Following has been noted as few problems faced by the bank’s home office and branches.
-High employee turnover: 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. We understand that employee turnover is a costly expense especially in lower paying job roles, for which the employee turnover rate is highest. Many factors play a role in the employee turnover rate of any company, and these can stem from both the employer and the employees.
-Lack of On-Job Training: It is the responsibility of the supervisors and managers to utilise 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. For example: One of the employee Ms.Ruth Johnson was hired almost two months ago as a machine operator but was not aware of the machine output productivity or its name! Therefore, we can conclude that there was 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.
-Hiring Employee: The case study highlights the fact that there is no participation or contribution from the HR Department in terms of hiring new employees, which means that the office does not have any HR Department working. Hence, employees were hired by supervisors direct, who were over occupied with many job responsibilities and believed in the fact that immediate replacement was the initial need of the company. They lacked the actual skills and understanding of successful human resources functions, which means right candidate did not come through and even if they did, then further lack of training, motivation and probably not good wages forced them to quit before time.
The human resource management and their functions are becoming progressively more significant in whether a business succeeds or fails. Businesses once depended on their organization's ability to manage their natural assets, like clients, products, and reputation. Therefore, setting up an HR Unit in the main office would be helpful as supervisors will have time to concentrate on their jobs and will also have more time to work with new employees.
Departments are the entities organizations form to organize people, reporting relationships, and work in a way that best supports the accomplishment of the organization's goals. Departments are usually organized by functions such as human resources, marketing, administration, and sales.
HR management is a part of every manager’s responsibilities such as placing the right person in the right job, then orienting, training and compensating to improve his or her job performance. The forward thinking human resource department is devoted to providing effective policies, procedures, and people-friendly guideline and support within companies. Additionally, the human resource function serves to make sure that the company mission, vision, values or guiding principles, the company metrics, and the factors that keep the company guided toward success are optimized.
Functions Carried out by HR Department
•Position classification and grading
•Performance appraisal review and processing
•Awards review and processing
•Personnel data entry and records maintenance
•Consultation and advisory services to management and employees oConduct problems
•Technical policy interpretation
•Work Permitting Immigration Visa Program
oHealth care insurance
oVoluntary accidental death and dismemberment insurance
oLeave Transfer Program
oTuition Assistance Plan