The staffing issue is not such a clear fix An outsider may suggest that there

The staffing issue is not such a clear fix an

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The staffing issue is not such a clear fix. An outsider may suggest that there are flaws with the bank’s new hire training program. While it is true that some trainers are better than others, a new hire gets their information from several different mediums that include one-on-one instruction, mentoring, webinars, and web-based training modules. In some instances, depending on the position, employees are even taken to meet and train with our upper management at our corporate offices intermittently over the course of several months, receiving a truly comprehensive introduction to our bank. While there are efforts to attract young talent at career fairs at several of our local universities, for some reason, it has generally not been very successful. Perhaps adopting a new workplace analytics program may be beneficial to aiding in the hiring of new candidates [Hof18]. This would require a major reduction in bias by the hiring manager though, which would come with varying degrees of difficulty depending on the person[Hof18]. Regardless, the hiring managers must be more patient and selective with who they choose for their branches, management, and business partners, particularly as the positions get higher in the corporate hierarchy[McC18]. They need to be a good fit and mesh well with their colleagues and subordinates and help drive growth and further the cause of the bank[McC18].
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A Case Study of the Engstrom Auto Mirror Plant13ConclusionRon Bent is a very good plant manager. He did a masterful job of saving a company that was in very serious trouble that could have ultimately led to its closure with his Scanlon Plan. What Ron did not do very well was react to the changing economic environment after the Scanlon Plan was in place. If Bent transparently modifies the Scanlon Plan to include provisions for when the company is operating at a deficit and to differentiate the incentivization of the management and plant workers, he should be able to navigate the turbulent state of employee dissatisfaction and return the Engstrom Auto Mirror plant to the state which he helped it achieve shortly after his hiring.The bank where I work desperately needs to get their hiring strategy figured out. They must actively seek out better talent by following better hiring practices and candidate screenings. They must also work to keep the good employees from seeking employment elsewhere due to workplace dissatisfaction by offering better support systems via more qualified staff, better on-the-job resources, etc. The employees must feel supported and appreciated and as though they have the opportunity for advancement if that is their prerogative, or they will seek it elsewhere.ReferencesCalvasina, G. E., Calvasina, R. V., & Calvasina, E. J. (2008). Making More Informed Hiring Decisions: Policy and Practice Issues for Employers. Journal of Legal, Ethical & Regulatory Issues, 11(1), 95-107.
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A Case Study of the Engstrom Auto Mirror Plant14Colombo, D. A. (2017). Transparency and Business Management Systems. Symphonya: Emerging Issues in Management, 2, 65-74.
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  • Summer '18
  • Brett Gordon
  • Management, Final Project, Auto Mirror Plant, Engstrom Auto Mirror

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