Jack Nelson’s Case

Flow of the Presentation

Case Case Q&A

Conclusion
Narration Discussion Discussion
Case Narration
Jack Nelson’s Case

• Banking Firm
• Jack Nelson – Introduced as member of the Board
Of Directors – Home Office
• Ruth Johnson – Curious about her work – What the
machine was called, What it did
• Working there – Since 2 months – However she
knew precisely how to operate the machine.
• One Branch office supervisor – Spoke to Nelson
“
Something was wrong
Jack Nelson’s Case

• Employee turnover – High

• Customers to see & loans to be made – little time
to work with new employees as they came & went
• All branch supervisors – Hired their own
employees – Without communication with home
office or other branches.
• Opening developed – Suitable employee – replace
who had quit.
Jack Nelson’s Case

• Nelson – toured all 22 branches – similar

problems
• Well-run institution – Grown from 27 to 191
employees during past 8 years
• More he thought – More he got puzzled
Case discussion
Jack Nelson’s Case

• Ruth Johnson was not exactly knowing the

machine’s name in which she was working in –
Poor Training
• “Little time to work with new employees as they
came & went”, they didn’t work on getting the
employees trained & that lead to employee
dissatisfaction – Higher employee turnover
Jack Nelson’s Case

• There was no centralized recruitment system.

• Communication Gap is prevailing between
branches & home office.
• Home office does not have HR department. While
most of the problems that appeared in the case is
related to employees issues.
Q&A discussion
Question 1 :-
What do you think is causing some of the problems in the
bank’s home office & branches?
Question 1

• High employee turnover

• Lack of communication between the supervisors,
branch offices & home office
• Ruth Johnson was unable to describe the machine
& its functions which means there was no one to
help her understand the functions of the machine.
Question 2 :-
Do you think setting up an HR unit in the main office would
help?
Question 2

• YES!!
• Better recruitment & evaluation process of
employees
• Better management & motivation of employees
• Training & Reward program
Question 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?
HR Unit’s Functions

• Recruitment, selection, training, employee

relations, health & safety, compensation &
performance appraisal
• Coordinative role between management &
employees
• Assistance & advise to line managers
• High performance work systems through
technology
Line Manager’s HR Responsibilities

• Placing the right person on the right job

• Giving orientation to new employees
• Training employees
• Controlling labor costs
• Interpreting the firm’s policies & procedures
• Creating & maintaining department morale
• Protecting employees' health & physical condition
Internet’s Role in HR

• Self-service
• Call centers
• Productivity improvements
• Outsourcing
Conclusion
Conclusion

• Incorporate an HR unit
• Carry out team bonding sessions
• Proper training/orientation
• If possible treat employees not mere as employees
but as a family member
• Listen to there suggestions, queries, changes, etc.
• Create channel of communication between
employees & superiors
Conclusion

• Conduct employee motivation sessions

• Pay well as per the intensity of there work
• Reward & Penalize both at the right time.
• Recognize the hard working & highly involved
employees.
THANKS!
Any questions?

Group Members :-
Jestin George (MB001)
Abhay Alex (MB002)
Archit Challu (MB003)