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The Birth of the Human Resource Department

The human resource department aims to provide effective policies, procedures, and people
friendly guidelines and support within companies. Additionally, the human resource function
serves to make sure that the company mission, vision, values, or guiding principles, and other
factors that keep the company on the right track toward success.
The reasons that Alice gave that should be considered in deciding whether to start human
resource departments are:

The human resource paperwork interferes with my time to line up new accounts.
We should not chase two rabbits at the same time. In the end, we might not catch any.
Alice should focus on one job. Having two jobs is physically, emotionally, and
psychologically tiring. By the time comes, she will realize that her output is not as good
as before. By the time comes, she will realize that she should have focused on one job.
By the time comeswait! She should start a human resource department. This will be
able to fix her problem in doing paperwork. She can have someone do policies,
development, safety measures and others.

Certainly, someone else could do this human resource work better.-ACCEPTED


Yes, someone can really do the task better. Alice here is in doubt of her skills. She thinks
that she cannot be able to manage human resource work better. This is a good reason to
start a human resource department. Let professionals and trained individuals do the task
at hand. They will be able to help the organization prosper because it is their specialty.

Ive never had any training in human resource work, and I fear I might be unknowing
breaking laws.-ACCEPTED

Alice is ignorant of laws. Who knows, one employee might sue her for something she
was doing but she never thought that it was illegal. Lets give it to the human resource
department to do the resource work.

Ive done this human resource work long enough.-ACCEPTED


Alice here might be very bored of the job. And in order for productiveness to increase,
she must be interested, devoted and hardworking for the job. She needs to have an
Human resource department so she can handover the task she can no longer do. However,
she needs to guide them because she has worked long enough on human resource work.

These are the only two reasons we can point out that should not be considered in creating a
human resource department.

I dont like to do recruiting or interviewing.- REJECTED


Its not about the recruiting or the interviewing. Its about the attitude. Not liking
something is not enough of a reason to create a human resource department. And with
this attitude, Alice cant find good employees because of her dislike in recruiting and
interviewing. Sure she can just hand it over to someone willing. But she needs to change
her attitude about this and not create a human resource department because of her
attitude.

Without a human resource department, there is no one to whom I can delegate these
thankless tasks.-REJECTED

Human Resource Decision Making at Calgary Importers Ltd.


1

If you were the president of Calgary Importers Ltd., and were asked to resolve this
dispute. Whose agreement would you agree with? Why?
If I were to resolve such issue between the disputes of the two vice presidents, I think that
Rob Crusz, has a more logical thought about the subject. I think that within a company,
each and one of us has its own function and we are separated and put on our respective
field to function more effectively. In a company there are different kinds of departments
(finance, salary, etc.) and each and one of them has different functions from the other
including human resource department. In which case, if you let all the managers of
different fields decide on human resource issue, this would just turn into chaos.
Moreover, I believe that division of labor is a factor in achieving success in a company.
With this, departments should let each other function on its own but not totally since they
should interact and communicate with one another as well. But the point Im trying to
make is to let them have an autonomous decision on matters concerning their own
department.

Can you suggest a compromise that would allow kine managers to make these decisions
consistently?
I think that in solving such dilemma, they should agree that each department has their
own function hence they should function differently. If the human resource department
has no right in making decisions in the finance department, wont it just seem fair for the
latter to be treated just the same? The point of the matter is that, chaos starts when one
department intervenes with issue that doesnt concern them. On another hand, human
resource decisions does concern

other departments but that is the whole point of

establishing a human resource department, to focus and manage all issues regarding
human resources. The bottom line is that, each and every department has their own field
of expertise and a power of autonomous decision, these managers should just respect this
and focus more on the department in which that are put in.

Award-Winning Focus on Employees


1. Discuss the stages of career exploration and determine which stage Principal seems
to be addressing with each of the programs and policies described in the case.
EXPLORATION STAGE
In this period, people have many different career choices and they often choose job careers they
have been counseled, tutored or the jobs they think will fit their abilities and wishes. They make
critical choices about their careers before they enter the workforce for pay. Opinions of relatives,
friends, teachers, what we see in the movies, read o the internet helps them narrow their career
choices. It will lead them to certain directions. Exploration period ends as they make the
transition from formal education program to work. The most important in this stage is that
people need to develop a broad knowledge and a variety of job skills. They try a lot of potential
fields to see what they like and dont like. College internship and cooperative education program
is an effective exploration tour. In the exploration stage, we form our attitudes toward work
(doing homework, meeting deadlines, taking or avoiding shortcuts, attendance), and our
dominant social relationship patterns (easygoing, domineering, indifferent, likable, obnoxious).
Therefore, exploration is important and necessary preparation for work.

Eight hours of paid off to volunteer at a nonprofit agency of the employees choice,
including their church or childs school. This is addresses by this career exploration stage
becauseit gives time for employees to see more of what they can do. They are able to work
outside of their company with their choice job. This helps them achieve satisfaction while on the
job.

ESTABLISHMENT STAGE

This is the main stage in the career of a person. At the start of the stage, some people have found
their suitable jobs and these helped them have long and settled standings in their career lines.
Finding the suitable job is being accepted by your peers, learning the job and gaining the first
tangible evidence or failure in the real world. As usual, people pursue their original career
choices, but there are still many people considering that this stage is only a trial period to
continually test their skills and incentives for advancement in career. The stage begins with
anxieties and uncertainties. They may have a series of seemingly unrelated job because they
havent seen their place or attempted to establish one. This stage sometimes requires many
mistakes, learning from those mistakes and assuming increased responsibilities.

No meeting Fridays to allow employees to catch up on work, get organized, and decompress.
This program addresses the establishment stage because it gives space for an employee to pick
himself up after a series of working days. It gives them time to think whether the job is really for
them, what will they do about it and think about the consequences of their action or inaction.

MID-CAREER STAGE

During this period, people often compare what they have tried to pursue, the difficulties in career
they have, what they have to sacrifice, the loss they have endured to follow their career path as
well as their career ambitions with the achievements they have got in career such as position,
salary and so on. Here, individuals may continue their prior improvements in performance, level
off, or begin to deteriorate. Although one can remain productive at work, after faced with major
challenges in this stage, the pattern ceases to be clear as it was for exploration and establishment.
Some reach their goals early and even go to greater heights. Continued growth and high
performance are not only the successful outcomes at this stage. Maintenance and holding onto
what they have is another outcome in this stage.

Working Caregiver Leave, allowing employees to return to their job on a part-time


schedule with full-time benefits for 12 weeks to care for a new baby or other loved on
needing care after Family Medical Leave is exhausted. This is addressed by this career
exploration stage because it gives time to their employee attend to emergencies and at times
where they are needed most by their family. This program helps the organization have their
employees work on their most productive state.
LATE CAREER
Those who continue to grow through the mid-career stage often experience the late career stage
as a pleasant time and being able to relax quite a bit while on the job gaining the respect of less
experienced employees. Late-career individuals at times, escape expectations of outdoing their
previous performance. Their value to the organization typically lies heavily in their judgment,
built up over many years and through varied experiences. They often teach others based on the
knowledge they have gained.
Those who have stagnated or deteriorated during the previous stage will realize in the late career
that they will not have the same effect to the company as they have once thought or expected.
Employees who decline in mid-career may fear for their jobs. It is a time when individuals
recognize that they have decreased work mobility and may be locked into their current job. One
begins to look forward to retirement and opportunities for doing something different.
Offering older workers opportunities to work for several months in a non-profit
organization or overseas assignment. This program addresses this career stage because the
employees are old enough, they are given a chance to work on something worthwhile like in a
non-profit organization where they can help because of their accumulated experiences. They are
also offered the chance to work abroad so that they can relax for a bit and enjoy the new sights to
see.

Leadership Development programs to employees over fifty. This program also addresses this
career stage because employees that are old enough in the organization might be seen to have a
leader status by their young employees. They have the respect of the young ones and they should
not abuse it. They can be given leadership development program so they wont try to abuse their
power brought by old age and time spent in the organization.

DECLINE STAGE
The decline or late stage in ones career is difficult for just about everyone, but ironically is
probably hardest on those who have had continued successes in the earlier stages. After decades
of continued achievements and high levels of performance, the time has come for retirement.
These individuals step out of the limelight and relinquish a major component of their identity.
For those who have seen their performance decline over the years, it may be a pleasant time; the
frustrations associated with work are left behind. For the plateaued, it is probably an easier
transition to other life activities.
Happy Returns a partnership with Manpower, a temp staffing company that allows
retirees to work part-time while retaining retirement benefits. This is addressed by this stage
of career exploration because retired employees are the focus. This program will help the retirees
feel that they are not totally left out in the organization.

2. Principal seems to be trying to increase employee retention at a time when


companies are moving to more temporary and contract workers and the definition
of a successful career is changing to include employees who move to several different
employers. Why?

In todays highly competitive employment market, employee retention has become an integral
part in most of the organizations across all industries. The term Employee Retention has
gained momentum in the last decade. Many organizations today employ various processes and
measures to retain employees so as to encourage employees to stay in the organization for a
longer period.
Companies today are well aware of the fact that there are plenty of opportunities available for the
talented people. Companies are always in search of such people and would ensure to take
necessary steps to hire and retain them. The principal is increasing employee retention because
she feels that their employees are talented and keeping them in the company is a n asset. She
does not want to experience the effect of having turnovers because recruiting and hiring costs
more than paying the employees and giving them benefits. That is why, we think that she is very
keen in addressing the needs of her employees through various programs that specifically tackle
a stage of career exploration. This helps their employee feel satisfied in their current
organization. They wont search for options and the company wont lose them.

3. How does the concept of career development seem to apply to Principal?


First and foremost in career development is self-assessment or knowing yourself wherein
you identify your strengths and weaknesses as a person before goal setting. In goal
setting, the person identifies what he wants to achieve and how he sees the future ahead
of him. Equal career opportunities for women and focus on employees career
development had been the principals priority. He opened job opportunities for women
that empowered women and allowing them to occupy higher positions at the workplace.
His efforts have been so successful that the company brags recognition as one of the Best
Places at work by the National Association of Female Executives, Working Mother
magazine, Fortune, Latin Style magazine, and AARP. Career development seemed to
apply to the Principal in such a way since his efforts were paid off by the success of the

company he works in. he was able to develop his skills as a person and acquire his
desired competency to perform to achieve the objectives and goals set by him.

TABANAR, Bea
QUIRAO, Roevel
TELLO, Thapten

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