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.

I work as a staff accountant with a staffing agency that hires temporary doctors,
nurses and other medical professionals. My accounting department consists six
employees in the accounting department; 1-Chief Financial Officer (CFO), 1-Controller,
3-Accountants and 1-Accounts Receivable/Accounts Payable Specialist, I’ll call her
Amber. We do not have an actual human resources department, therefore, any issues that
need to be addressed are discussed with the managers.

When I first began working with Amber she seemed friendly and nice. However,
over a period of time, I learned that she had many different attitdues, based on who she
was talking to, it was either pleasant or arrogant. When talking with specific leaders, she
was very charming. I also noticed that she used a lot foul language which really surprised
me! Amber wasn’t very nice to newbies, which included me and the new Controller.
However, I think the Controller and I both seemed to blow her off. I also truly believe he
does not know how to address the situation and her attitude, but has specified that he
knows how she is and shrugs his shoulder. He compared her to his teenage daughter who
doesn’t listen to him too.

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

Interesting enough, the Human Resources department consists of only 1

individual, an Human Resource Director, I’ll call her Maddy. All the hiring and

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 screenings of employees being hired are done by the managers of each department in
sales, recruitment, payroll, and accounting. Maddy’s only responsibility is processing the
pay contract, the hiring documents such as the W-4, benefits, and direct deposit
information for internal staff. Maddy left the company for a few months due to an out-of-
state move.

The staffing agency hired a new Human Resource Director who took Maddy’s
position when she left the company. Maddy was contacted by the owner of the staffing
agency to continue her position via telework since the new Human Resources Director’s
position was considered unfit.

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

When we first began having issues, the CFO requested a meeting and we have not
had once since then. He shared that he was too busy to deal with dealing with the
financials and stated that the Controller would oversee the accounting staff and that if we
had anything to elevate we could share with him. However, the tenard accountant has
shared with the controller that the specialist is being difficult and would like for her to
cross train because whe she is out of the office; the tenard employee has to process on
behalf of the specialist, who she has titled an “overpaid data entry specialist with deep
issues”.
However, if we had an in-hour human resource specialist I would suggest taking
the many instances we have encountered with this employee human resources. Perhaps
they had the capability to discuss with the employee that if she doesn’t adjust her attitude
then she could be released from the company.
The tenard employee had informed the owner of the company that the specialist
was giving everyone issues. The owner stated that if she didn’t cooperate, he was going
to fire her. The owner met with the CFO, who then met with the specialist. The specialist
has adjusted her attitude since then, but they have also silenced her with a nice $4K
Christmas bonus.

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

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 I have learned about the Human Resource Frame is that it needs to be “framed”,
in other words, have structure. I have not been part of the company long enough to find
out if there ever was an actual department to handle and administer the needs of a
business regarding it’s employees. However, because of my years of experience working
in many industries, I have seen how some human resource departments are effective and
ineffective. I think Human Resources is more than just processing of documents, there
has be strategies for cases where employee issues arise.
The best type of structures are those who understand limiting turnover. The company I
work for has been quite different. One day, I see an employee. The next day the
employee is no longer around. We never get to see or question why the employee is no
longer working. There is no real opportunity for growth, no real sense of belonging, no
real stewardship. What I’ve learned is that the most important asset should be the
employee, retaining them and giving them the skills and attitudes needed to do their
work.

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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 (ASU Bookstore Automatic Purchase-Perusall
Version Only)