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.

My role within the organization that I work for is as a Production Lead Assistant. The main
focus of my role is to lead teams of people well implementing best practices. The situation that I
spoke about in Module 1 was a tangled-up mess between the training department within the
company (Plxues Corp) and the departments I work in. I had to develop a cross-training program
for our department to ensure we understood the training gaps and where certifications were
needed. The training department assumed I did not know what I was doing. Still, when they
came to speak to me, they no longer questioned how I came up with the program but instead
used that program for their new inline trainer program throughout every Plexus Corp in America.

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

As new people started their job within the company and others who have already worked
there struggled to keep up with their training. It has become admit to me the needs of what
everyone needed along with the organization's requirements to work on product each day. I took
it upon myself to implement and create the training plan required for everyone because I knew it
would be best for the needs of the employees and the company's requirements. This would save
us time, know-how, and audit finding free. That is how the human resource frame played an
influence on the situation.

Another prominent factor that played into this is I allowed the employees to be involved in
the creation and what was going on. As a result, there was always considerable support backing
me up on everything and a sudden curiosity from the employees to learn more to fill up their
graph. Some got to having almost all of the department training down. As stated in our reading
Reframing Organizations by Bolman, L.G., & Deal, T. E.,

Progressive organizations implement a variety of “high-involvement” strategies for improving

human resource management. Some approaches strengthen the bond between individual and
organization by paying well, offering job security, promoting from within, training the

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 workforce, and sharing the fruits of organizational success. Others empower workers and give
work more significance through participation, job enrichment, teaming, egalitarianism, and
diversity (Bolman et al., 2017, p156).

This is the same initiative we took. Again, we helped the team feel empowered and give
significance through being a part of the training that I was making. We also used this training to
see if there were possible raises to the amount of work each person knew and a one-on-one
session to see what else each employee envisioned for their future.

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

As stated above, I gave examples of how human resources helped the course of action for my
case, at least on a personal level. On top of what happened above, I can recommend that there is
something more I could have done. As a leader, we tend to find ourselves having a hard time
reflecting on our abilities, and this was the case when problems came about from the training
department. They did not believe I was pulling information from anything, that I had been
making up the needed training. I could have gotten my boss more involved and communicated
my concerns to Human Resources.

I would bring them into this because Plexus does not do any form of retaliation, no matter
what it is. What the training department had gone and done not only belittled me, but they told
me to show them everything I did and then used that same system I made and took it as their
own. I did not do anything physically wrong, and I only did this in the best interests of the
employees and the company. I think with Human Resources; I could have gotten the backup I
needed from the other department when they were on my case.

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

I still believe that I had done the right thing. I knew what was needed, and my supervisor
gave me this job. So I did not feel as though I was out of line. However, after this week's frame, I
could have done differently by communicating with Human Resources to make sure everything
would have been okay to move forward with. There may have even been the case where I could
have collaborated with the training department to help implement the same system all around. A
few times, I had to contact two people from the training department on missing training from the
companies matrix, but aside from that, everything was all there that I needed.

This training project has been one of my biggest challenges and accomplishments to this day.
I wish that more of the training team could see what I am capable of than just the fact I was
working on something they should have already developed. As I am now, I would not have

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changed much of what I did as the departments still use the training but now under the new inline
training system with the training department. In all, I wish I had taken more steps to involve
Human Resources into the matter to best out of the situation and possibly on a better foot with
the training department.

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 Reference

Bolman, L.G., & Deal, T. E. (2017). Reframing Organizations: Artistry, choice, and
leadership (6th ed.). San Francisco, CA: Jossey-Bass