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02 Quiz 1 HRM

The manager Fran's relationship with his assistant Judy Martin is strained due to miscommunications. Judy feels overworked and underpaid. Fran sees her as a star employee and expects her to take on more work. The HR responsibilities Fran needs to focus on are training, performance management, and addressing legal issues regarding Judy's request to transfer departments due to pay. To prevent future issues, the organization should implement training and development programs, performance appraisals, collective bargaining, discipline procedures, and systems for complaints and grievances.

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Josie Lou Ranque
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156 views1 page

02 Quiz 1 HRM

The manager Fran's relationship with his assistant Judy Martin is strained due to miscommunications. Judy feels overworked and underpaid. Fran sees her as a star employee and expects her to take on more work. The HR responsibilities Fran needs to focus on are training, performance management, and addressing legal issues regarding Judy's request to transfer departments due to pay. To prevent future issues, the organization should implement training and development programs, performance appraisals, collective bargaining, discipline procedures, and systems for complaints and grievances.

Uploaded by

Josie Lou Ranque
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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Edcel C.

Fernandez BSBA 601


Questions (3 items x 10 points)

1. What is/are the problem/s presented in the case?

The manager's relationship with his assistant Judy Martin isn't strong enough.to avoid misconceptions
When Judy went job hunting, she discovered a position that was not as strenuous as she had anticipated.
She is not adequately compensated for the time and effort she devotes to her job. Judy states that she is
overworked as a result of Fran's opinion of her as a star, and she is continuously working to enhance her
talents.

2. What HR responsibility/responsibilities of a line manager does Fran need to focus on to solve the
problem/vs in this case?

Legal issues are the duty of a line manager, and Fran must concentrate on them in order to succeed.
solve the issues in this situation Line managers are often the first to identify a flaw in organizational processes
and determine what training is required and for whom in an employee's area. Because Judy's request for a
transfer to another department is based on her salary, it will be subject to workplace legal issues.Fran should first
confirm that he is aware of her situation and that he understands it. He needs to reassure her by emphasizing that
they both care about her. Managers should be held accountable for their employees' appraisals or evaluations.
They'll also be expected to speak up for colleagues who are qualified for promotion.

3. What HR activities/programs can you recommend to be implemented in the organization in order to


prevent these problems from happening again?
The HR activities/programs I can recommend to be implemented in the organization to
Order to prevent these problems from happening again are:

The Development Function. It has to do with improving human resource capabilities and skills so that
personnel are capable of doing difficult tasks. Employees' personal and professional development, as well as the
company's success. It has to do with the following activities:

o Training and Development is an organization's combined effort that focuses on both an


employee's short-term performance concerns as well as broadening their individual skill
development.

o Performance appraisal is a mechanism for assessing job performance. Today, it is more


commonly referred to as performance management.

Maintenance Function. Its goal is to acquire employees' honesty and loyalty in order for them to stay with the
firm for a long time, and this program suggests the following, which I believe will assist to save the connection
between management and employees. As an example. It is the administration of the interactions between
employees and management, as well as between management and labor unions, that is referred to as labor
management relations..

o Collective Bargaining is a process by which the firm's management team and employee
representatives discuss and negotiate terms of their relationships.

o Discipline refers to the actions taken by a manager to enforce the organization's standards and
regulations.

o Complaints and Grievances differ in the way that complaints are an informal form of any
accusation, allegation, or charge in oral or written form, while the grievance is a formal
complaint raised by an employee to an employer on terms and conditions of employment.

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