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 is a full-time active duty human resource sergeant that relies on software and
systems to facilitate accurate data to provide snapshots of our units readiness, and provide
positive solutions for service members. The situation is that the Army has changed our human
resource systems that have been used for decades to a new dashboard style system. For years we
have been able to dissect an issue and apply a solution to the problem because of our experience
and expertise. However, that is not the case with the new system, people are still learning how to
navigate around the system to provide those solutions, a lot of its potential is still unknown.

I will analyze how this situation changed our human resource capabilities to include:
accountabiltiy, personnel actions, awards, promotions and customer service. I will determine if
this situation affected the structure of the organization and processes in which we used daily to
facilitate the readiness of our service members. I will reflect on certain issues within our old
systems and how they were addressed with our new system, conduct a deeper look into how
these issues affected the force and how it has impacted the culture of the organization.

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

As mentioned previously, the organization itself depends on human resources to make an impact
around the globe. It is dependent on the ideas, energy and talents associated with the individual
to keep moving in a positive direction (Bolman & Deal, 2021). In the Army, people matter and
while there is potential misconceptions about the reason “why” may be subjective. There are still
objectives that have to be accomplished and a daily work life that need to be meet for the overall
mission criteria.

From a human resource standpoint, we have to build strong relationships with our soldiers to
understand when and what changes with their personality, mental capacity, and physical fitness.
We have to know everything about them because when we take someone to war, we have to

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know their strengths and weaknesses to provide accurate talent management. The concern for
conflict is intertwined with how the Army operates, there will be times when there is conflict and
as leaders we have to learn how to direct it efficiently. Through conflict we grow as individuals
and as a team. With the new system being implaced it can change how we provide support for
our Soldiers. It not only has a learning curve, but also has to be effective at providing readiness
to the force.

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

Although the system that the Army uses is primarily for its human resources, there is not
much that I would try to change regarding its formulas. An alternative course that I still would
have found advantageous would have been additional time to learn, adapt and critique the system
before they fully launched it into our battle rythmn. However, this does not fully apply in a
human resource frame. The Army has an continuously changing environment, therefore a system
that provides detailed information in a timely manner is great.

With a new system that is focused solely on human resources and specific roles and
responsibilities its important we utilize it effectively. In a human resource frame, we have to see
how it effects the people and what we can do to improve the productivity and longevity of the
organization. If we decide to operationalize the system, then we need to provide some key
context to how the system is supposed to be ran, and some measuring criteria to how successful
it is.

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

After learning about the Human Resource frame it is a new way of thinking about an
organization and how effective it is through its human capabilties. Through the expectancy
theory we can see the ratio between the amount of work to performance. When we review how
this system can effect the force, we also have to look at how to utlize the system to its full
potential. People make decisions and we have to adjust to the new policies and procedures that
are initiated.

With the new system we can see that it is effective and will work well in the future. However,
what we can see statistically is that it jeopardizes the readiness of the force. People are waiting
longer then expected for a variety of different resources. This ultimately effects the human
resource lens, as people are the number one priority in order to complete the mission. Without an
effective system, we lose the ability to be productive when and where it matters most.

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 References

Bolman, L. G., & Deal, T. E. (2021). Reframing organizations: Artistry, choice, and leadership.
Jossey-Bass.

Field manual. Army Publishing Directorate. (n.d.).

https://armypubs.army.mil/ProductMaps/PubForm/Details.aspx?PUB_ID=1023495

New U.S. Army Human Resources System is the change the army and its soldiers need. Army
University Press. (n.d.).
https://www.armyupress.army.mil/Journals/Military-Review/English-Edition-Archives/
September-October-2022/Eggers/