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 organization is an entertainment theme park that provides attraction experiences for the
public to enjoy. They can enjoy these rides and shows that tell some of their favorite stories with
the use of some of the latest industry-led technology. My role is the senior leader of the
maintenance team which is required to perform specific routine inspections to keep the attraction
systems operating and available for the public to enjoy. The problem we are faced with is how to
best certify that all required maintenance against our manufacturer’s requirements is completed
each day before turning over the attraction to our operating partners. What tools do we have?
How do we record findings and corrective actions and how do ensure a safe operation for those
who want to enjoy the attraction?

2) Describe how the human resources of the organization influenced the situation.
There are many parts of human resources in our organization. The front-line technicians, the
maintenance management team, our engineering partners, our support staff, computerized
maintenance management systems, and our quality engineering team. All of these roles play a
role in ensuring our attractions and shows are safe for the public to enjoy. We commonly refer to
the swiss cheese model to prevent incidents. There are several layers of this chees and each one
has different holes in them. Only if or when all those holes align can something pass through and
cause an incident. We all work together to identify these holes, know where they are, work to
make them as small as possible, and prevent them from ever lining up through all our layers.

The resources of our organization all have a specific focus and attention to the operation that
provides a redundant and second set of eyes on our processes. We all have to work together and
understand each other’s roles. There is a defined hierarchy of who performs which roles and who
is responsible for which actions in our business practices. Some of our front-line technicians
assume that other layers, like management or quality engineering, are there to only find what
they are doing incorrectly. Whereas they are there to find these holes in our processes and help
mitigate any potential incidents from occurring. We are constantly auditing and reviewing our
work process and procedures to ensure we are not inducing further holes into our program. Our
work can cause harm if not properly performed. We need people to be motivated to do the

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preventative tasks that keep our attractions safe. We want them to come to work with a sense of
purpose and understanding that their work is important.

3) Recommend how you would use the human resources for an alternative course of
action regarding your case.
Many of our management team is made up of leaders that have been developed from the front-
line technicians. Although, we do occasionally hire outside leadership to promote diverse
experiences and different leadership styles. Having a majority of our leaders coming up from the
front line can also become a hole in the swiss cheese model described. Hiring leaders who bring
experience in compliance-driven maintenance can support how we can continue to improve our
process and bring new ideas. We need to continually look for diverse perspectives and leadership
styles that promote a motivating vision and understanding that supports people wanting to come
to work, do the right work, and help drive the business.

The work that is being performed by our technicians is critical. Our business should be investing
more in our technicians and rewarding them for the work they do. I do not think we do this
enough with the constant demand and requirements of the job. We can do this monetarily as well
as with empowerment and support. We need to provide additional training and increase roles of
responsibilities, like foreman roles and rotation of work areas, to further develop skill sets and
experience.

4) Reflect on what you would do or not do differently given what you have learned about
this frame.
There is not much more I would do differently in my organization regarding the human resources
frame. I would look to emphasize the importance of the different roles we have and continue to
bring our teams together and openly share experiences and the whys behind many of our internal
processes. Building empowerment and understanding should start with, why are we here to do
this work? I have a strong opinion that we need to further explain to our teams why do things
rather than what they need to do. I feel people will be more willing to comply and follow when
they understand the vision and why behind the what, reference what happened and why. We do
not do this enough across our organization.

We should continue to perform more reflection on where have been, and why we have created
certain processes and provide reminders of what we are here to do. We need to take the
opportunities to have more meaningful conversations and discussions as a group and one on one
with our team. We need to continue to audit and look for feedback from our team.
Understandably, all this takes time to pull people away from the operation but it also provides a
360 ° look at and assessment of how we are performing and how we can continue to improve
quality by making incremental improvements every day.

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Reference or References