In the home office, a director asked an employee about a particular machine, the employee replied that she did not know what the machine was called or what it did, but she precisely know how to operate it. At the branch office, a supervisor explained that employee turnover was high, so she had little time to work with new employees as they came and went. All branch supervisors hired their own employees without communication with the home office or other branches.
I need some ideas on these questions. Thanks.
1) What do you think is causing the problems in the home office and branches?
-I think mostly lack of communciation. Anything else?
2) Do you think setting up an HR department would help, if yes, what functions should it carry out? What functions would be carried out by supervisors and other line managers?
3) What role should the Internet play in the new HR organization?
Lack of communication, for sure, but also lack of uniform training if the branches and home office are all using identical machines or programs for various tasks.
Let us know what ideas you have for questions 2 and 3, and someone here will be able to comment on your ideas.
for 2, maybe HR department could act as a link between branch and home office to foster better communication. Then what roles should supervisiors and managers be responsible for?
3, can't really think what role the Internet play.
Thanks for any help/ideas.
1) Communication is definitely a major factor contributing to the problems in both the home office and branches. Due to the lack of communication between the home office and the branches, there is little coordination and alignment in terms of hiring and training new employees. This leads to a lack of consistency and continuity in operations, which can result in confusion and inefficiencies. Additionally, the high turnover rate in the branch office further exacerbates these problems, as supervisors have limited time to work with new employees, resulting in a lack of proper training and support.
Another potential issue could be the decentralized hiring process, where each branch supervisor hires their own employees without any communication with the home office or other branches. This can lead to inconsistencies in hiring standards and qualifications, resulting in a mismatch between the skills required for the job and the skills of the employees hired.
2) Setting up an HR department would indeed help address some of the problems. The HR department can take on various functions related to employee recruitment, selection, training, and development. They can ensure that there are standardized hiring procedures and qualifications across all branches, thereby improving the quality and suitability of new hires. The HR department can also implement a structured onboarding and training program to ensure that new employees receive adequate support and guidance.
On the other hand, supervisors and other line managers should continue to play a role in managing their teams and providing day-to-day supervision. They can focus on the operational aspects of their roles, such as assigning tasks, monitoring performance, and providing feedback. The line managers should work closely with the HR department to ensure that they understand the skills and competencies required for each job, and to provide input on the specific needs and challenges of their respective teams.
3) The internet can play a crucial role in the new HR organization by facilitating communication, knowledge sharing, and access to resources. It can be used for various purposes such as:
- Online job posting platforms: The HR department can use the internet to advertise job openings and reach a wider pool of candidates. This can help attract more qualified applicants and increase the chances of finding suitable candidates.
- Online training and development: The internet can be utilized to provide online training modules and resources, allowing employees to access training materials at their own pace and convenience. This can be particularly beneficial for branch offices where supervisors have limited time to dedicate to training.
- Collaboration and communication tools: The internet can provide platforms for virtual collaboration and communication, enabling employees from different branches to connect and share information easily. This can help improve coordination, knowledge sharing, and overall communication within the organization.
- HR management systems: Implementing an HR management system, accessible through the internet, can streamline HR processes like employee records management, performance evaluations, and leave management. This can help in better organizing HR-related data and automating routine administrative tasks.
Overall, leveraging the internet within the HR organization can enhance communication, streamline processes, and improve access to information, leading to better efficiency and effectiveness in managing human resources.