Jack Nelson’s Problem

1. The problems in the bank’s home office and branches appear to be caused by a lack of
communication and coordination between the branches and the home office. There is high
employee turnover, and the branch supervisors are hiring employees without input or guidance
from the home office or other branches. This lack of standardized hiring and training processes
could be contributing to the issues.

2. Setting up an HR unit in the main office could potentially help address some of the problems.
This HR unit could establish standardized hiring and training processes, provide support for
branch supervisors, and ensure better communication between branches and the home office.
However, whether it would help or not would depend on how effectively it is implemented.

3. An HR unit should carry out functions such as:-

• Recruitment and selection of employees.

• Training and development programs.
• Employee onboarding and orientation
• Performance management and appraisals.
• Employee relations and conflict resolution.
• Compensation and benefits administration.
• Policy development and enforcement.

Carter Cleaning Company

1. Five specific HR problems that Carter Cleaning may have to grapple with are:
• High employee turnover: The retail and service industry often faces high turnover, and Carter
Cleaning Centers may struggle with retaining quality employees.
• Recruitment challenges: Finding suitable employees, especially for positions like dry cleaning and
pressing, can be difficult.
• Training and development: Training new employees to maintain quality standards and customer
service can be a challenge.
• Compensation and benefits: Determining competitive compensation and benefits packages for
employees can be crucial in retaining them.
• Employee performance and evaluation: Establishing a system for evaluating and rewarding
employee performance is vital for maintaining service quality.

2. If I were Jennifer, I would consider the following steps as a starting point:-

• Conduct an HR assessment: Evaluate the current HR practices and policies in place and identify
any immediate areas of concern.
• Develop an HR strategy: Create a comprehensive HR strategy that addresses recruitment,
training, performance management, and compensation to align with the business’s goals.
• Employee engagement: Focus on improving employee engagement and satisfaction through
effective communication and recognition programs.
• Training and development: Implement training programs to ensure that employees are well-
prepared for their roles and provide ongoing development opportunities.
• Recruitment and retention: Develop a structured recruitment process to attract and retain
talented employees who fit the company culture.