Running head: Module 3: Human Resources 1

Module 3: Human Resource

Vanessa Pecly

Arizona State University

OGL 481: Pro-Seminar I

January 27, 2024

Dr. Dangelo
Module 3: Human Resources 2

Module 3: Human Resource

Briefly restate your situation from Module 1 and your role:

In my role as the Director of Client Success at TechCom Solutions, I faced the difficult

task of maintaining team cohesion and morale amidst a wave of downsizing initiatives.

Favoritism in layoffs and promotions, dictated by the personal biases of the president, posed a

significant threat to the integrity of our team dynamics and the fairness of opportunity within the

company. The absence of a structured and impartial HR function was acutely felt as it could have

provided a buffer against arbitrary decision-making. My responsibility extended beyond

managing client relationships to advocating for transparency and equity within our department.

The company’s pivot towards financial survival highlighted the vulnerabilities in our human

resource practices and the urgent need for reform (Bolman & Deal, 2021, p. 121).

Employee engagement and general job satisfaction at TechCom Solutions declined as a

result of a lack of possibilities for staff growth and assistance, which made the issue worse. This

made me reevaluate how we approach human resources and highlighted the necessity of having a

strong HR system that can develop and utilize the variety of skills within our team. Given the

direct effect that employee emotional and professional well-being has on customer satisfaction

and business outcomes, it became a major concern. My focus would have been on implementing

a merit-based award system and establishing a secure, encouraging work atmosphere to make

sure that every team member's contribution was appreciated and acknowledged. As we navigated

these challenging circumstances, it became clear how fundamentally important human resources

are to forming the organizational culture (Bolman & Deal, 2021, p. 125).
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Describe how the human resources of the organization influenced the situation.

The influence of human resources within TechCom Solutions was a tale of untapped

potential and missed opportunities. The company’s human resource practices, or lack thereof,

significantly influenced the unfolding crisis during downsizing. A transparent and fair approach

in human resource management could have mitigated the negative impacts on morale and

productivity. Employees needed assurance that their contributions were valued and that career

progression was based on merit rather than favoritism. The absence of this assurance led to a

climate of uncertainty and insecurity hampered individual performance and team collaboration

(Bolman & Deal, 2021, p. 142).

The human resource frame underscores the necessity of aligning individual needs and

organizational objectives. In the case of TechCom Solutions, aligning these meant creating

systems that promote job security, personal growth, and a culture of mutual respect. A dedicated

HR department could have provided strategic oversight to personnel policies, ensuring

consistency and fairness in employee decisions. Moreover, structured HR practices would have

facilitated professional development programs, aligning employee aspirations with the

company’s strategic goals. Emphasizing the human element in organizational decision-making is

crucial for fostering a positive work environment and sustaining business growth (Bolman &

Deal, 2021, p. 121).

Recommend how you would use the human resources for an alternative course of action

regarding your case

My suggestion for revising TechCom Solutions' HR structure include a comprehensive

reorganization of our HR procedures. Rebuilding employee commitment and trust would start

with creating a specialized HR department with defined hiring, retention, and development

procedures. This department would establish fair growth opportunities and merit-based

evaluation procedures, fostering an environment that values and nurtures talent. Maintaining

team morale and cultivating a sense of belonging among the employees could be achieved by

promoting open communication and providing support during transitional moments. Establishing

an equitable and open grievance redressal process would also enable staff members to raise

issues without worrying about retaliation (Bolman & Deal, 2021, p. 125).

I would start holding regular training and development workshops to improve our

employees' skill sets in accordance with industry norms in order to make the most of our human

resources. To support leadership growth and knowledge transfer within the team, a mentorship

program might be implemented. Employee motivation to pursue excellence would be increased

by praising and recognizing exceptional work, which would improve customer happiness and

business performance. Moreover, broadening our approaches to recruitment and retention will

guarantee a creative and dynamic workforce prepared to tackle the demands of a digital sector

that is changing quickly. These programs would redefine human resources from an

administrative role to a strategic partner in the success of the firm (Bolman & Deal, 2021, p. 142
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Reflect on what you would do or not do differently, given what you have learned about this

frame.

I've been able to understand the importance of each team member's well-being and how it

relates to organizational success by thinking about the human resource framework. Gaining an

understanding of the complexities of human dynamics and how HR rules affect employee

motivation has been an essential learning experience. If I were to go back and review the

TechCom Solutions scenario, I would strongly recommend starting with a planned and proactive

HR strategy. Early detection of unhappiness among employees and systematic HR efforts to

address it could have prevented the morale drop. Such preemptive actions would have

strengthened the basis of our HR procedures and brought them into compliance withWhen

considering the human resources component, it is evident that workers constitute an

organization's core.

If I could go back in time, I would place a higher priority on taking a people-centric

approach and making sure that HR procedures and rules were just, open, and intended to

promote a healthy workplace environment. I would have advocated for possibilities for

professional growth, merit-based compensation, and a strong support network. I've learned from

the difficulties I had at TechCom Solutions that a solid HR foundation is essential for retaining

and gratifying employees, which in turn promotes organizational performance (Bolman & Deal,

2021).
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References

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

leadership (7th ed.). San Francisco, CA: Jossey-Bas