Name: Abdullah Wasi

Class: BEE-7A
02-133202-021
Case Study
HBM (Home And Business Mortgage)

Allegations on the company by employees

1) Age Discrimination
2) Ethnic Discrimination
To Combat these Allegation Company Adopted Some HR Practices,
1) EEOC (Equal Employment opportunity)
2) FMLA (Family Medical Leave)
3) ADA (Americans with Disabilities Act)

Now the Requirement of the company is to Hire a Manager for

Operations
Three Candidates Shortlisted With the Following Credentials

 1) Carlos Gutierrez
27year-old MBA graduate
Proficient in diverse business disciplines
Increased branch market share by 28% through innovative marketing
Skilled in team building
Recognized for leadership potential
Carlos have Specialized Knowledge, He has been exposed to a wide range of contemporary
business topics, including capital budgeting, human resources management, organizational
behavior, diversity management, accounting, marketing management, and team management
strategies.
The one point which is noticeable here is that Carlos has never managed a staff, but he is filled
with promise.
 Cheryl Huf-Cheryl

 Education and Commitment: She has a bachelor's degree in general studies, demonstrating her
dedication to both her education and her career in the mortgage and real estate industry.
 Longevity and Loyalty: Cheryl's 15-year tenure at Farm-Ranch Equity indicates her loyalty and
commitment to the company.
 Career Progression: Her ability to advance through various roles, from executive assistant to
managerial positions, underscores her professional growth and adaptability.
 Management Experience: Cheryl has managed a team of five employees in her most recent roles,
showcasing her leadership and supervisory skills.
 Dependability: References have highlighted her dependability, suggesting that she can be relied
upon to fulfill her job responsibilities.
 Task-Oriented: Described as a forceful taskmaster, she appears to have a strong focus on achieving
objectives and completing tasks.
 However, it's also noted that her subordinates have expressed concerns about her demanding
expectations, suggesting an area for potential improvement in her interpersonal and people skills .
 Rose Massin
 Rustiness on Modern Business Practices: Rose has been out of the workforce for 12 years, and
it's mentioned that she may be "a bit rusty" on modern business practices. This could pose a
challenge in an evolving business landscape.
 Skill Update: Given the fast-paced nature of business and technological advancements, Rose
may need to invest time and effort in updating her skills to align with current industry
standards.
 Resume Gap: Potential employers might have concerns about her lengthy career gap, although
her active involvement in civic activities and maintenance of business contacts can mitigate this
to some extent.
 Transition Back into the Workforce: Returning to the job market after an extended break can
be challenging, and Rose might face some adjustment issues as she transitions back into a full-
time work environment.
 Family Commitments: Depending on her family situation, juggling work and family
responsibilities could be a challenge.
It's important to note that these potential challenges can be overcome with determination,
training, and the right support network. Employers may also consider Rose's extensive prior
experience and community involvement as valuable assets.
 Selection of candidate
 Carlos Gutierrez-Carlos, as described in the provided information, may not be the ideal
candidate for the Operations Manager position in a mortgage company for several reasons:
 Lack of Direct Management Experience
 Focus on Marketing and Innovation
 Limited Mortgage Industry Experience
 Limited Mention of People Management

Cheryl and Rose may have more relevant qualifications and management experience compared to
Carlos.
 In this position Cheryl Huf appears to be the most suitable candidate based on the information
provided. But If Cheryl's subordinates have expressed concerns about her demanding
expectations, it's essential to address this issue. While Cheryl has valuable qualifications, her
leadership style may need some adjustments to ensure a more collaborative and positive
working environment.
 If the company is willing to work on improving Cheryl's people skills and leadership approach,
she could still be a viable candidate for the Operations Manager position.
 Rose Massin could also be a viable candidate for the Operations Manager position,
given her previous management experience and qualifications. Here are some reasons
 Rose Massin is indeed a strong candidate because of her Prior Management
Experience, Previous Success, Community and Business Contacts.

However, it's important to consider Rose's 12-year career break and potential rustiness on
modern business practices. If the company is willing to provide her with the necessary
training and support to update her skills, she could indeed be a strong candidate for the
Operations Manager position.

Ultimately, the choice between Cheryl and Rose depends on the company's specific needs
and its willingness to address any skill gaps.
After All the Analysis and I will choose Rose Massin. If the company is willing to provide
her with the necessary training and support to update her skills.