Chapter 1Application Case: Jack Nelson's Problem
1. What do you think was causing some of the problems in the bank home office and branches?
There is clearly aproblem with communication, and the effects are felt in the area of employee commitment. Additional contributingfactors include the lack of consistency in the policies and procedures of various locations. There is no cohesiveness tothe staffing activities of this organization.
2. Do you think setting up a HR unit in the main office would help?
Of course we think it would! Since there are HR-related problems both in the home office and in the branches, it is clear that if a personnel office were set up, it wouldneed to help to coordinate the HR activities in the branches.
3. What specific functions should it carry out? What HR functions would then be carried out by supervisors ...view middle of the document...
Supervisors and Other Line Managers: interviewing and selection of job candidates, training new employees,appraising performance, departmental & personal communications, and training & development. Internet and HR: shiftsome activities to specialized online service portals and/or providers.
Continuing Case: Carter Cleaning Company
1. Make a list of 5 specific HR problems you think Carter Cleaning will have to grapple with?
Potential answers could include the following:
1) Staffing the company with the right human capital by identifying the skills and competencies that arerequired to perform the jobs and the type of people that should be hired. Sourcing candidates andestablishing an efficient and effective recruiting and selection process will be an important first step.
2) Planning and establishing operational goals and standards and developing rules and procedures tosupport business goals and strategies. Failure to do so will result in a lack of clarity around performanceexpectations down the line as each store becomes operational.
3) Implementing effective Performance Management through setting performance standards, highquality appraisal of performance, and providing ongoing performance coaching and feedback to developthe abilities of each person and support positive employee relations.
4) Designing an effective compensation system that will give the company the ability to attract, retainand motivate a high quality workforce, providing appropriate wages, salaries, incentives and benefits. Apoorly designed system will result in difficulty in attracting candidates, turnover and low employeemorale.
5) Training and developing employees both at the management and employee level to be able toperform the job to meet the performance expectations. This should include a new hire orientationprogram as well as a program for ongoing training and development. Lack of attention to thiscomponent may result in errors, increase in operational costs, turnover, and morale problems.