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Question - 1 What do you think is causing some of the problems in the bank's home office and branches?

Answer: There are some problems in bank's home office and branches. These problems have some cause. When Jack Nelson was introduced to the entire employee in the home office, he was introduced to Ruth Johnson. Ruth Johnson working for two months but she does not know about the machine that she was using. But she operates the machine properly. Organization did not oriented and trained her properly. If organization trained her well Ruth will clear about her job and responsibility. The main issue in this case is employee turnover was high during past eight years, as a result supervisor tried to find a suitable employee to replace the worker who had quit. We know that employee turnover is a costly expense especially in lower paying job roles, for which the employee turnover rate is highest. There was no standardization of recruitment process in organization. They had also lack of communication process. Because all branch office hired employee without communicate whit their home office. Bank's supervisor is failure to train their employee. They have not much time for their employee. Also they do not know about the performance of their employee. Now we know the cause of the problem. There is some point of cause of problems. Following are the problems faced bank home office and its branches. High employee turnover: The major issue was that employee turnover was quite high within the office. Every time an employee was hired, another was seen resigning. Employee turn-over has a high cost attached to organization, not just in monetary terms but also the time the manager has to spend in training. Lack of Training: There is no on-the-job training for the newly hired employees. Supervisors and Managers have to provide to effectively and properly train their employees.

On Job Training is the quickest and most cost effective method of training. Hiring Employee: There is no participation or contribution from the HR Department in terms of hiring new employees. The office does not have any HR Department process and planning. Employees were hired by supervisors who were over occupied with many job responsibilities. Lack of communication Among the branches and between the main office and the branches were broken down communication. It is very important in any organization for people to communicate. The main office apparently does not know the problem faced by all the branches.

Question - 2 Do you think setting up an HR unit in the main office would help? Answer: HR unit would help main office in many ways. This bank's major problem is employee turnover. If they set up a Human Resource unit in the main office, this unit will control the recruitment process; they will also build up good communication with their internal employee. At present bank have no specific policy for managing. HR unit give them a structural policy, which help them. HR unit will analysis the job and they will hired the right person for the right job. There will be helpful setting up an HR unit in the main office To reduce communications break down. To set up the strategic HR plan for the whole organization. To get controlling from head office the HRM proper process and producer. It helps to coordinate the HR activities in the branches.

Question - 3 What specific function should an HR unit carry out? What HR functions would then be carried out by supervisors and other line manager? What role should the internet play in the new HR organization? Answer: In this circumstances HR unit should carry out with a coordinative function. HR Manager has to coordinate personnel activities. They should coordinate between/away the branches and setting up HR unit in every branch office. Staff function would be carried out by supervisors and other line manager. Staff function assisting and advising line managers. This is core fact of HR manager job. HR unit should carry out Job analyses Planning employee needs and recruiting Providing advising and training in the selection process Orientation of new employees Managing wage and salary administration Managing incentives and benefits Providing and managing the performance appraisal process Organization-wide communications Providing training & developing services

Supervisors and other line managers would be carried the followings Interviewing and selection of job candidates training new employees appraising performance Departmental & personal communications

Training & development

Internet and HR Shift some activities to specialized online service portals and/or providers. Improves HR function in four ways: self-service, call centers, productivity improvement and outsourcing. Internet provides employees with a single access point to all HR information system. Easy access of any data.

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