...Name: Muhammad Haris Khan Roll No: 52 Instructor: Prof Ali Sajid Application Case “Jack Nelson’s Problem” Question #1 What do you think is causing some of the problems in the bank’s home office and branches? Answer: The main issue in this case is employee turnover was high during past eight years, as a result supervisor tried to find a suitable employee to replace the worker who had quit. Another obvious problem is the lack of communication between the supervisors, branch offices, and other branches as well. Question #2 Do you think setting up an HR unit in the main office would help? Answer: Yes, setting up an HR unit would help the managers as well hire some well-educated and knowledgeable employees. With an HR unit standardizing the job description and the qualifications needed from an employee, it could find better candidates, thus lowering the turnover rate. Question #3 What specific functions should an HR unit carry out? What HR functions would then be carried out by supervisors and other line managers? What role should the internet play in the new HR organization? Answer: HR Unit should carry out functions such as: job analyses, planning labor needs and recruiting, providing advising and training in the selection process, orientation of new employees, managing wage and salary administration, managing incentives and benefits, providing and managing the performance appraisal process, organization-wide communications, and providing training...
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...real-life HR scenarios that occur in workplaces and to give them a practice to address theHR issues raised. Mini Case 1: Jack Nelson’s Problem As a new member of the board of directors for a local bank, Jack Nelson was being introduced to all employees in the home office. When he was introduced to Ruth Johnson, he was curious about her work and asked her what her machine did. Johnson replied that she really did not know what the machine was called or what it did. She explained that she had only been working there for two months. She did, however, know precisely how to operate the machine. According to her supervisor, she was an excellent employee. At one of the branch offices, the supervisor in charge spoke to Nelson confidentially, telling him that “something was wrong,” but she did not know what. For one thing, she explained, employee turnover was too high, and no sooner had one employee been put on the job than another one resigned. With customers to see and loans to be made, she continued, she had little time to work with the new employees as they came and went. All branch supervisors hired their own employees without communication with the head office or other branches. When an opening developed, the supervisor tried to find a suitable employee to replace the worker who had quit. After touring the 22 branches and finding similar problems in many of them, Nelson wondered what the home office should do or what action he should take. The bank was generally regarded...
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...Jack Nelson's Problem 1. What do you think was causing some of the problems in the bank home office andbranches? There is clearly a problem with communication, and the effects are felt in thearea of employee commitment. Ruth Johnson who has been workingat the bank’s head office for last two months did not know what the machine she is usingis called or what is does. That shows that the bank did not give her sufficient training tofamiliarize herself with the name and the function of the machine. However, she didknow how the machine works, but this doesn’t mean that she has been trained properly.A huge problem in the bank’s home office is the lack of a proper Training program. It can be an in-house training program especially designed for the new employees at the bank or a practical on-the-job training program. This will give new employees the change to practice, observe others, ask questions, learn from mistakes and familiarize themselveswith the equipment that they are using. It is very important for the bank to utilize itsavailable resources. In this case the supervisor could have given her proper, on-the-jobtraining and informed and familiarized her with the name and function of the machinethat she operates. 2. Do you think setting up an HR unit in the main office would help? Of course I think itwould! Since there are HR-related problems both in the home office and in the branches, it isclear that if a personnel office were set up, it would need to help to coordinate...
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...1st Question: What do you think is causing some of the problems in the bank’s home office and branches? - There is not any communication between branch supervisors, home offices, and other branches. The supervisor employ their own employee without any communication with the main branch. The major problem is high employee turnover, actually there can be many reason for turnover, however in the text this is a result of when an employee would be hired, they would be resign another employee. In additionally, Ruth Johnson has been working in a home office for two months, howeever she does not know what the machine called she used and what it did. That means, there is not any HR to asist her about that machine. 2nd Question: Do you think setting up an HR unit in the main office would help? - Setting up an HR unit in the main office would help the managers. Through the HR unit the bank can employ the educated bankers and reduce turnover ratios. I mean, because of HR unit will work for supervisors’ and line managers’ needs, the employee which apply the job probably educated by HR unit about the which machine or computer software does he/ she have to. As a result of HR unit, turnovers decrase and efficiency increases in the bank. 3rd Question: What specific functions should an HR unit carry out? What HR functions would then be carried out by supervisors and other line managers? What role should the Internet play in the new HR organization? - A Line Function: The human resource...
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...Human Resource Management MGT-3122 Assignment on Jack Nelson’s Problem Submitted To Shayla Binta Sayeed Course Instructor Submitted By Shahanaj Islam (111111028) Tasmia Binte Rafiq (111111231) Fahamida Sultana Shova (111111135) Noore Alam Rony (111111185) S.M. Saifur Rahman (111111248) Section: B Date of Submission: 27.02.13 United International University Problem Summary: Jack Nelson was a new member of the board of directors for a local bank, when a problem of a high employee turnover was introduced to him by a branch supervisor. Also, every branch hired employees by their own without communicating with the home office. Questions: 1. What do you think was causing some of the problems in the bank home office and branches? There's a communication problems among the firm's branches and the head office, and no employee commitment, which is mainly caused by the lack of existence of HR unit in the main office. 2. Do you think setting up a HR unit in the main office would help? Yes, I do believe that setting a HR unit would be very helpful to the firm financially because High turnover ratio could be very costly. Also, a HR unit will help manage and train employees to be both suitable and helpful to the firm. 3. What specific functions should it carry out? What HR functions would then be carried out by supervisors and other line managers? What role should the Internet play in the new HR organization? HR Unit: Job analyses...
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...Case Incident: Jack Nelson's Problem, page 25 Questions 1. So you think setting up an HR unit in the main office would help? Why or why not? 2. What specific functions would an HR unit carry out? What HR functions would be carried out by front line managers? Some of the problems that are caused at the local bank are employment issues as well as training issues. Ruth Johnson has only been working at the local bank for two months and yet she has no idea the name of the machine she’s using or what it does. All she knows it, how it works and if it ever malfunctioned, she would have been completely obviously. Since the supervisor has learned that training is important, she shouldn’t have had a problem properly training Ruth but has not given the time to fully train Ruth Johnson because the bank’s home office isn’t there to fill out a program to train new staff. Given these result, it would be accurate to determine that building a Human Resources unit in the main office would be beneficial to the local bank because this will virtually eliminate the consistent flow of replaceable employees. This can help shrinkage as well because each future employee that is brought into this work force will have a background check. Since this local bank has grown just over seven times its institution over the past eight years, there could be complications. This would also help Ruth Johnson because it will help her to understand what she is using and if there is any other problems or new employees...
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... 102011132 Raziz Sultana 111011106 Submitted To D. R. Arefin Submission Date: 1st july , 2013 Jack Nelson’s Problem: After researching Jack Nelson’s problem application case, here we find some problem that was faced by Jack Nelson, a new membar of the board directors for a local bank at home office. In this case, we have to solve some questions to fix out Jack nelson’s duty to carry out a successcive result for the local bank. * What do you think is causing some of the problems in the bank’s home office and branches? * Since,There is clearly a problem with communication and the effects are seen in the area of employee commitment. Additional contributing factors include the lack of consistency in the policies and procedures of various locations. There is no straight rules to the staffing activities of this Organisation. Clearly the absence of an HR department & the manager in the main office is behind many of all of these problems. * Do you think setting up an HR unit in the main office would help? * Surely, it would. Since there are HR-related problems both in the home office and in other branches, it is clear that if a personnel office were set up, it would need to help to co-ordinate the HR activities in the branches. * What specific functions should an HR unit carry out? What HR functions...
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...1. Home » 2. Business & Economy » 3. Case Studies Read full document Full access is free for premium users. Jack Nelson's Problem By maudalene | March 2011 * Zoom In * Zoom Out Page 1 of 6 Assignment 1: Case Study, Jack Nelson’s Problem 1. a) What do you think is causing some of the problems in the bank’s home office? 1. Ruth Johnson who has been working at the bank’s head office for last two months did not know what the machine she is using is called or what is does. That shows that the bank did not give her sufficient training to familiarize herself with the name and the function of the machine. However, she did know how the machine works, but this doesn’t mean that she has been trained properly. A huge problem in the bank’s home office is the lack of a proper Training program. It can be an in-house training program especially designed for the new employees at the bank or a practical on-the-job training program. This will give new employees the change to practice, observe others, ask questions, learn from mistakes and familiarize themselves with the equipment that they are using. It is very important for the bank to utilize its available resources. In this case the supervisor could have given her proper, on-the-job training and informed and familiarized her with the name and function of the machine that she operates. 2. There is also mayor lack of communication in the bank’s home office. Ruth has been working there for almost two months and nobody has briefed...
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...Assignment 1: Case Study, Jack Nelson’s Problem3. b) What HR functions would then be carried out by the supervisors and other linemanagers? 1. The Supervisors and line managers of each bank should cooperate witheach other and with the HR unit, so that they have a one goal in solving the problems thatthey are facing. 2. Supervisors and line managers must ensure that all employees work together as a team. They can do this by having group discussions, workshops andencourage everyone to get involved, so that no one feels left out. They must also be ableto handle conflicts between employees and ensure that it does not affect the team spirit. 3.Supervisors and line managers must also keep each individual motivated and make themfeel appreciated by showing interest in their work, communicating and interacting withtheir employees. Another method to keep the morale of the employees high is torecommend them for promotion and nominate them for an award. 4. Supervisors and linemanagers must lead by example and communicate and interact with all employees andencouraging them to do so as well. Better communication with each other will have a positive effect on all employees and the bank’s branches. The problems could have beenidentified and solved sooner if the supervisors had communicated to each other. Assignment 1: Case Study, Jack Nelson’s Problem3. c) What role should the Internet play in the new HR organization? 1. HR informationtechnology and software is essential for any HR organization to...
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...Read Application Case – Jack Nelson’s Problem in Chapter 1. After you read the case, answer the following questions: 1. What do you think was causing some of the problems in the bank home office and branches? Why? 2. Do you think setting up an HR unit in the main office would help? Why or why not? 3. What specific functions should the HR unit carry out? What HR functions would then be carried out by supervisors and other line managers? What role should the Internet play in the new HR organization? 1. The supervisors are hiring the wrong employees. They are not hiring people that fit the position in which they are hired for, or people with a history of long term job performance. When he asked Ruth Johnson about the equipment she was using, he should have seen the first red flag. 2. Yes, setting up HR at the main office would be a good idea. 191 employees is a medium size business that needs someone to thoroughly look at each and every potential employee and their resume. HR can also put together programs for the current employees for better retention. Programs for work functions and training are important to making employees feel important. 3. HR should be responsible for acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns (Chapter 1, pg. 4). This means HR will be conducting job analyses , planning labor needs and recruiting job candidates, selecting job candidates, orienting...
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...Application Case: Jack Nelson’s Problems Q 1: What Do you think is causing some of the problems in the bank`s home office and branches. ANSWER: In the local Bank Jack Nelson started to work as a new member of the board of director. Bank is facing some problem which is causing by the bank`s home office and branches. Those causing problems are – * Bank employee turnover is higher than other local bank that has been continuing for eight years. High employee turnover become highly expensive especially for lower paying job that is bringing bad impact for the company. * Every company follows a standardized recruitment process. However, this bank has no standardized process for recruitment. By which they are facing problem to hire qualified people. * In this bank they also have lack of communication process because of that all branch office hired employee without communicate with home office. * Bank supervisor have duty to maintain relationship with employee also train them to know the office work. In here, supervisor fails to train their employee so that employee does not know about their work. Above mention cause are the problems of this local bank. Q 2: Do you think setting up an HR unit in the main office would help? ANSWER: Setting up a HR unite in the main office would definitely change the present scenario of this local bank which facing lots of problems for past 8 years .If this local bank create HR unit that unit can set a standard process for employees...
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...by two ex-cops, and has since grown to over 2,000 members. He also informs the reader that LEAP only consists of individuals with a background in law, such as prison wardens, judges, mayors, and police officers (p.33). Silverberg gives the viewpoints of several members of the organization; Jack Cole, co-founder, says that if marijuana were legalized, “Organized criminals and world terrorists would be monetarily crippled for many years to come.” Bob Owens, a former police chief, makes the analogy that the war on drugs is, “a strawman that can distract people and stir the hysteria that accompanies it. (p.33)” The author then goes on to say that LEAP predicts a $2 billion yearly profit from the taxation of marijuana if it were sold legally. He also points out that if marijuana was controlled by the government, users would know that the product would not be accompanied by any of the dangerous additives used on the streets (p.33). Silverberg concludes with a quote by Howard Woolridge, another member of LEAP, who says that, “Eighty percent of Americans say legalize and tax it today,” and that, “We’re losing focus on public safety as law enforcement chases Willie Nelson and Willie Nelson’s supplier (p.33).” In contrast, Andy Coghlan (2003, p. 13) discusses the, “Limited victory for medical...
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...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...
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...Rumelt (2011) “The perils of bad strategy” McKinsey Quarterly June 2011, pp1-10. Bad strategy abounds, says UCLA management professor Richard Rumelt. Senior executives who can spot it stand a much better chance of creating good strategies Horatio Nelson had a problem. The British admiral's fleet was outnumbered at Trafalgar by an armada of French and Spanish ships that Napoleon had ordered to disrupt Britain's commerce and prepare for a cross-channel invasion. The prevailing tactics in 1805 were for the two opposing fleets to stay in line, firing broadsides at each other. But Nelson had a strategic insight into how to deal with being outnumbered. He broke the British fleet into two columns and drove them at the Franco-Spanish fleet, hitting its line perpendicularly. The lead British ships took a great risk, but Nelson judged that the less-trained Franco-Spanish gunners would not be able to compensate for the heavy swell that day and that the enemy fleet, with its coherence lost, would be no match for the more experienced British captains and gunners in the ensuing melee. He was proved right: the French and Spanish lost 22 ships, two-thirds of their fleet. The British lost none.1 Nelson's victory is a classic example of good strategy, which almost always looks this simple and obvious in retrospect. It does not pop out of some strategic-management tool, matrix, triangle, or fill-in-the-blanks scheme. Instead, a talented leader has identified the one or two critical issues...
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...|2766-7117 | ROLE AND PURPOSE The overall aim of the subject is to enable the student to understand the major human resource policies and practices of contemporary modern organizations with particular reference to their application in the local context. Students will critically assess the relationship between strategy and the core HRM activities such as recruitment, selection, appraisal and pay systems, planning, training and development, and approaches to the quality of working life. This subject contributes to the achievement of the BBA (Hons) Programme Outcomes by enabling students with an understanding of human resource management functions within organizations and to apply such concepts to analyze and solve problems in business situation. The subject also provides students with knowledge and skills in recruitment and selection, training and development, performance appraisal, and pay and benefits. In addition, it prepares students on how to analyze and resolve HRM ethical issues in various business settings. LEARNING OUTCOMES On completion of this subject, students will: • Be able to explain the theoretical knowledge and principles in human resource management (HRM). • Be able to identify and analyze the main features of HRM policies and practices. • Be able to evaluate human...
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