Stability Bank Case- HROB
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Laurentian University *
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Course
2002
Subject
Information Systems
Date
Apr 3, 2024
Type
docx
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5
Uploaded by PrivateLlama1516
Stability Bank Case
Identification- Facts, assumptions, and symptom identification:
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Linda does not understand how Fred can just want to put people wherever there is a spot rather than think about what the people actually want
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There is a lack of open positions which made putting the right employees in the right job very important
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Stability bank had purchased Fidelity Trust only a few months ago; the merger resulted in
major human resource issues
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Fred was facing issues with not being able to place the Fidelity Trust employees into positions fast enough for the CEO’s liking
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Fred is becoming frustrated because it seems to him that no one wants to move from their
city, or existing branch to receive new opportunities
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Fred believes that the employees who do not want to accept new opportunities did not want to progress within the company, because they are not jumping at these opportunities
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Fred believes his most recent difficult to be Linda Jones as she has different ideas than him
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Fred believes these employees do not need career counseling and they just need a job
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He believes that employees must put in their time to be rewarded with a promotion and that Linda is wasting her time on employees who do not wish to move up to corporate ranks
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Fred knows he is being to harsh to Linda and believes it is from stress, he would like to speak to Linda again after his current meetings
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John Smith (CEO) was keeping with his beliefs and created policies including training programs, new employee incentives and a no layoff policy; this caused significant strain to the HR department
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The bank has several thousand employees without a job
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Linda has been assigned to find new positions and place 3 employees (George Price, Marjorie Williams and Edward Cheng)
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Each employee that Linda has been assigned to help has issues with why they are not able
to gain promotions or what they are wanting out of their career
Assumptions:
Linda is to find a place that will make each of these 3 employees happy, while also staying within the CEO’s policies and not implementing any training programs because it
was stated that they are not able to move forward with these programs until all employees
are placed.
Symptoms:
The CEO has implemented policies that are affecting HR responsibilities. The company is overstaffed with minimal open positions, with few ways to deal with these situations. They are experiencing difficulty with job placement and a lack of planning. There is a lack of communication between departments and many employees are getting frustrated as a result. It is a high stress environment.
Analysis- Understanding:
Problem Statement:
The main problem is that Linda is required to place George Price, Marjorie Williams and Edward Cheng in positions that will keep each happy and be beneficial for the company. Each of these employees has reasoning for where they are currently at and due to current HR policies in place by the CEO Linda is unable to place them appropriately.
Root Causes:
The root causes of this problem are as follows:
1.
Stability Bank has ensured redundant employees were placed in new positions at the same responsibility and salary levels; and if no positions are available the employee works in a different position until one is available that worked for them;
employees placed in these situations have highest priority to gain higher positions and are first choice for promotions
2.
John, wants all employees working in areas that are not overrun or redundant the day the merger was completed, this means John is pressuring Fred to move people
as quickly as possible so that Stability can focus its attention on other issues
3.
Fred believes that employees need to be flexible and only those who have worked there way up and shown dedication deserve promotions, this means that Fred wants Linda to just place employees wherever 4.
Janet believes that she has to many workers at her small bank, people are standing
around and being paid to do nothing, it is making her current employees lazy and Fidelity employees are taking jobs away from her current part-time employees
5.
George Price; main function as a manager is to keep his clients happy, he has no educational background besides high school, he is uninterested in going to take classes to be able to keep his customers satisfied as they continue to ask about investments 6.
Marjorie Williams; she only wants to be a teller, but wants to have full-time hours
which is not available currently, she needs to become open to other opportunities or a new city
7.
Edward Cheng; regional VPs have in his file he has excellent future potential, but due to all of the redundant employees they keep getting promotions rather than him
Impact:
The impact of these problems are that employees will begin looking for other jobs if they are not receiving what they believe they are valued at. HR employees are stressed and frustrated due to the inability to do the job they are wanting too. Linda is considering returning to her previous job due to Fred’s inability to see that people can not just be placed wherever. It is impacting the overall morale and job stability of people as well as causing strain on employees.
Alternatives/ Possible Solutions- Understanding:
Criteria to evaluate alternatives:
1.
Employee job placement
2.
Alignment with what the CEO wants for the company
3.
Employee satisfaction
4.
Reduction of stress on HR department (Fred and Linda)
Alternatives
1.
Leave employees as they are and discuss the policies with them and what the future may hold for them each
Pros:
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Will quickly place employees in positions as John and Fred want
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Will focus on planning of their careers later with training as wanted by the company
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Will alleviate stress of Fred
Cons:
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Will not improve employee satisfaction
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Will not alleviate the stress of Linda as she will feel like she did not help the people
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May have the employees searching for careers at different companies
2.
Encourage George to retire, explain to Marjorie what opportunities will allow full-time, and allow Edward to shadow a higher up employee
Pros:
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This will increase employee satisfaction as there wishes have been granted except for George
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This will alleviate the stress of Linda
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Will encourage employees to try new things and develop new skills
Cons:
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George may feel this is a forced lay-off causing issues with policy
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Fred will be upset that she did not find any available position for each of them
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This will encourage other employees to complain or talk about switching companies to get what they want
3.
Allow Fred to make these decisions himself and return to VisionTech
Pros:
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No more stress for Linda
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She will return to a job she was comfortable in and be back near family
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She will be able to do what she wants with her HR team
Cons:
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Fred will be left with everything and will have to hire someone else
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She will have left on bad terms with the company losing a connection
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She will have left with minimal accomplished and feel bad about it
Action Plan and Justification- Influence and prediction:
The main problem is that Linda is required to place George Price, Marjorie Williams and Edward
Cheng in positions that will keep each happy and be beneficial for the company. Each of these employees has reasoning for where they are currently at and due to current HR policies in place by the CEO Linda is unable to place them appropriately, her and Fred do not see eye to eye about
placing employees.
Selected Alternative
The alternative that we have selected is to leave the employees as they are and discuss the
policies with them and what the future may hold for each of them. Step-by-Step Action Plan:
1.
Short-term: -
Have the employees placed and explain the policies
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Identify any changes that need to be made in the future for any other mergers
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Identity a strategic plan for steps employees can take to earn promotions
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Evaluate the plan continuously 2.
Long-term:
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Continue to monitor the HR department
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Develop the training plans to allow for employees to work in different departments
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Develop new HR policies that do not cause as much stress for all employees
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Determine where more employees are needed and where less are needed
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Continue to monitor for changes needed
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Re Discuss with employees where they are in terms of promotion, etc.
Minimizing Cons:
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Explain when promotions may be possible
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Ensure complete understanding of steps that will be taken by the HR department in the upcoming future
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Explain programs that will be implemented and how they will help
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Give reasoning as to why this is a great company to work for and what the company is willing to do for them
The alternative that we have selected is to leave the employees as they are and discuss the
policies with them and what the future may hold for each of them. The best way to resolve the human resource problem is by ensuring that everyone is happy in this situation. This follows policy by not telling anyone that they will receive a promotion, but it gives them the steps that they need to understand in the company. This will allow for George to understand that he is unable to move any higher without the proper education and will be unable to communicate effectively with his customers without this knowledge. It will allow for Marjorie to understand why she is able to only be part-time as a teller, and potentially encourage her to try new things by explaining policy a bit more
to her. Finally, this will allow for Edward to understand why he has been unable to move
up, and will provide him with more information on when there is a potential for a promotion. This will allow for further development of employees, it will allow for policy
to be followed. It will also allow this to be a placement for them, which the company can
then continue onto implementing the training programs previously discussed which then other conversations with these employees can be had. The employees will be continuously notified on any changes in policies and what they are able to do to succeed in the company.