Jack Nelson's Problem

2099 Words Jul 5th, 2008 9 Pages
Jack Nelsons Problem

Following has been noted as few problems faced by the bank’s home office and branches.

- High employee turnover: The major issue was that employee turnover was quite high within the office, as a matter of fact every time an employee would be hired , their would be another employee resigning. We understand that employee turnover is a costly expense especially in lower paying job roles, for which the employee turnover rate is highest. Many factors play a role in the employee turnover rate of any company, and these can stem from both the employer and the employees.

- Lack of On-Job Training: It is the responsibility of the supervisors and managers to utilise available resources to train, qualify and develop their
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In addition, the Supervisor will serve as a facility trainer for key corporate initiatives and SME for HR Tomorrow processes and procedures.

•Develops and implements recruiting strategies to meet staffing requirements for non-exempt staff.

•Coordinates and conducts new-hire on-boarding for new associates. Reviews and updates as necessary to ensure accuracy of information.

•Assists in Generalist function in support of facility management including matters of employee relations, and develop SME knowledge of all HR Tomorrow functions/processes.

•Supervises temporary staff, who conduct testing/screening/data entry of candidates.

•Acts as the primary human resources pre screen interviewer for non-exempt.

•Manages recruitment expenditures as delegated by organizational areas and ensures recruitment costs are in line with budgetary expectations.

•Serves as a facility trainer for key corporate initiatives.

•Ensures all Human Resources functions, practices, policies, and procedures, particularly as they relate to recruiting, reflect, encourage, and recognize diversity and are in alignment with Avon values.

. Identifies legal requirements and government reporting regulations affecting human resources functions and ensures

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