1. Statement of the Problem
There is no communication on each of the branch of the said local bank. The supervisor hired their own employee with out communicating to the main branch. The major issue was that employee turnover was quite high within the office, as a matter of fact every time an employee would be hired , their would be another employee resigning. It is the responsibility of the supervisors and managers to exploit available resources to train qualify and develop their employees. We find that employees had not been provided with sufficient training related to their job role. On-Job training is a primary method used for broadening employees’ skills and increase in efficiency. Many of the branches have similar problem and it is hiring the employees on their own with out prior to report on the main office.
To be able to recruit employees that have been interviewed first by the head of Human Resource Group, so that the one who will replace to the vacant position will be able to know what employee should do on the said job and So that there would be no lack of On-Job Training for the employees hired. On-Job training is a primary method used for broadening employees’ skills and increase in productivity.
3. Alternative Course or Courses of Action
• There should be a participation or contribution from the HR Department in terms of hiring new employees, which means that the office of HR Department should work on this matter.
• The Supervisor of each branch should inform first the HR Department before doing some action regarding hiring a new employee. So that the suitable employee that will accepted to the position will be trained well.
The Supervisor of each bank should cooperate with the main office and to the other branches so that they will have a one goal in solving this kind of problem. Jack Nelson should report on his finding...