1. What do you think is causing some of the problems in the bank’s home office and branches? ANSWER: Attrition or employee turnover was high during past eight years, as a result supervisors tried to find a suitable employee to replace the worker who had quit. We know that employee turnover is very costly especially in lower paying job roles, for which the employee turnover rate is highest. There was no standardization of recruitment process in organization. Absence of effective communication process is also apparent because all branch office hired employees without communicating with their home office. Bank’s local supervisor failed to train their employees properly. They didn’t spend much time for their employees. A rigorous performance evaluation system wasn’t also in place.
2. Do you think setting up an HR unit in the main office would help? ANSWER: Of course I think it would. Since there are HR-related problems both in the home office and in the branches, it is clear that if an HR office were set up, it would help coordinate the HR activities in the branches more effectively.
3. What specific functions HR units 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: Core functions of HR unit should be recruitment, training and development, employee relations, compensation and benefits, performance evaluation etc. Core functions of supervisors and other line managers would consist of: day-to-day people management
managing operational efficiency
providing technical expertise
monitoring work and checking quality
Measuring operational performance.
HR may use the Internet to reach candidates and communicate with them, to create and use an up-to-date employee database, measure the employee’ abilities, communicate with them, train them and monitor them
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