring down its employee turnover rates is to make some improvements to its hiring process. The company can introduce a number of behavioural and personality tests in its hiring and recruitment procedure so that it can hire the right people for the right job. Further, appropriate tests can also help in identifying the intent of a person to switch to other organisations quickly. Thus, by hiring good fits for the cleaning job, the company will be able to ensure organisational commitment as well as job commitmen t, which would consequently bring down the employee turnover ratios (Huhman, 2016). Hiring Process As of now, the human resource management in the Carter cleaning company is not up to the mark. The employee turnover rates are high and the company is constantly looking for new recruits irrespective of their potential and proficiencies. Therefore, it is also important for the company to take some steps that would allow it to increase its pool of acceptable job applicants so that they no longer have to hire any candidate that walks through the door. An important place to start with can be an initiative in which the management can carefully identify the human resource demands in the coming future along with the expected turnovers. By looking into the past data of employment and turnovers, the company would be able to obtain a statistical data. This would allow the company to have an estimate of the human resource demands and supply that the workplace will require and the company would be able to work according to the prepared data. Secondly, the company should do is to increase its pool of applicants. The company can achieve this by promoting itself in the region by discussing its job strengths and opportunities through various media and in all the advertisements. The company can promote itself as a pleasant workplace which also offers flexibility to its employees. Bulletins, advertisements on websites and social media, window sings, etc. can help the company in promoting its strengths and establishing a good market reputation amongst the people who are in search of jobs (Hunt and Hunt, 2016). The company should stop relying upon newspapers as the only source of announcing job openings as the candidates responding to it are not much. The company must exist on the internet and should try to announce all its job openings using job portals, social media, magazines, website advertisements, etc. Further, the company should also offer walk-ins as well as web interviews as a method of screening the applicants as it would greatly increase the pool of applicants. Carter cleaning company can also introduce referrals as a new mode of recruiting employees as they are quite effective and easy. The company should also maintain a record of all the candidates that it encounters in the recruitment process so that it can contact them later on in case there is an urgent vacancy that needs to be filled in the organisation. By following the above ideas, the company will be able to make the recruitment process hassle free for itself as well as for the candidates (Recruiter, 2016). Conclusion Employee turnover rates and to have an efficient hiring process are very crucial from the view point of a business organisation. For companies like Carter Cleaning Company that experience a lot of competition, it is hard to reduce turnover ratios and increase the pool of applicants, but with the right strategies, a lot of progress can be made. References Dr. C. SWARNALATHA, D. and T. S. PRASANNA, T. (2011). Employee Engagement and Employee Turnover. Indian Journal of Applied Research, 4(5), pp.328-329. Huhman, H. (2016). 10 Tips For Reducing Employee Turnover. [online] ERE Media. Available at: https://www.eremedia.com/tlnt/10-tips-for-reducing-employee-turnover/ [Accessed 15 Dec. 2016]. Hunt, D. and Hunt, A. (2016). How to Adjust Hiring Standards to Increase Your Applicant Pool. [online] ERE Media. Available at: https://www.eremedia.com/ere/how-to-adjust-hiring-standards-to-increase-your-applicant-pool/ [Accessed 15 Dec. 2016]. Recruiter. (2016). 7 Ways to Build Effective Talent Pools. [online] Available at: https://www.recruiter.com/i/7-ways-to-build-effective-talent-pools/ [Accessed 15 Dec. 2016].