Jack Nelson's Problem
Chapter 1Application Case: Jack Nelson's Problem 1. What do you think was causing some of the problems in the bank home office and branches?
There is clearly aproblem with communication, and the effects are felt in the area of employee commitment. Additional contributingfactors include the lack of consistency in the policies and procedures of various locations. There is no cohesiveness tothe staffing activities of this organization.
2. Do you think setting up a HR unit in the main office would help?
Of course we think it would! Since there are HR-related problems both in the home office and in the branches, it is clear that if a personnel office were set up, it wouldneed to help to coordinate the HR activities in the branches.
3. What specific functions should it carry out? What HR functions would then be carried out by supervisors andother line managers? What role should the Internet play in the new HR organization?
There is room for quite abit of variation in the answers to this question. Our suggested organization would include: HR Unit: job analyses,planning labor needs and recruiting, providing advising and training in the selection process, orientation of newemployees, managing wage and salary administration, managing incentives and benefits, providing and managing theperformance appraisal process, organization-wide communications, and providing training & developing services.Supervisors and Other Line Managers: interviewing and selection of job candidates, training new employees,appraising performance, departmental & personal communications, and training & development. Internet and HR: shiftsome activities to specialized online service portals and/or providers.
Continuing Case: Carter Cleaning Company
1. Make a list of 5 specific HR problems you think Carter Cleaning will have to grapple with?
Potential answers could include the following:1) Staffing the company with the right human capital by identifying the skills and competencies that
There is clearly aproblem with communication, and the effects are felt in the area of employee commitment. Additional contributingfactors include the lack of consistency in the policies and procedures of various locations. There is no cohesiveness tothe staffing activities of this organization.
2. Do you think setting up a HR unit in the main office would help?
Of course we think it would! Since there are HR-related problems both in the home office and in the branches, it is clear that if a personnel office were set up, it wouldneed to help to coordinate the HR activities in the branches.
3. What specific functions should it carry out? What HR functions would then be carried out by supervisors andother line managers? What role should the Internet play in the new HR organization?
There is room for quite abit of variation in the answers to this question. Our suggested organization would include: HR Unit: job analyses,planning labor needs and recruiting, providing advising and training in the selection process, orientation of newemployees, managing wage and salary administration, managing incentives and benefits, providing and managing theperformance appraisal process, organization-wide communications, and providing training & developing services.Supervisors and Other Line Managers: interviewing and selection of job candidates, training new employees,appraising performance, departmental & personal communications, and training & development. Internet and HR: shiftsome activities to specialized online service portals and/or providers.
Continuing Case: Carter Cleaning Company
1. Make a list of 5 specific HR problems you think Carter Cleaning will have to grapple with?
Potential answers could include the following:1) Staffing the company with the right human capital by identifying the skills and competencies that