The Pacific Supermarkets case raises the issues of retaining good performers, human resource planning, or lack thereof, along with other issues of recruitment and selection.
The outline of the case is such that the regional manager, Ms. Susan Chapman, has become aware that Mr. Phillip Bailey, her top district supervisor, has accepted an appointment with Safeway through reading the announcement in the newspaper.
After talking with Mr. Bailey, Ms. Chapman has decided to transfer one of the other supervisors from a smaller district into Mr. Bailey's district and begin a search for someone else to fill the smaller district supervisory vacancy. Ms. Chapman has only a job description as a guideline for recruitment and selection as she has no job specification.
The purpose of this report is to identify the main flaws in the existing human resource procedures and recommend alternative solutions.
2.0 PROBLEM IDENTIFICATION
2.1 It appears evident that retaining high performing staff is problem that the regional manager, Ms. Chapman, must remedy. Whilst as a regional manager not all factors affecting turnover are under her control, her status does have considerable bearing on those that work under her (Branham 2001). The communication between herself and the district supervisor, Mr. Bailey, appeared to have been minimal, which is evident when looking at the way in which Mr. Bailey's plans to leave the company came to light. Ms. Chapman needs to identify the areas lacking in regards to retaining her immediate staff, and there are a number of major areas for her to investigate to try and eliminate the possibility of this same problem occurring again. Ms. Chapman needs to discover whether her supervisors see a link between their pay and their performance, if they perceive advancement opportunities within Pacific Supermarkets, and if they feel their...