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 am a student intern for the Human Resources department at ABC Enterprise Partners,

which funds ABC University. I was brought on board to create an employee handbook for the

organization. With the guidance of my business unit leader and support from my department, I

proposed a policy in the final draft of my employee handbook that addresses alternative days to

work remotely, compact work schedules, and different lunch periods based on the department's

needs. The legal team, human resources, and executive suite have all had various opinions and

everyone’s perspectives are not in alignment. The CEO vaguely mentioned an upcoming change

for our hybrid work model during a small social event. Not many people throughout the

organization, let alone the leadership team, are aware of the situation and there is no general

consensus on feelings towards it. Today, the change was announced company-wide and will be

implemented starting in October.

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

Human resources was a large factor in this scenario. The policy I created could affect how

employees balance their work and personal lives. This policy idea came about because the

president of ABC University wants half of all teams in ABC Enterprise Partners to work in the

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office every day of the workweek. Right now, all employees at ABC Enterprise Partners work

from home on Mondays and Fridays. So, if this new policy goes into effect, almost everyone at

the company will have to change their work schedules to fit this new plan for their specific team.

This policy was announced during three emergency meetings on September 6, 2023. Some of

the leaders and managers in the company weren't happy about it. They have to make decisions

about which team members should work in the office and who can keep working from home.

This means they have more work to do, and they might also have to deal with conflicts in their

teams. While the policy might sound good to regular employees who want more flexibility in

where they work, it's causing more challenges for the leaders and managers. They will be in

charge of delegating which team members will be on-site, which team members are essential to

be in the office on certain days, keeping track of every person within their team’s schedules, and

defining what teams are if it is department-wide.

3) Recommend how you would use the human resources for an alternative course of
action regarding your case.
(Insert 2 Long Paragraph Recommendation Here to Earn Excellent)

If I had control over how this policy was introduced within the organization, I would

have taken a more positive approach through the lens of human resources. Instead of framing the

need for a flexible work schedule policy as a response to the president of the University's

request, I would have presented it as a set of appealing benefits for the entire organization.

Research indicates that companies that prioritize their human resources practices are more

inclined to provide work and family benefits, including flexible working hours (Bolman and

Deal, 2021). When viewed from a human resources perspective, such a policy can be highly

advantageous for employees and be perceived as an effort to retain talent across the entire team.

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 Going down this path may have unintended consequences, potentially leading to division

among teams and a loss of cohesion. Many employees value the social connections they forge

within the workplace; some may eagerly anticipate daily interactions with their favorite

colleagues. If everyone follows different schedules, and the team as a whole can only come

together in person once a week, the bonds between coworkers may weaken or even dissolve.

Implementing this policy might necessitate additional staffing and resources within the

technology and solutions department. With a significant portion of employees working remotely,

there could be an increased workload for IT support, dealing with a surge in computer-related

issues and technology demands. These considerations should be weighed alongside the potential

benefits when deciding on the best approach to implementing a flexible work schedule policy.

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

Based on my understanding of this perspective, I would have taken a different approach by

engaging the executive leadership team to understand their specific concerns and objections

regarding the flexible work arrangements policy from the outset. Given the abrupt introduction

of this policy to the entire organization, it would have been prudent to consider a pilot program

within one department as a valuable precursor. This trial phase would have allowed the human

resources team to assess the impact on employees, their overall satisfaction, and the workload

faced by people leaders before implementing the policy organization-wide.

I agree with the overall direction taken by the organization to advocate for the flexible work

agreement policy. I believe that this policy has the potential to bring about positive outcomes for

employees within the organization and can serve as a valuable retention tool to keep team

members engaged and satisfied with their roles. By initially piloting the policy, any unforeseen

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challenges or issues could be addressed more effectively, ensuring a smoother transition for the

entire organization. This approach aligns with the goal of implementing beneficial changes while

minimizing potential disruptions.

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 References
Bolman, L. G., & Deal, T. E. (2021). Reframing organizations: Artistry, choice, and leadership
(7th ed.). San Francisco, CA: Jossey-Bass