OGL 481 Pro-Seminar I:

PCA-Human Resource Frame Worksheet

Worksheet Objectives:

1. Describe the human resource frame

2. Apply the human resource frame to your personal case situation

Complete the following making sure to support your ideas and cite from the textbook and other
course materials per APA guidelines. After the peer review, you have a chance to update this and
format for your Electronic Portfolio due in Module 6.

1) Briefly restate your situation from Module 1 and your role.

The situation that I profiled in my submission for module one was a description of when
the City Manager of a local municipality decided to move the Diversity
Office from one department to another. The Diversity Office was set up to
implement programs resources and services for all residents regardless of their status. The
department was originally held in the Community Services department which
encompassed the Housing Authority and Community Revitalization divisions. The
City Manager made the decision to move the Diversity Office into the City
Manager's office after a summer of social justice protests as well as
the societal and organizational rise of diversity, equity, and inclusion being
at the forefront of organization decisions. This additionally meant that the office
staff was cut from 4 to 1, as well as allocated budget being stripped and the office’s
budget was absorbed by the City Manager.

2) Describe how the human resources of the organization influenced the situation.

Organizationally, the changes to the structure of the City was done in a manner that was
not unheard of before. It is often the case that the City Manager makes determinations to
grow, replace, or combine different city departments depending on the needs of the
organization. A good example of this was when the Parks Maintenance for the city was
moved from Building Facilities to the Park and Recreation Department for more efficient
leadership. The HR department of any municipal government is set up for the protection
and progression of the city’s interests. This made the physical movement of staff a much
easier endeavor. Also, the HR department took care of the backend administrative work
of transfer pay codes and personnel items. The only only department that was required to
complete the transition was the Office of Management and Budget.

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3) Recommend how you would use the human resources for an alternative course of
action regarding your case.

In this case, I would want to make sure that the Human Resources Department took a
more important role in the transition of the Diversity Office and the stated commitment
towards creating a more inclusive environment. Some of the most effective policies in
DEI are the ones that are implemented throughout the HR process. In recruitment and
retention, the HR department is uniquely equipped to make lasting changes in the
organization. When moving forward with the decision to relocate the DO, city
management should task their HR department with taking more of a partner role in the
process as opposed to the administrative role they had. They can provide decisions
making stakeholders the premium amount of information like workplace trends. This
would be an opportunity for the organization to combine organizational objectives and
interpersonal capabilities.

4) Reflect on what you would do or not do differently given what you have learned
about this frame.

I think that the biggest thing I would do different in terms of the Human Resources frame
is to make it a more people involved process. When a division like the Diversity Office is
moved and given such an elevated role, it makes waves throughout the workforce.
Given the reality that for the past couple years, the DO had taken such an elevated role
in employee engagement and empowerment, the workers have a concerted interest in
the office. This is not to say that the decisions would be highly influenced by non-
managerial positions, bu the most critical benefit of the HR frame is that it gives leaders
a better understanding of the feelings and beliefs within an organization. After the
transition, I would make it an immediate directive of the DO to hold peer decisions and
focus groups as an example to the workforce that we as management are committed to
the implementation of real and sustainable changes within the organization.