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Application Case-1: Jack Nelson's Problem

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

Answer:
There are a few issues in bank's home office and branches. These issues have some cause. We

saw from the contextual investigation, there are for the most part three issues that brought about

the issue in the bank's home office and branches.

1. Low job performance due to lack of training: The home office does not give any

preparation to representatives. That is the reason when Jack Nelson was acquainted with the

whole representative in the home office; he was acquainted with Ruth Johnson. Ruth Johnson

laboring for two months however she doesn't think about the machine that she was utilizing. Yet,

she works the machine legitimately. Association did not situated and prepared her legitimately.

On the off chance that association prepared her well Johnson will clear about her occupation and

obligation.

2. Poor Management & Communication Issues: There are absence of correspondence among

the branches between supervisor and representatives. The fundamental issue for this situation is

representative turnover was high amid recent years, therefore chief attempted to discover a

suitable employee to supplant the specialist who had suit. There was no institutionalization of

enlistment process in association. They had additionally absence of correspondence process.

Since all branch office enlisted worker without impart whit their home office.
3. High Turnovers: One of the HR issues that the case manages is high representatives' turnover

rate. As said for the situation, the nature of occupation does not require higher abilities and

accordingly the majority of the workers are incompetent. These representatives search for

comparable yet better occupations in the market that give them higher pay. They tend to switch

their occupation as often as possible prompting to high turnovers.

4. Increased Employees Dissatisfaction: Nonappearance of appropriate preparing and

supervision to the subordinate's work may bring about the representatives to do not have the

information of what precisely they should do and how. The monotonous assignment with lower

pay and higher work load may make uneasiness inside themselves which likewise expands their

disappointment and grievances.

Question-2:

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

Answer:

After going through the case study of course we think it would. Since there are HR related

problems in both in the home office and in the branches. Setting up an HR department could help

a lot in the main office because the main purposes of this department are:

1. Better Recruitment and Evaluation Process of Employees: HR unit will do the duty of

enlisting the most appropriate contender for the occupation and furthermore assess their

execution occasionally. In this ceaseless procedure, if any of their execution falls under the

sought check, the individual will go under scrutiny and will get help if necessary.

2. Better Management and Motivation of Employees: Overseeing representatives and their

execution will be the top need for HR unit. It implies they need to put the correct individual in
the perfect place to get the best outcome. Likewise they will screen the workers' execution with

assessment every now and then. With all that, they will spur them to accomplish something more

than simply common. Spurring the individual to the correct level will draw out the best of them.

3. Training and Reward Program: For an intense workforce, every affiliation must set up their

delegates to have the ability to remain mindful of the latest developments and moreover the

better methodologies for doing their work with more adequacy. To do that, affiliations require a

strong HR to arrange new get ready program for more energetic delegates. In perspective of their

state of mind, they will be readied and moreover surveyed. That evaluation will pick their

position in different portions inside the affiliation. In perspective of the arrangement execution,

there will be reward. It perhaps cash related or a couple focal points. HR will arrange the most

proper favorable position package for both the delegates and the affiliation.

Question-3:

What specific functions should HR unit carry out? What HR functions would then be
carried out by supervisors and other line managers? What role should the Internet play in
the new HR organization?

Answer:
The HR unit will carry out some specific functions, they are:

1. Recruitment and Talent acquisition: It's the most vital capacity that will be served by the

HR unit. They are in charge of searching out the most suited and moderate capable people who

can fill the authoritative need up to any point. Along with the contracting, it falls under the HR

unit's duty to plan an appropriate installment bundle which will keep the representatives fulfilled

to remain long time with the association to decrease the turnover rate.
2. Training and development: Preparing and improvement is another essential capacity of HR

unit which will be done every now and then. To keep up the administration quality and keep up a

current workforce, it's exceptionally vital that HR unit puts the representatives under preparing

program when essential.

3. Employee Placement and rotation: Putting a representative in the perfect place is a major

test. Not everyone can do a similar occupation similarly. As human personalities are not the same

as each other, the HR unit needs to make sense of where to put every individual representative

and how to make them function. Additionally, revolution is a major consider representative

execution. In the event that representatives continue doing one occupation for quite a while, it

might make fatigue work. In this way, to dodge the circumstance HR can pivot workers in

various segments with a day and age. This revolution will help them to take in all parts of the

association and additionally keep them intrigued.

4. Introduction to new technologies: Each time another business innovation turns out, HR can

find a way to acquaint them with a representative which incorporates preparing them also. Along

these lines they will have the capacity to learn and utilize advancements to be more productive at

work.

5. Design a Flexible work plan (if possible): At the end, HR unit can design a flexible work

plan for employees. This will give them the feeling that the organization cares about them and

may help to reduce the turnover rate.

The functions that Line managers and Supervisors will carry out:

1. Minimize workplace communication gap: Line chiefs and Supervisors can work to close the

crevice amongst representative and them. Doing that will help a great deal to diminish the
correspondence crevice. Perhaps the correspondence hole is the hindrance to share workers'

issues. Along these lines, this hole must be limited.

2. Monitor performance and make report: Line managers and Supervisors must closely

monitor and evaluate employees under them. Keeping their record regularly will help to find out

information about their performance. This information can be used to make a detailed report.

3. Seek out employees who needs help: Its not possible for everybody to be the best performer.

So Line managers and Supervisors can go through their reports to find out which employee

needs help. The person who needs training will be sent to the HR unit for better solution.

Talk to employees and find out problems:

Roles Internet should play:

As a Strong communication channel between Headquarter and section offices.


Create and maintain employee database
Keep track of employee performance
Gathering information about Organizations service and customers feedback:
Keep track of overall business situation:

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