Case Study - Mountain Bank Essay Example | Topics and Well Written Essays - 750 words

Case Study - Mountain Bank - Essay Example Universalistic approach Universalistic approach focuses on identifying a set of practices that are beneficial to all organizations. It has a number of practices known as the commitment strategy that are beneficial to organizations. Practices in the commitment strategy give an impression that management cares about its employees. The strategy also ensures that employees have the training and freedom to pursue important job tasks. Mountain Bank should ensure that the tellers are treated well and know that they are valued as they are the main contact persons with the customers. A good and committed work force has been proved to increase efficiency in an organization and therefore increasing the overall productivity of the organization. Employees should be well trained on their tasks as they are the main drivers of customer satisfaction in the organization. Long term commitment will also assist in facilitating the strategy of leveraging the strong retailing clientele to taking up their s ervices in the real estate and corporate areas. Human Resource Strategies There are four human resource strategies that an organization can take up and these include the internal/cost approach, external/cost approach, internal/differentiation approach and external/differentiation approach. ... This strategy emphasizes hiring and retaining loyal employees who do task as per instructions given. Organizations with this strategy design work so that employees have broad roles and perform a variety of different tasks. Persons recruited and hired fit the organization culture and have a potential to become loyal employees. Efforts are made to satisfy the needs of employees and build a strong bond that reduces the likelihood of employee turnover. Organizations with this human resource strategy hire people early in their careers and provide them with extensive training in a number of different skills. Careers include different positions and promotions are made into positions that are not closely related to previous experiences. Performance appraisals are designed to facilitate cooperation rather than competition, thus encouraging team work. Compensation includes long-term incentives and benefits. Unions which help build feelings of unity are common in organizations with this kind of strategy. The external orientation combined with a cost leadership strategy results in a Bargain Laborer HR strategy. The emphasis of this strategy is on obtaining employees who do not demand high wages. Organizations with this strategy design work so that managers can tightly control employee efforts. Each employee is given clearly defined tasks that can be learned easily. People are recruited and hired to perform simple tasks that do not require clearly developed skills. Minimal attention is given in meeting the long-term needs of employees. Organizations with this human resource strategy don’t provide careers with clear paths for promotion and advancement. Performance appraisal focuses on a day-to-day feedback and rarely incorporates formal measures. Training is