Case Studies EdM404 - TecsonNoesonB.
Case Studies EdM404 - TecsonNoesonB.
Case Study
(Chapter 1)
Keeping Up with IT
Samuel is in his mid-40s and has worked for Andres Enterprises for almost 20
years. Samuel has seen the enterprise grow from just over 20 employees when he
started to work for the enterprise to over 200 today. Even though Samuel has been
promoted over the years and his responsibility has increased, he has recently become
worried about his future at the enterprise. This has something to do with his uneasiness
in the use of computers. For the past five years, this was not much of a concern since
computers were not used in any HR applications. But with the Internet gaining so much
popularity especially in its application in the field of HR, Samuel is starting to be
restless. He feels he is no longer young to learn the new technology aside from the fact
that he is having a hard time understanding the system. Because Samuel is so far
behind his colleagues when it comes to using the new technology, he is shy to ask for
help. To make matters worse, a memo was issued by the head of HR informing
everyone to actively use the HRIS in different HR functions, including the processing of
applicants, payroll computations, and the employees’ benefits administration.
Case Study
(Chapter 2)
Based on the review of the store, Nicole, the general manager concluded that
one of the first things she has to attend involves developing the job description of her
store supervisors. During her first few weeks on the job, Nicole found herself asking one
of her supervisors, Jet, why he was violating what she knew to be part of the company
policies and procedures. Jet’s only response was that he was not aware of that policy
and was not aware it was part of his job.
Nicole knew that a job description, along with the set of standards and
procedures that specify what was to be done and done to do it, will go a long way
toward alleviating the problem.
Discuss the process that Nicole should follow to solve this problem.
In order to solve the problem, Nicole must see to it that she knew what are
the job description of her supervisors under his jurisdiction. Providing it to them
or giving orientation to them as a reminder will solve not only the current problem
but also the other problems that will come up in the future.
Nicole can provide trainings to his supervisors on how they can enhanced
their capacity to do their work successfully. She can also provide them technical
assistance so that she can assess what is the problem and they can solve it
collaboratively.
She can also remind her supervisors about their duties and responsibilities
like setting goals for performance and deadlines in ways that comply with
company’s plans and vision, organizing workflow and ensuring that employees
understand their duties or delegated tasks and monitoring employee productivity
and providing constructive feedback and coaching. If the supervisors are not
really doing their jobs properly or violating the policy intentionally then Nicole can
give fair sanctions that will to other supervisors to do their job properly.
Case Study
(Chapter 3)
1. Should Vangie disregard the test scores and hire Angel Joy? Explain your
decision.
Since Angel Joy was commerce graduate and her scores were way below the
normal cut offs level. It was clearly that she is not qualified for the job.
2. Would it be kind to hire or not to hire Angela Joy?
If Vangie is leveling the situation whether she can hire Angel Joy or not, giving
the chance that she can get favor to Mr. Ditangan. She must explain to his
managers that it is not bad to take recommendations but looking on his test
scores, she can’t disregard the reality that she is not qualified.
3. What is your recommendation to help Vangie solve this problem?
With the given situation she can talked to Mr. Ditangan that if they desperately
want Angel Joy to hire in the company despite of the low score, they can allow it
first as temporarily employee, not regular, giving her time to explore and prove
that she is qualified enough due to her performance in the company. Then based
from her performance, there is no doubt what would be the decision of Vangie if
she can hire or not Angel Joy.
Case Study
(Chapter 5)
Buenaobra’s Machine Shop employs about 300 people. During the summer
months, production volume significantly increases and the company needs to hire about
40 new employees to handle the heavy workload. Most of these new employees are
college and high school students who are on summer vacation.
All newly hired employees are asked to fill up the company’s application form
then instructed to go directly to the manufacturing site ready to start in their first day of
work. They receive no orientation. The workers are shown to a workstation and after a
minimum amount of on-the-job training, they are expected to start performing the jobs.
Most of the jobs are quite simple and hence, training is competed within 5 to 10
minutes.
The company has had an excellent experience with the students over the years.
Much of the success can be attributed to the older workers coming to the aid of the new
employees when trouble or difficulties arise.
One summer, the company experienced a rash of injuries to its employees.
Although most of the injuries were minor, the company felt it imperative to conduct a
series of short training programs on safe material-handling techniques. The company
was at a loss as to who should conduct the training. Out of desperation, the president
asked Jonathan Andres, one of the first line supervisors to conduct the training.
Jonathan had recently attended a training program on safety and was active in the Red
Cross. Jonathan reluctantly agreed to conduct the training.
In the first training session, Jonathan nervously stood up in front of 14
employees, many of whom were college students and read his presentation in a
monotone voice. His entire speech lasted about 7 minutes.
After Jonathan’s speech, the employees immediately returned to work. By the
end of the day, however, everyone in the plant had heard about the training fiasco and
all, except the president, were laughing about it.
Help the company president solve the problem by following the steps below:
1. State the main problem of Buenaobra’s Machine Shop.
The president asked Jonathan Andres, one of the first line supervisors to
conduct the training. Jonathan had recently attended a training program on
safety and was active in the Red Cross. Jonathan reluctantly agreed to conduct
the training even though Jonathan is not as good speaker that time.
Artermio was appointed CEO of Rafol’s Enterprises upon the death of his father.
The company went public under the leadership of Artemio and had to adapt to being
open and transparent to outside investors. There were pressures from the shareholders
to reduce costs and increase profits. In response, Artemio implemented cost-cutting
measures including downsizing by means of enforcing early retirement of employees
who he felt could not cope in the move to digitize the operation of the business.
As expected, most of the employees were not happy and this affected the morale
of their employees. Artemio sought the assistance of Ely Buenaobra, the VP of HR. Ely
suggested a comprehensive program wherein it is not just the managers who would be
evaluated based on achieving results but even the employees by means of
demonstrating to their employees that their performance affects company results. This
in turn will show to the shareholders that the company’s primary objective is to increase
performance.
Help Melinda and Sister Lallaine solve this problem by following the steps:
1. State the main problem of the hospital.
Loss of occupancy rate in the hospital and low income of the hospital.
2. State the different areas of consideration following the guide below.
Strengths of the Hospital:
They have more experiences in operation of the hospital through the years and
they many employees (doctors and nurses)
Weaknesses of the Hospital:
Since the loss of occupancy rate it seems to be that they don’t have plans or
solutions/alternative courses of actions or ACA on how they are going to deal
with the upcoming competitions from other hospitals that might be constructed
near in their hospital.
Opportunities:
It is now their opportunity to do some actions with regards to their employees
skills and abilities with further adjustments of their equipment’s in the hospital
providing the best aide that they can give to their patients. Knowing the skills and
abilities of the hospital to serve faithfully within their job description will improved
the moral of the hospital to the people.
Case Study
(Chapter 8)
Help Dean Lacap and Dr. Pancho solve this problem by following the
steps below:
Help Cristina Andres and Ching solve this problem the steps below:
1. State the main problem of Dr. Ching
How they are going to solve the problem of support employee for Ching
because he is pregnant or transfer to another job with reduced salary.
2. State the difference areas of consideration following the guide below.
Strengths of the company
They have employees who are capable ad well skilled with the jobs.
Opportunities
They have opportunity to address the needs of their employees in this special
case.
Threats
They don’t have to give leave of absence unpaid or transfer in any job
because it will just results for having low morale in working in this type of
conditions of their workers.
3. Give your proposed solutions/alternative courses of action or ACA (minimum
of three) to help Cristina Andres overcome this problem. State also the
advantages and disadvantages of each.
a. Give Chris a maternity leave with incentives.
b. Give Chris support with other employees that is capable of lifting heavy
objects.
c. Transfer her to a section of job temporarily without requiring her to lift
heavy objects within her situations but can get back to normal after the
birth of her child and get back to work.
4. State your recommendation based on your ACA.
Just give her a worker support for the heavy lifting job and give her maternity
leave with incentives.
5. Provide a conclusion or detailed action plan to implement your
recommendation using the guide below:
Specific Activity Person Time Frame Budgetary
Responsible Requirements
Give added Other men worker For the time Conditions
employee to help before she take certificate
her maternity leave
Case Study
(Chapter 10)
For many of our countrymen, a job that will feed them and their families and
provide for a decent roof above their heads is the first step in finding poverty. And for
those who already have jobs, seeking higher wages is the next step to improving their
standard of living.
During the last decades, however, our workers have learned that the route to
receiving higher take-home pays – even if just to keep up with inflation – is not
something that they can get from government, especially with changes in labor laws that
ultimately favoured business.
The decentralization to regional levels of wage boards, for example, that would
hear and grant wage increases had weakened the strong militant labor union movement
of the 1960s and 1970s.
Labor also lost its fight against “contractualization”, which grants legitimacy to the
concept of contract day-to-day work. This ultimately threatened job security of workers
and even led to decimating the ranks of organized labor.
The rise of industrial estates that have the support of local governments
promising the absence of labor problems has bred a docile breed of workers. During the
recent financial global crisis, factory workers accepted without fuss management’s
decision to layoff or reduce work days.