Hr Mgt and Theory

Jack Nelson has a new position; he is on the board of directors for a local bank. He has taken the initiative to meet all the employees and visit the branch offices. The bank he is serving is “a well-run institution that had grown from 27 to 191 employees during the past 8 years” (Dessler, 2013, p. 27). There are some problems that Jack has discovered and he is wondering how he should approach these problems. He was told in one branch office that “turnover was too high, and no sooner had one employee been put on the job than another one resigned” (Dessler, 2013, p. 27). He spoke with one employee and she was unable to provide him with the name of the machine she had been working on for two months. He also noticed that there was no communication between branches and the home offices when dealing with hiring. Jack Nelson was considering reporting these to the president because he was “puzzled” (Dessler, 2013, p. 27).

What do you think is causing some of the problems in the bank’s home office and branches? The cause of the problems at the bank and the branch office is that there is no communication between offices, no official training, and turnover is too high. After a visit to the branches, Jack Nelson discovered that the home office and branches were not communicating. Without the communication, there is no way to determine if employees from other branches would like to transfer instead of leaving. Jack Nelson was told that there was a high turnover rate and with no communication between the offices, it is difficult to determine the cause. Employees not knowing the name of their equipment they are working on show a lack of training and understanding by the employee. Employees are doing their job but they should be able to answer a question as to the name of the machine.

Do you think setting up an HR unit in the main office would help? Yes, an HR unit in the main office would provide a centralized location that would service as guidance for all...