ASSIGNMENT NO.

1
CASE STUDY

JACK NELSON’S PROBLEM

1.16 What do you think is causing some of the problems in the bank’s home office
and branches?

Bank’s Home Office Problems:

1. Miss Ruth Johnson has been working at the bank’s Home Office for last two months
and did not know about what machine she is using or what is does. It means that the bank did
not give her proper training to get herself familiarize with the name and the functions of the
machine. She only precisely knows how it 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 also represents that employees may not be aware of organizational culture.

2. The other problem identified is lack of communication and co-ordination. It

shows that there is very little or no interaction and communication between employees,
supervisors and managers at the bank’s home office. Miss Ruth Johnson is working in the
bank’s home office for two months and none of her colleagues or supervisor noticed that she
does not know the function or name of the machine.

Problems in 22 Bank’s Branches:

1. The problem I observed is that Human resource management function is not

maintained at Home office level. The supervisors at branches took initiatives and hire the
employees in addition to managing the branch.

2. The one serious problems identified is that the employee turnover is very high in the
bank branches. There may be several reasons like:

a) The employees were not fit / suitable for the position;

b) Recruitment process is not properly planned & implemented;
c) Employees were not given proper training as in the case of Miss Ruth Johnsons;
d) Employees are not appraised off for their work;
e) Poor compensation and benefits offered to the employees;

3. Another problem is that the branch supervisors are burdonsome with their routine
work assignments and other financial related matters. They are unable to focus on the proper
recruitment and training procedures. Or it might be possible that supervisors are best at their
own work but no proper training is given to them on recruitment process or its importance is
ignored.

4. Lack of communication and co-ordination amongst Home office and its branches. The
responsibility to hire employees rest with branch supervisors and they do not communicate
the above decision / information to the home office.

Remember that to recruit an employee and providing training costs severally to the
organization and high turnover is another costly factor.
1.17 Do you think setting up an HR unit in the main office would help?

Yes, I think setting up a HR unit in the main office of the bank will help, because it is
the solution to all the problems.

If the bank has a HR unit at home office, it can resolve the problems faced by the
bank in the following ways:

a) The HR unit determines employee needs at the place and recruit candidate according
to the job position. The whole administrative function is the responsibility of HR unit;

b) HR unit in the bank’s home office will empower and improve positive relationships,
communication and interaction between all employees on all levels;

c) Act as a bridge between managers, supervisors and employees;

d) HR unit identifies training needs, arrange workshops and seminars etc;

e) HR unit also keeps liaison with media;

f) HR unit addresses the high labour turnover issues properly.

g) HR unit motivates the employees, resolves conflicts amongst the employees etc;

h) HR unit is also responsible for safe and healthy working environment of the
employees.

1.18(a) What specific functions should a Human Resource unit carry out?

The HR unit or department will be responsible for the whole process of hiring new
employees to replace employees that resigned and also to fill new positions within the bank.
The whole recruitment and selection process from beginning to end is just one of the
functions of the HR unit.

It will be involved in advertising the position in the newspaper or on the internet,

shortlist the most suitable candidates for the position, interview the candidates, do various
tests, that will give an idea of the persons personality type and arrange a assessment centre to
see how candidate perform in various situations within a group.

The HR unit is also responsible to ensure and oversee that all employees received
proper training.

This can be an internal induction training program by the bank if they have their own
training facilities and trainers or an external training program by sending the employees to a
college, where they will receive training that is designed and approved by the bank. Existing
employees must also receive on-going training in cases like promotion, teambuilding and in
some cases refresher courses. The HR unit must ensure that all training programs, manuals
and resources are available to ensure efficient training within the bank.

The HR unit will also help motivate the employees by having an award system in
place. Any employee that works for the bank will then have a chance to be nominated and
receive an award for best performances. This will motivate and show employees that their
efforts and hard work is much appreciated and they are a valuable asset to the bank.
 The HR unit is also involved in the payment of salaries of the employees. The must
ensure that all employees receive the right compensation according to their contract and
hours worked.

They will also be involved in administration duties like preparing a breakdown of the
salary and benefits for every employee in the form of a pay slip. They will also have a record
of the personal information like bank details of each employee and will keep it updated at all
times. To ensure that employees salaries are paid in the right accounts.

The HR unit will also be involved in the movement of staff within the bank’s
branches. Basically, when a vacancy is available in any of the bank’s 22 branches it will first
be announced or advertised internally.

The HR department will also have a Performance Appraisal program in place.

It will also identify lack of knowledge and training in employees.

1.18(b) What HR functions would then be carried out by the supervisors and other line
managers?

The Supervisors and line managers of each bank should cooperate with each other and
with the HR unit, so that they have one goal in solving the problems that they are facing.

Supervisors and line managers must ensure that all employees work together as a
team. They can do this by having group discussions, workshops and encourage everyone to
get involved, so that no one feels left out. They must also be able to handle conflicts between
employees and ensure that it does not affect the team spirit.

Supervisors and line managers must also keep each individual motivated and make
them feel appreciated by showing interest in their work, communicating and interacting with
their employees. Another method to keep the morale of the employees high is to recommend
them for promotion and nominate them for an award.

Supervisors and line managers must communicate and interact with all employees and
encouraging them to do so as well. Better communication with each other will have a positive
effect on all employees and the bank’s branches.

1.18(c) What role should the Internet play in the new HR organization?

a. HR unit with the use of information technology (IT) and software can best manage the
benefits plans of employee in an organization. An applicant tracking software is available that
can be used for real time tracking of attendance, leave and salaries of employees.

b. Many organizations use intranet that is a single internal source that is accessible for
all employees within the company. It have all company related information like vacancies,
training, research, rules and regulation, goals, visions and all other information that the
company want to make available to employees.

c. The internet and e-mail can be used to communicate the employees. Another method
of communicating through internet is to use it to hold a videoconference with employees in
different branches worldwide.

d. Internet and LinkedIn and other social networking sites can be advantageous for
employers who use them for both networking and recruitment. Social networking sites play a
major role in recruiting the right candidates.
 e. Blogging is also an informal way to communicate with your customers and employees
and will help you highlight the type of our employees you do not want to hire.

f. The Internet can also be used by a HR organization to advertise, recruit and select
potential employees online. Most job websites allow you to reject resumes with unwanted
keywords and locations.

g. The Internet is also very helpful with training and research. Wikipedia and youtube is
the largest, free, online encyclopedia that will give you information on just about anything
and can be used for training and research in a HR organization. Employees can also use the
internet to develop and train themselves further by enrolling in a distance learning program.
Questions:-
1. Based on the information in
this case, provide examples for
Siemens of at
least four strategically required
organizational outcomes and
four required
workforce competencies and
behaviors.
Ans: Strategically required
organizational outcomes
would be the following:
1) An employee selection and
compensation system that
attracts and retains the
human talent necessary to
support global diversification
into high-tech products and
services;
2) A “learning company” in
which employees are able to
learn on a continuing basis;
3) A culture of global
teamwork which will develop
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-
cultural experience; 4)
openness, respect, and
appreciation for workforce
diversity.
ased on the information in this
case, provide examples for
Siemens of at
least four strategically required
organizational outcomes and
four required
workforce competencies and
behaviors.
Based on the information in
this case, provide examples for
Siemens of at
least four strategically required
organizational outcomes and
four required
workforce competencies and
behaviors.
Question No. 01. Based on the information in this case, provide examples for
Siemens of at least four strategically required organizational outcomes and four
required workforce competencies and behaviors.

Answer 1(a):
Followings are the strategically required organizational outcomes:-
1) An employee selection and compensation system that attracts and retains the
human talent necessary to support global diversification into high-tech products and
services;
2) A “learning company” in which employees are able to learn on a continuing basis;
3) A culture of global teamwork which will develop 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-
cultural experience; 4) openness, respect, and appreciation for workforce diversity.
An employee selection and compensation system that attracts and retains the
human talent necessary to support global diversification into high-tech products and
services;

Based on the information in this case, provide examples for Siemens of at

least four strategically required organizational outcomes and four required
workforce competencies and behaviors.
Ans: Strategically required organizational outcomes would be the following:
1) An employee selection and compensation system that attracts and retains the
human talent necessary to support global diversification into high-tech products and
services;
2) A “learning company” in which employees are able to learn on a continuing basis;
3) A culture of global teamwork which will develop 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-
cultural experience; 4) openness, respect, and appreciation for workforce diversity
Based on the information in this case, provide examples for Siemens of at
least four strategically required organizational outcomes and four required
workforce competencies and behaviors.
Ans: Strategically required organizational outcomes would be the following:
1) An employee selection and compensation system that attracts and retains the
human talent necessary to support global diversification into high-tech products and
services;
2) A “learning company” in which employees are able to learn on a continuing basis;
3) A culture of global teamwork which will develop 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-
cultural experience; 4) openness, respect, and appreciation for workforce diversity
 An employee selection and
compensation system that
attracts and retains the
human talent necessary to
support global diversification
into high-tech products and
services;
1. HR selection and compensation system should be attractive so that Siemens
retain the human talent to develop high-tech products and services;

2. A “learning company” in which employees are able to learn on a continuing

basis;

3. Encourage a culture of global teamwork which will develop and utilize the full
potential of employees;

4. A climate of mutual respect in a global organization.

1(b) Required Workforce Competencies And Behaviors:

1. Diversified workforce and cross-cultural experience to cope with globalization;

2. Team work skills;
3. Keen to learn new things & creating innovative ideas;
4. Respect, and appreciation for workforce diversity.

Question No. 02. Identify at least four of the strategically relevant HR system
policies and activites that Siemens has instituted in order to help HR contribute to
achieving Siemens’ strategic goals.
Answer:

1. Training and development activities to support continuous learning through a

system of combined classroom and hands-on apprenticeship training to support
technical learning;

2. Continuing education and management development to develop skills necessary

for global teamwork and appreciation for cultural diversity;
3. Enhanced internal selection process which includes pre-requisites of
cross- border and cross-cultural experiences for career advancement;

4. Organizational development activities aimed at building openness, transparency,

fairness, and diversity support.

Question No.3: Brief illustrative strategy map for Siemens.

A culture of global teamwork which will develop and use all the potential of the
firm’s human resources
A culture of global teamwork which will develop and use all the potential of the
A culture of global teamwork which will develop and use all the potential of the