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 ...view middle of the document...
Sourcing candidates andestablishing an efficient and effective recruiting and selection process will be an important first step.2) Planning and establishing operational goals and standards and developing rules and procedures tosupport business goals and strategies. Failure to do so will result in a lack of clarity around performanceexpectations down the line as each store becomes operational.3) Implementing effective Performance Management through setting performance standards, highquality appraisal of performance, and providing ongoing performance coaching and feedback to developthe abilities of each person and support positive employee relations.4) Designing an effective compensation system that will give the company the ability to attract, retainand motivate a high quality workforce, providing appropriate wages, salaries, incentives and benefits. Apoorly designed system will result in difficulty in attracting candidates, turnover and low employeemorale.5) Training and developing employees both at the management and employee level to be able toperform the job to meet the performance expectations. This should include a new hire orientationprogram as well as a program for ongoing training and development. Lack of attention to thiscomponent may result in errors, increase in operational costs, turnover, and morale problems.
2. What would you do first if you were Jennifer
Answers will vary; however, probably the most important first step is to ensure that thestaffing process is well designed and targeting the right mix of skills and abilities neededamong candidates. A thorough job should be done in analyzing the requirements of each job, developing a complete job description for each role, and sourcing candidates thatmeet those requirements. Significant time should be invested in the hiring process toensure that the candidates hired meet the requirements and possess the skills andabilities to do the job.Chapter 3
Application Case: Siemens Builds a StrateUntitled 1gy – Oriented HR System
Based on the information in this case, provide examples, for Siemens, of at least four strategically requiredorganizational outcomes, and four required workforce competencies and behaviors.
Strategically requiredorganizational outcomes would be the following: 1) An employee selection and compensation system that attracts andretains the human talent necessary to support global diversification into high tech products and services 2) A “learningcompany” in which employees are able to learn on a continuing basis; 3) A culture of global teamwork which willdevelop and use all the potential of the firm’s human resources; 4) A climate of mutual respect in a global organization.Workforce competencies and behaviors could include 1) Openness to learning; 2) teamwork skills; 3) cross-culturalexperience; 4) openness, respect and appreciation for workforce diversity.
Identify at least four of the strategically relevant HR system policies and activites that...