Jack Nelson’s Problem

 

Jack Nelson’s Problem

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  1. What do you think is causing some of the problems in the bank’s home office and branches?

A lack of employee engagement and inadequate training may be the cause of the banking firm’s problem of high turnover rate. Employee engagement is vital to organizations’ success because engaged employees typically experience a high level of connectivity with their work, and therefore work diligently to complete their tasks (Dessler, 2018, pg. 18). With a supervisor that has “little time to work with the new employees as they [come] and [go]”, employees will not only receive insufficient training to be fully knowledgeable of their duties, but will also be unmotivated to be involved in their work. Although the employees like Johnson appear to have the necessary skills to operate the machines, they seem to lack a comprehensive understanding of the purpose behind their work. Consequently, employees are less driven to continue working for the organization.

The high turnover rate may also be caused by the company’s recruiting process. All supervisors hire their employees without communicating with the home office or other branches. Though it may seem more time efficient to hire new employees without consulting other parties, it is ultimately detrimental to the organization’s success if the supervisors are failing to hire employees that are the right fit for the job, especially since the lack of adequate employee training prevents them from cultivating the needed employee competencies to improve overall performance and employee retention.

  1. Do you think setting up an HR unit in the main office would help?

I think setting up an HR unit for the main office would be beneficial because it can provide specialized assistance through strategic human resource management. In this process, the HR unit can formulate and execute HR policies and practices that produce employee competencies needed for the company to achieve its goals (Dessler, 2018, p. 16). With an HR unit, the banking firm can have designated personnel to standardize the job qualifications needed from potential employees. Moreover, since the supervisors have indicated that they have little time to work with new employees, the HR unit can be dedicated to the hiring, onboarding, and training processes, and hopefully improve employee retention.

  1. What specific functions should an HR unit at the home office carry out?

The HR unit at the home office should carry out recruiting, selecting, training, and incentivizing employees, as well as developing the supervisors in order to resolve the company’s current issues. The HR unit can implement policies and practices to attract and develop successful employees while screening out unqualified applicants. Another function the HR unit should apply is a well organized orientation procedure and training program that can comprehensively integrate the new hires into the organization by providing company insight from a bigger picture. In addition, developing the supervisors is critical to the company’s success in the long run because managers oversee the employees’ day-to-day tasks and responsibilities. To further improve performance, the HR unit should inform supervisors of the best way to support their employees.

  1. Which HR functions would then be carried out by supervisors and other line managers?

The supervisors and line managers would focus on training employees for their specific roles, and establishing a supportive environment in order to encourage exceptional employee performance and success. While the employees gain a better understanding of company knowledge and expectations from the HR unit, the line managers can provide employees with specific training to develop the needed expertise to accomplish their day-to-day work. Creating and maintaining a supportive work environment is vital as well because this would provide a foundation for the employees to feel motivated to succeed and stay with the company.

  1. What role should the Internet play in the new HR organization?

The HR unit should utilize the Internet in their recruitment efforts. Social media such as LinkedIn serve as a new platform for employers to source qualified employees. Social media also plays a role in attracting employees. One study found that 48% of job seekers referenced Glassdoor when searching for jobs to gain company insight through reviews and salary reports (Dessler, 2018, p. 12). This means that the organization should increase efforts to maintain civil and fair internal processes. The Internet can also be used in training programs. Websites like Knack can be adopted to implement engaging gaming features in their training (Dessler, 2018, p. 13). Additionally, the company can use cloud computing based tools to track the employees’ goal attainment and performance levels, as well as provide timely evaluative feedback.

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