Ensendencia, Princess Joy Ann S.

HRM 1
BSBA-OM
CHAPTER 2 – CASE STUDY
Reyes Department Store
Discuss the process that Nicole should follow to solve this problem.
Initially, Nicole needs to check and survey the current organization procedures
and systems, the agreements of the organization's representatives which incorporate
their sets of expectations. A decent work contract will light up the extent of a
representatives' responsibility to the organization and that include their titles.
If Nicole found out that the contract is clear, she can always refer to it when
approaching Jet or other employees about the duties and responsibilities that are not
included. If it is not clear, then she can manipulate around what was stated and what is
being asked. It is difficult for a new manager to be in that situation as Nicole however
just her work expects her to convey results. Nicole also needs to understand that it is
also hard for workers to ask for clarification on an employment contract during the hiring
process, but it is something that is a must. So, there is a need for a review on the job
descriptions and employment contracts with the employees, particularly the individuals
who need it.
There is a requirement for Nicole to check and review the job descriptions
because sometimes it fails to achieve their significant purposes. Jet and other
employees with same attitude toward work may tend to ignore the decision-making
aspects of their job. All jobs involve a degree of decision-making, which must be clearly
defined in the job description, otherwise the scope of responsibility and accountability
will remain unclear. On the other hand, maybe the job descriptions of Jet may have
failed to focus on his expected job behavior or are not really specific enough about the
required behaviors. There is a need to describe what an employee needs to be done in
specific and measurable terms. Also, Nicole needs to identify the root cause of the
issue, define the obstacles, examine her options, act on an agreed course of action, and
look at how it turns out, and whether any changes need to be made. When she checks
and reviews the job descriptions of the employees, she needs to always consider the
fact that having a document that specifically sets forth the minimum job requirements
helps ensure that all employees are on the same page and going to one direction only.
CHAPTER 3- CASE STUDY
Recruiting a New Production Manager
Answer the following questions:
1. How valuable is the tradition of promotion from within and how disruptive will it be to
deviate from the tradition? What are the advantages and risks of promoting from within
in this situation?
It is significant for a company to have a tradition of promoting or advancing
its employees from within since it can be a win-win situation wherein not only does the
company save time and money but also strengthen the whole management.
However, planning to deviate from the said tradition might bring negative effects such
as having the possibility to develop jealousy among other employees when promoted,
confusion and not being able to cope up with the changes in the working environment.
First is that, when supervisors and management at all levels are encouraged to
be on the lookout for company employees who offer exceptional potential, promotion
from within can be seamless and have little or no cost at all. Second, it is likely to have
an employee who is already familiar with the
company policies, written and unwritten. Next, an employee would certainly get
motivated to do works that will bring positive results to the company and to him as well
are some of the advantages when applied in the situation. There would also be risks like
eventually making the employee synergy down that is often the foundation for success.
2. As head of HR, how are you going to handle the problem of the incumbent production
manager, Analisa Rafol, considering she rose from the ranks because of exceptional
performance record?
Although failing in the position assigned, I’d still consider Analisa Rafol to be a
part of the company because of the exceptional performance record she has. Despite
being an ineffective production manager, the skills Analisa used to have in her earlier
position will help rise the company in the latter part. Moreover, assigning someone
who has greater potential to take over Rafol’s position would be a better solution.

3. If the company decides to recruit from outside, what are the best external recruiting
sources for finding a new production manager?
Being management staff, it is a need for the company to recruit the most suitable
person who has a great experience in managing the production well. I suggest utilizing
the Private Employment Agencies method that can serve as an excellent source of
qualified applicants and the head-hunters method which direct their efforts toward
finding high-level managerial and professional talent for organizations through raiding or
luring employees away from other organizations.
CHAPTER 4- CASE STUDY
Test Scores versus Letter of Recommendation

1. Should Vangie disregard the test scores and hire Angela Joy? Explain your decision.
Vangie should not disregard the test scores of Angela Joy. The test scores are
based on the standardized employment and personality testing of the company. The
test scores are a very important component in determining and hiring the best fit
employees for a certain job vacancy. I am certain that Mr. Max Ditangan will surely
understand and greatly appreciate when Vangie makes a very thorough explanation
about the hiring process that needs to be considered. Vangie may even suggest to Mr.
Ditangan that Angela Joy maybe considered in other job opening of the company that
would best suit her. Moreover, the test scores are indications of job fit, work ethic,
integrity, aptitude, and core competencies which will result to a reduced employee
turnover and hire a highly motivated and compatible workforce. I believe that Mr.
Ditangan will fully understand this matter.

2. Would it be kind to hire or not to hire Angela Joy?

With the given test results, it would be kind if Angela Joy would not be hired. It
simply means that she still has a lot of areas for improvement. Vangie just needs to
explain the reason of not hiring Angela Joy as of now. That would be kind enough but
again, she may be considered in other job opening of the company that would best suit
her.

3. What is your recommendation to help Vangie solve this problem?

Vangie may even suggest to Mr. Ditangan to give Angela Joy an on-the-job-
training opportunity, without salary. In this way, Angela Joy will have a chance to
observe the how the operations in the sales and marketing department go. After a
certain reasonable period of time, Angela Joy may apply again and take the tests in
order to check if she now qualifies for the job. The company must not neglect the test
results at all times.
CHAPTER 5- CASE STUDY
On-The-Job Training at Buenaobra’s Machine Shop
1. State the main problem of Buenaobra’s Machine Shop.
The company still doesn’t have a system for orientation and on-the-job training
for newly hired employees though they are frequently hiring high school and college
students on vacation during peak seasons causing rash of injuries to its employees due
to lack of orientation.
2. State the different areas of consideration following the guide below:
STRENGTHS OF THE COMPANY
The company has had excellent experience with the students over the years.
Much of the success can be attributed to the older workers coming to the aid of the new
employees when troubles or difficulties arise.
WEAKNESSES OF THE COMPANY
All newly hired employees receive no orientation. The company’s training for new
employees is completed within 5 to10 minutes only.

OPPORTUNITIES
The old employees have certain skills in certain aspects of the company that can
be used during training and orientation of the newly hired employees.
THREATS
The company may bring more injuries to their employees that may get out of
control and that may cost them more if the company will not come up with a properly
planned training program for their newly hired employees.

3. Give your proposed solutions / alternative courses of action or ACA to help the

company president overcome the problem. Don’t forget to state the advantage and
disadvantages of each solution.
a. List learning styles and needs of his target population, which in this case are the
newly hired employees who are college and high school students. This alternative could
be advantageous in a way that the company could ensure that the new employees will
really learn from their training because their learning styles were considered.
b. Incorporate training buddies who are a seasoned staff and are assigned for segments
of an on-the-job Training Day to a new worker. The role of the training buddy will be to
teach and guide the new employee, set as a model to the new employee, oversee and
ensure that the new employee is doing the job properly following the company’s safety
protocol, and to communicate and to provide a realistic picture of what the new
employee should do to accomplish the job correctly.
c. Select practical strategies for On the Job Training that must be creative to keep the
interest of the new employees, and that will only consume the available resources of the
company.

4. State your recommendation based on your ACA.

Since the alternatives can work good together when combined, the management
should List learning styles and needs of his target population, which in this case are the
newly hired employees who are college and high school students incorporating training
buddies who are a seasoned staff who are assigned for segments of an on-the-job
Training Day to a new worker.

5. Provide a conclusion or detailed action plan to implement your recommendation

using the guide below:

SPECIFIC PERSON TIME FRAME BUDGETARY

ACTIVITY RESPONSIBLE REQUIREMENT
List learning styles HR manager 1 month Php10000
and needs of his
target population
Selection of training First line 1 week Php5000
buddies supervisors
Preparation of HR Manager 2 weeks Php8000
training schedule
CHAPTER 6- CASE STUDY
Why the Need to Change

1. Do you agree with the proposal of Ely? Explain your answer.

I agree with Ely’s proposal. I think it is needed by the company right now since
there’s a new administration coming and appraisals would be a very big help for more
productive employees.
Written effectively, employee performance evaluations are very helpful to the
productivity of an organization. They provide you with the tools to gather information
and communicate company and individual goals to all employees. These evaluations
are tools that have the ability to make everyone more productive and engaged in their
jobs and therefore make the company more successful.

2. If you were an employee of Rafol’s Enterprises, how would you react to the new
evaluation system that will measure your performance vis-à-vis predetermined
outcomes or objectives?
It would be new to me. Something that is not done or practiced for a long period
of time, or a change. But of course, most employees are very interested in knowing how
well they are doing at present and how they can do better in a future. They want this
information to improve their performance in order to get promotions and merit pay. It
also gives satisfaction and motivation. And for me, if this means promotion or a better
future or more training to improve myself or my skills, I would gladly undergo the
process.

3. Who should be involved in developing employee outcomes/objectives?

It is the HRM activity where the individual worker’s efficiency is observed and
appraised during a given period on the basis of a systematic uniform performance
standard because an HR’s job is always for the organization’s development like
designs, directs, and manages a company-wide process of organization development
that addresses issues and manages employee communication and feedback.