Adm 2337 Case 1 - Jack Nelson's Problem

#1) On the job training and new employee orientation: 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, Ruth Johnson (who has been working at the banks head office for 2 months) did not know what the machine she is using was called or what it does. * Shows that the bank did not provide her with sufficient training to familiarize herself with the name and function of the machine * She DOES know how the machine works, but this still does not mean she was trained properly * Demonstrates a huge problem with on the job training and new employee orientation
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. * Many factors play a role in the employee turnover rate of any company, and these can stem from both the employer and the employees. * Employee turn-over has a high cost attached to organization, not just in monetary terms but also the time the manager has to spend in training and hiring
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. * 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. * No cohesiveness in the