OGL 481 Pro-Seminar I:

PCA-Human Resource Frame Worksheet

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

While serving as a military recuiter in 2019 to 2021, I had a leader who prioritized his need to

be the best recruiting commander within the Brigade by exceeding the standards or quota for

recruits at any cost. The problem was the process in which he took to reach this recognition

without considering the affects on his organization and recruiters, more so, during the middle of

the pandemic when the economy was in chaos.

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

The human resources framework reflected more negatively in this situation. This was because in

order to fulfill the requirements set forth by the commander, we were not only working tirelessly

around the clock, but the standards for the pool of recruits decreased. It became a need for body

count instead of talent; this was shown by the increase in recruits dropping out before the end of

training phase. Not to mention the company morale was low and recruiters were overwhelmed

and mentally withdrawing.

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

regarding your case.

Organizations are only as successful as the people in it. Humans have basic needs and if those

needs are not met by the organizations, its mission and goals will not be achieved. After all, it is

the people’s talent, skills, innovations, and work that enables an organization mission to succeed.

As such, organizations provide the needed rewards, benefits, compensation, recognition, etc..that

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people require to do what they do best. With this in mind, I would have set a condition with the

company to recognize the best recruiters on a quarterly or semi-quarterly period. Offering a

bonus or some form of compensation to show that their work has not gone unnoticed. I would

also ensure that even though the priority is to become the best recruiting battalion, that a work-

life balance is just as important. By doing so, you are not only showing your employees that you

care about there well-being, but you are also motivating them to do their best and take the lead.

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

frame.

As I reflect back, I feel I could have listened more to some of the ideas and shared mine

with our recruiting team. Possibly, brought up some of the previously mention HR aspects to

supervisors and top-managers to at least consider. I realized that there were opportunities

presented to where we could have voiced our concerns, however, due to fear of repercussions,

most recruiters did not speak up. I think speaking up could have saved a lot of stress we faced at

the time, instead of just waiting to pass the time to move on to something else.

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 Reference

Bolman, L. G., & Deal, T. E. (2021). Reframing Organizations: Artistry, choice, and leadership

(7th ed.). San Francisco, CA: Jossey-Bass