The Dilemma: Goodbye, Jimmy, Goodbye. Essay

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The Dilemma: Goodbye, Jimmy, Goodbye. Essay

Questions:
1. Is at that place anything incorrect with the mode the short list was prepared by Gloria? 2. What do you propose sing the readying of the short list?

Answers:
1. Based on the instance presented. there is truly a large error with the mode of taking the appliers for interview done by Ms. Gloria Tadino. As a enlisting supervisor of the HRMO in the company. she is expected and it is a must for her to analyse and measure the sketchs and applications of the appliers based on the criterion set by the company. She must put aside her personal prejudices because the appliers she eliminated below the belt might be better than those she picked.

2. The company must be really careful. in the really first topographic point. in taking and seting an employee to be assigned as their enlisting supervisor because it is a really important place to make full in. On the job of this instance. I strongly suggest that Ms. Gloria Tadino must take a serious committedness to her occupation and come to footings with her yesteryear so she can travel on with her life.

She must be really professional in covering her responsibilities and duties so as non to give the quality of her public presentation and the operations of the company. She must fix the short list harmonizing to the standards set by the company—21 to 26 old ages old. alumnus of B. S. in Computer Science. and a occupant of Manila. She must take appliers depending on their credibleness and makings. non on her personal involvements. prejudices. and feelings. Hence. she should give extreme consideration to the abilities and accomplishments of the appliers that could lend to the success of the company.

2. Case 4: PONCIANO Retailing Company: Yesterday

Questions:
1. What do you believe of the reaction of the employees sing the decentalisation policy of Patrick? 2. Make you see the decentalisation policy as a large error? Why or why non?

Answers:
1. The reaction of the employees sing the decentalisation policy of Patrick was extremely anticipated and expected by top direction as Patrick thinks it is easy to replace those who will go forth.

Change is nerve-racking for employees on this instance as they have been working on a really functional decentralized organisational construction for several old ages already. However. the employees must besides open their heads to the alterations being presented by Patrick. as the latter was easy introducing steps to centralise decision-making. It is besides necessary for the employees to be receptive of those alterations. In many instances. employees and the company must travel frontward with the current alterations and demands at manus.

Since most of Patrick’s employees have worked in the former construction. it is uncomfortable and really hard for them to reassign to the new system of direction. Their attitudes are hard to change. and efforts frequently lead to resistance. In this instance. a healthy duologue between the top direction and employees must be facilitated by Danny in order to give Patrick a proper locale to put down. present and explicate the new policy and besides for the employees to show their ideas on the new policy versus the policy that they have been utilizing for old ages.

2. Decentralization policy or decentalisation in itself is an organisational construction by which day-to-day operations and decision-making duties are delegated by top direction to middle and lower-level directors within the organisation. leting top direction to concentrate more on major determinations. The demand to deconcentrate is deemed necessary in order to go on efficient operations. It besides has a batch of advantages. though releasing control may be hard for a concern proprietor accustomed to doing all the determinations.

Decentralization can besides authorise employees by holding more liberty to do their ain determinations. giving them a sense of importance and doing them experience as if they have more input in the way of the organisation. It besides allows them to do better usage of the cognition and experience they have gained and implement some of their ain thoughts.

Decentralizing takes some of the load of day-to-day concern operations off the concern proprietor. When the proprietor allows others to execute such undertakings as engaging new employees or telling supplies. this frees him/her up to pass more clip on big-picture points. such as planning for enlargement or meeting with of import clients.

A state of affairs may originate where the concern proprietor must be off from the concern for an drawn-out period of clip because of unwellness or other exigency grounds. Decentralization gives a better opportunity that the organisation will keep autonomy because directors and employees are accustomed to working autonomously.

A decentralised organisation is able to do determinations more rapidly than one with a centralised construction. A director frequently can do a determination without holding to wait for it to travel up a concatenation of bid. leting the organisation to respond rapidly to state of affairss where fast action can intend the difference between deriving and losing a client.

For a turning concern. decentalisation can ease the procedure of enlargement. For illustration. if enlargement consequences in opening a new concern unit in a different geographic country. decentalisation allows the new unit to run as an independent entity. intending it can respond more easy to the specific demands of the country. such as make up one’s minding to sell merchandises that appeal to the local market.

3. Keeping Up with the IT

Questions:
1. State Samuel’s chief job.
2. Discourse the country of consideration following the usher below:
Samuel’s Strength
Samuel’s Weakness
Samuel’s Opportunities
3. Give your proposed solutions/alternative class of action to assist Samuel get the better of his job. ( lower limit of three )





Answer:
1. Samuel’s chief job is that he is non technology-savvy and he has really low self-pride because of his age.

2. Samuel’s Strength. Weakness. and Possible Opportunity
Samuel’s Strength:
He fundamentally knows the manual operations in the HR field of the endeavor. He has got full cognition for he has been working with the company for about 20 old ages. Samuel can do usage of this as his strength because it would be easy for him to place the nomenclatures and slangs when he uses the HRIS.

Samuel’s Weakness:

Samuel is rather hesitating and unreceptive of the new engineering because of his really low self-prides due to his age. Furthermore. he lacks involvement and willingness to lear the new system. This personal mentality of Samuel could be translated to an attitude job as this can be viewed as an issue of pride.

Samuel’s Possible Opportunities:

Samuel can take full advantage of the chance. since the endeavor is now on-line in its HR operations by utilizing HRIS. to bespeak for a preparation from their IT forces on how to utilize the HRIS of the endeavor. He merely have to open his head on this really of import alteration being introduced and do full advantage of the resources at manus. There could besides be a possibility that other employees of the endeavor have the same concern or job as his.

3. a. ) Technology is indispensable to every concern. even little concern endeavor is non an freedom. Samuel has to come to footings with his fright. He must confront it because it is the new tendency in the concern universe. Everything is merely few chinks off. He has to understand that the endeavor would wish to keep a competitory border and construct a strong presence in today’s concern universe. The endeavor can non afford to be left behind in the concern bandwagon merely to provide his fright.

b. ) As the endeavor wants to be competitory in the concern universe. Samuel besides needs to vie despite his age. He needs to cognize that engineering knows no age because it is merely a affair of involvement and willingness to larn. Since he has full cognition of the old manual system of the HR operations. he must take full advantage of it when he starts to larn the HR information system of the endeavor. He can inquire inquiries while on preparation and take note on the difference between the manual system and the new electronic system. He must besides be familiar with the rudimentss of computing machine and cyberspace. plus the slangs used in the new HRIS.

c. ) He can bespeak for a preparation on how to utilize the new HRIS because I believe that the endeavor will be really happy for Samuel to demo involvement and willingness to larn and follow the new system. He can besides bespeak for a really smooth passage for his advantage in allowing spell of the manual system and utilizing the new system in full. But he has to make the passage in a really sensible period of clip so every bit non to halter the full operations of the endeavor.

While on passage. Samuel may besides see some engineering awareness schemes merely to maintain himself abreast that he is working with new engineering. He must find his demands. measure the resources available to him. rank the resources in order of usefulness to him. and do or let clip to utilize the resources available for him.

4. Reyes Department Store.

Question:
1. Discourse the procedure that Nicole should follow to work out this job.

Answer:
1. First thing is foremost. Nicole needs to look into and reexamine the bing company criterions and processs. every bit good as. the contracts of the company’s employees which include their occupation descriptions. A good employment contract will spell out the range of an employees’ duty to the company. including their rubrics.

If Nicole found the contract so explicit. she can ever mention to it when nearing Jet or other employees about responsibilities and duties that are non included. If it is non expressed. so she can pull strings around what was stated and what is being asked. It is non easy for a newbie director to be in that place as Nicole but merely her work requires her to present consequences. Nicole besides needs to understand that it is besides hard for employees to inquire for elucidation on an employment contract during the hiring procedure. but it is something that is a must. Hence. there is a demand for a reappraisal on the occupation descriptions and employment contracts with the employees. particularly those who need it.

There is a great demand for Nicole to look into and reexamine the occupation descriptions because. in most instances. occupation descriptions sometimes fail to accomplish their of import intents. A occupation description is merely valid and utile to the extent that it accurately reflects occupation content. Jet and other employees with same attitude toward work may be given to disregard the decision-making facets of their occupation. All occupations involve a grade of decision-making. which must be clearly defined in the occupation description. otherwise the range of duty and answerability will stay ill-defined. On the other manus. possibly the occupation descriptions of Jet may hold failed to concentrate on his expected occupation behavior or are non truly specific plenty about the needed behaviours. There is a demand to depict what an employee demands to be done in specific and mensurable footings.

Furthermore. Nicole needs to place the root cause of the issue. specify the obstructions. analyze her options. act on an in agreement class of action. and look at how it turns out. and whether any alterations need to be made. In her class to look into and reexamine the occupation descriptions of the employees. she needs to ever see the fact that holding a papers that specifically sets forth the minimal occupation demands helps guarantee that all employees are on the same page and traveling to one way merely. To her advantage. the occupation descriptions of the employees provide her and the employees a common apprehension of the occupation outlooks. A chiseled occupation description can be used as mention for developing enterprises and as a footing for public presentation assessment criterions. Job descriptions are of import tools in developing the employee-employer relationship.

Last. Nicole. in her manner to deciding this issue. needs to pay attending to the inside informations of the chief job by merely puting the scene by paying attending to the involvement of the many—listen really carefully and respectfully and be unfastened to holding a duologue or symposium with the employees sing the affair at manus. She needs to garner information by traveling deeper than the surface to truly acquire an apprehension of Jet and other employees’ need. concerns and points of position.

She needs to be objective—not personal ; and seek to see her actions from the point of view of the other individual. She besides has to be an illustration to her co-workers in seting aside single ends to come to a reciprocally agreeable and good solution in order to turn to the occupation description issue. Brainstorming with the involved party/parties must besides be considered for a win-win solution. Of class. Nicole needs to do certain that all parties have better understanding on each other’s places by educating every employee about their occupation descriptions and the criterions and processs of the company.

5. Trial Scores versus Letter of Recommendation

Questions:
1. Should Vangie ignore the trial tonss and engage Angela Joy? Explain your determination.
2. Would it be sort to engage or non to engage Angela Joy?
3. What is your recommendation to assist Vangie work out this job?


Answers:
1. Vangie should non ignore the trial tonss of Angela Joy. The trial tonss are based on the standardised employment and personality testing of the company. The trial tonss are a really of import constituent in finding and engaging best tantrum employees for a certain occupation vacancy. I believe that Mr. Max Ditangan will certainly understand and greatly appreciate when Vangie makes a really thorough account about the hiring procedure that needs to be considered. Hence. Vangie may even propose to Mr. Ditangan that Angela Joy possibly considered in other occupation gap of the company that would outdo suit her.

Furthermore. the trial tonss are indicants of occupation tantrum. work ethic. unity. aptitude. and nucleus competences which will ensue to a reduced employee turnover and engage a extremely motivated and compatible work force. I believe that Mr. Ditangan will to the full understand this affair. 2. With the given trial consequences. it would be sort if Angela Joy would non be hired. It merely means that she still has a batch of countries for betterment. Vangie merely needs to explicate the ground of non engaging Angela Joy as of now. That would be sort adequate.

3. Vangie may even propose to Mr. Ditangan to give Angela Joy an on-the-job-training chance. without salary. In this manner. Angela Joy will hold a opportunity to detect the how the operations in the gross revenues and selling section spell. After a certain sensible period of clip. Angela Joy may use once more and take the trials in order to look into if she now qualifies for the occupation. The company must non pretermit the trial consequences at all times.

6. Enrolling a New Production Manager

Questions:
1. How valuable is the tradition of publicity from within and how riotous will it be to divert from the tradition? What are the advantages and hazards of advancing from within in this state of affairs? 2. As caput of HR. how are you traveling to manage the job of the incumbent production director. Analisa Rafol. sing she rose from the ranks because of her exceeding public presentation record? 3. If the company decides to enroll from outside. what are the best external recruiting beginnings for happening a new production director?

Answers:
1. Promoting from within is a powerful morale and productiveness tool. as many surveies have shown. It is besides an attractive enlisting inducement for employees who want to cognize if a long-run calling way is available in the company. It besides provides advantages to employers because they already know what an employee’s strengths and failings are. advancement chances provide motive for staff to execute at their best degree. and the promoted employee already knows how the organisation operates and understands the business’ civilization.

However. advancing from within is non ever positive. It is can potentially advance unhealthy competition among the employees. When one individual is promoted. bad feelings can ensue in the people left behind. This can take to dissatisfaction at work. hapless work public presentation and even bitterness from employees who feel slighted or overlooked. Some workers may hold felt entitled to a publicity even if they were non qualified. merely because they have put in more clip at the company. If length of service were the lone standard for publicity. people could be promoted to a occupation they can non execute. which could take to them being fired.

In this state of affairs. it is advantageous for the company to advance from within because they have already identified a production supervisor who is bright and capable and could likely get the cognition and accomplishments needed to be a good production director. Thus. doing employee experience that the company rewards difficult work by offering him an chance to take on new duties of which he has a great involvement. Hence. still maintaining the tradition of advancing from within which will maintain the company’s good repute to their employees.

However. advancing from within is potentially unsafe in this state of affairs. Knowing that the incumbent production manage. Analisa Rafol. rose from the ranks because of her exceeding public presentation record. This might make a struggle between employees because the competency of Analisa will now be undermined which will take to her bad feelings of being left buttocks.

2. If I were the HR caput of this company. I will speak to exceed direction and urge to them to reexamine Analisa’s great parts to the company. sing the fact that she’s been with the company for 18 old ages and she had been promoted many times because of her exceeding public presentation record. It is really best to take those things into serious consideration because those are really critical.

Since the production section adopts the latest engineering and production procedures. possibly Analisa still has an issue on familiarisation in utilizing the new engineering possibly due to her age and she merely masters the manual procedure. or possibly because she’s non tech understanding at all. I would besides urge to exceed direction to give Analisa an intensive preparation on the use of the new engineering and comparison and contrast it with the manual 1. so she can easy place the difference. Hence. she can go easy familiar with the new 1. This must besides be done within a really sensible period of clip which will besides include rating and appraisal. This manner. Analisa would non experience bad at all. in fact. she will be delighted by such act of kindness and consideration.

But afterwards. if Analisa fails to hit the mark on her public presentation matrix. so something has to be done with due procedure.

3. Sometimes. internal beginnings may non be able to provide suited individuals from within. Externals beginnings give a broad assortment of pick to the direction. A big figure of appliers may be willing to fall in the organisation. They will besides be suited as per the demands of accomplishment. preparation and instruction.

In this instance. the company may take these two methods of external beginnings in enrolling a new production director:

a. Educational Institutions:
The company may direct recruiters to educational establishments where they meet the members of the module of the school and individuals in charge of arrangement services who recommend suited campaigners.

B. Ad and/or Television:
These media tools are really effectual particularly in looking and recruiting of campaigners for managerial places.