Priority Lists of HRM Issues
Priority #1: Supervisor span of control
Justification: Effective span of control for one supervisor typically is 5-8 people depending on the drivers of the department and the experience of the supervisor. In Bob’s case, it may have been more beneficial to begin with him supervising 5 people and taking on more as his experience grew. Or, he should have not been hired.
Action to be taken: Evaluate how many direct reports each supervisor currently has and look at realigning or delayering as possibilities.
HR Domain: Organizational Design
Priority #2: Realigning salaries based on performance measures and not hierarchical job titles
Justification: Employees have been promoted into positions and have been unwilling or lacked the skills to be effective employees in their positions. As responsibilities have been taken away the organization has not decreased their salaries to reflect it. Other employees are performing at higher levels while knowing their supervisors are have less responsibilities but high salaries. Star performers will be lost due to frustrations and lack of rewards.
Action to be taken: Implement a performance based reward system. Employees that consistently meet their company’s goals and objectives need to be rewarded by moving the ranks at the sacrifice of employees who are not.
HR Domain: Performance Management and Appraisal
Priority #3: Supervisory training
Justification: Two employees were slotted into positions they were not prepared for. HR needs to consider are the right people being slotted for the open positions.
Action to be taken: HR may need to consider implementing a mentor/mentee program with seasoned/experience supervisors and newly those newly appointed.
HR Domain: Employee Training and Organizational Development
The potential internal strength(s) is Ms. Roberts. She has been newly