Assignment

Submitted by:

Shadman Khalid Bhuiyan

Id- 2023-2-95-007

Course code: HRM-501

Course title: Human Resource Management

Section : 2

Submitted to:

Dr. Md. Zohurul Islam

Date of submission:

16th October, 2023

Application Case
JACK NELSON’S PROBLEM

Ques 1. What do you think was causing some of the problems in

the bank home office and branches?

Ans: HIGH EMPLOYEE TURNOVER: The main issue was that employee turnover
was fairly high within the office; in fact, every time a person was hired, another employee
resigned. We understand that staff turnover is an expensive investment, particularly in lower-
paying job roles, where the employee turnover rate is higher. Many factors influence an
organization's employee turnover rate, and they might come from both the employer and the
employees. There is certainly a communication issue, and the consequences can be seen in staff
dedication. Another aspect that contributes is a lack of consistency in the policies and practices
of diverse places. There is no coherence in this organization's staffing activities. Employee
Recruitment: The case study emphasizes the fact that there is no participation or contribution
from the HR Department in terms of hiring new staff, implying that the office does not have an
HR Department. As a result, employees were hired directly by supervisors who were
overburdened with various job obligations and assumed that immediate replacement was the
company's main necessity. They lacked the actual skills and understanding of successful human
resource functions, which implies that the ideal candidate did not come through, and even if they
did, a lack of training, motivation, and likely low pay forced them to quit before their time. The
recruitment process was not standardized throughout the organization. When a new job
opportunity arose, supervisors worked quickly to recruit a replacement. Due to time constraints,
this has an impact on the ability to find the right candidate for the job. Because the branch
handled the recruitment and selection, there is no proper process in place, and resources are
stretched.
Ques 2: Do you think setting up an HR unit in the main office would help?
Ans: Naturally, it would! Because there are HR issues in both the home office and the
branches, it is obvious that an HR unit at the main office would aid in the coordination of HR
activities in the branches. Supervisors did not resign, according to the passage. The HR section
could also assist retain employees, and it would work to ensure that support has time to work
with new employees, and they are primarily focused on replacing workers who system that
would provide the employees the attention they require.

Ques 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?

Ans: There is a lot of space for interpretation in the replies to this question. Our suggested
structure would be as follows: HR Unit: conducting job analyses, planning labor needs,
recruiting, advising and training in the selection process, handling new employee orientation,
managing wage and salary administration, managing incentives and benefits, providing and
managing the performance appraisal process, facilitating organizational-wide communications,
and providing training and development services. Supervisors and other line managers are
responsible for interviewing and hiring new employees, training new employees, evaluating
performance, guaranteeing departmental and personal communications, and providing training
and development. Internet and human resources: delegate some tasks to specialist online
service portals and/or suppliers. Supervisors and other line managers are responsible for
interviewing and selecting job candidates, training new employees, evaluating performance,
departmental; personal communications, and training; development.