Yes. There is clearly a problem with communication, and the effects are felt in the area of employee commitment. Additional contributing factors include the lack of consistency in the policies and procedures of various locations. There is no cohesiveness to the staffing activities of this organization. 2. Do you think setting up a HR unit in the main office would help? Of course we think it would!
Since there are HR-related problems both in the home office and in the branches, it is clear that if a personnel office were set up, it would need to help to coordinate the HR activities in the branches. 3. What specific functions should it carry out? What HR functions would then be carried out by supervisors and other line managers?
Some specific functions should Hr unit carry out, such as: ob analyses, planning labor needs and recruiting, providing advising and training in the selection process, orientation of new employees, managing wage and salary administration, managing incentives and benefits, providing and managing the performance appraisal process, organization-wide communications, and providing training & developing services. Supervisors and Other Line Managers responsibility is to: placing the right person to the right job, orienting new employees, interviewing and selection of job candidates, training new employees, appraising performance.