Case Study Analysis: Issues Regarding Hiring And Training In Western Saving And Loan Bank

Background

In Western Saving and Loan bank, they have some issues regarding their hiring process and training. It came into notice that in few branches the promotion of employees was not on the basis of their performance or as per the education or experience but was on personal relationship or to please their friends or coworkers at large. There was a lack of responsibility among the workers which leads to distress the quality of work. Organization at large suffers due to an incompetent workforce which is a liability for any company resulting a loss in both qualitative and quantitative work and profits (Williams, G. 2013).

In the given report I have taken an analysis of the case study which will determine the fact that hiring of Charlene Brown was wrong and also no proper training was provided to improve on her skills from time to time. Her undeserved promotions encouraged her more to become arrogant. She intimated her superiors and co-workers to get promotions and to shrug themselves of any responsibility her superiors gave her promotions and increments. She also has had a habit of coming late to the office on a regular basis resulting in less working hours, but no disciplinary actions were taken against her.

It is analyzed here that there is a flaw in the hiring of the right candidate for the job which resulted in poor business. HR or supervisor should take full responsibility for their candidates and should provide them with proper training and feedbacks from time to time (Levoy, 2011).

When hiring is done, the proper training is given to the candidate and is also kept on probation to evaluate them for some time. On the basis of the feedback and evaluation candidate is offered a permanent job in the organization. If wrong hiring is done it affects the business at large in terms of production cost, financial cost, employee morale cost and reputation cost (Ditlev-Simonsen & Midttun, 2011).

• Productivity Cost: A bad hire required more time to train or to understand the organizational working. The managers or HR will give more time to make them understand the system this will result in lowering the productivity of supervisors. They will engage more to solve the conflict between the hire and coworkers.
• Financial Cost: Not only the salary but the cost of training is included for bad hires, and if we let them go it will add on the additional cost for a new hiring process and joiner. Hence increasing the HR budget or department budget is anyway company’s loss.
• Employee Morale Cost: The coworkers will feel low as more time is given to bad hires by their managers. The bad hire has disoriented equations with their co-workers which results in poor team building.
• Reputation Cost: Organization reputations build with its workforce. Bad hire results in bad publicity in competitors and for a recruitment drive. It hampers the image of the company with its consumer too (Chamberlain, 2016).

Hiring the candidates for the job is an elaborate process. It includes both time and money. If the right candidate is not hired on time, then productivity gets affected. After joining and proper training one can conclude the skills and personality trait about them.

Undeserving candidates will have a problem in delivering their targets or goals. They tend to make the same mistake over and over again and would not deliver what was promised during the time of interview. They will also have a problem in adapting the new office environment or culture, will try to compare the policy or norms of their previous job. These all need to be addressed by the supervisor. They generally try to create toxic environment or differences among the teammates to get benefit out of it. Change of attitude was previous workers could be seen. The whole productivity of the team goes down (Tantri, P. 2017).

Analysis of the situation

Time to time training should be provided to all the employees under the different supervisor who can evaluate them without being partial. The feedback and report should be well documented and should be given to HR for any further actions if required. This will help the employee to grow in an organization and will learn from its flaws. It will shape their future, and they will full fill their responsibility with more ease.  Feedback will help the organization to evaluate the person during the time of appraisals and promotions. All the training attended by them will also be considered. Feedback not only from supervisors should be considered but also from co-workers should be considered (McGrath, 2016).

Managers or HR should take full responsibility for their joiners or those who are working under them. Managers should monitor their teams, and if any complaint or they find any flaw in their work, it should be reported and documented. If require they should consult with respective HR department to take some action. If found some guilty of any offence committed. There should be full accountability of both. Everything thing should be well documented and should be reviewed from time to time if any loss in terms of reputation or productivity is reported that strict action should be taken. Managers can cross check or monitor the productivity of other teams to evaluate them more precisely (Kaufman, 2015).

The organization should have audits in their different unit to keep the record clean. Audit of the department is necessary to understand the business better. It will give a better view of the business its strength and weakness. The company can use this information and build on its strength and make new policies to diminish its weakness. This could be one within the company or outsourced. Outsourced Audit is time effective and cost effective too. They give unbiased and correct information to make policies or changes. It involves cost both in terms of human and financial. A whole department will be set up which will be responsible for the internal audit which reviews each and every department and process and will assess them. External Audit will check from time to time if the internal audit was done correctly or not (Jyoti, 2013).

It is very important to understand the mindset of the employee. If he has the zeal to perform but due to come to constrain has found difficulty in achieving its target than proper training should be provided. They should be continuously motivated by their mentors and heads. If they have any issues with the policies of the company it should be explained to them adequately. During the time of appraisal, it should be explained to them how and what basis they have received their incentives. It will help them to understand the operations of promotions (Ditlev-Simonsen & Midttun, 2011).

Issues with hiring and training policies

This process will be best to understand the functioning of the organization. It will not only focus on the productivity but also the workforce productivity, and cost involve in it. It will be difficult for the small organization to conduct but they encourage internal audit to check on any malpractice if happening in their organization.   There will be chances that that reports can be biased but the percentage will low as compared to no audits. The employee will be more dedicated and will share their responsibility to achieve company records. Consumer calls or queries should also be recorded for audit reason. This will be real-time checking. As per audit training to should be provided and if found guilty of malpractice should be terminated. 

Conclusion

For any changes in the organization, it employee should be trained to change with the culture and environment of the office. They should be time to time check and training provided with feedback. This will give a chance to the candidate to improve on its skill set if required meanwhile company can also understand if the employee is asset or liability to them.   It is essential for the company to formulate such policy for promotion which not includes the superior feedback but also from the team and include other audits done in the past. The file should be maintained with correct information and proper documentation. Hiring and training is the most important pillar for any organization to succeed (Sahay, 2015).

References

Ditlev-Simonsen, C., & Midttun, A. (2011). What motivates managers to pursue corporate responsibility? A survey among key stakeholders. Corporate Social Responsibility And Environmental Management, 18(1), 25-38.

Haskins, M., & Shaffer, G. (2011). Assessing professional development program impact. Strategic HR Review, 10(1), 15-20.

Jyoti, N. (2013). To analyze the Impact of Serial Prescription Audits with Active Feedback on Quality of Prescription Behaviour. JOURNAL Of CLINICAL AND DIAGNOSTIC RESEARCH.

Tantri, P. (2017). Impact of Third Party Audits on Compliance and Corruption: Evidence Using a Policy Experiment. SSRN Electronic Journal.

Williams, G. (2013). Sharing Responsibility and Holding Responsible. Journal Of Applied Philosophy, 30(4), 351-364.

Chamberlain, R. (2016). Five steps toward recognizing and mitigating bias in the interview and hiring process. Strategic HR Review, 15(5), 199-203.

Kaufman, R. (2015). The Air Mauritius story: how HR can impact company culture. Strategic HR Review, 14(1/2), 2-7.

Levoy, B. (2011). How to Avoid Hiring the Wrong Employee. Optometric Management. 46(9):16,19, SEP 2011.

McGrath, M. (2016). Five ways to help your employees advance their careers (without leaving the company). Strategic HR Review, 15(5), 238-239.

Sahay, P. (2015). Lean Six Sigma tools in the hiring process. Strategic HR Review, 14(1/2), 22-29.